Navigating Success on Their Own Terms: The Revolutionary Achievements of Women of Color Reimagining Achievement
In the realm of modern industries, a trend is unfolding as women of color opt for a different career path, departing from traditional executive and senior leadership roles within corporations. Rather than battling for inclusion at tables that weren't designed for them, they are establishing their own through independent consulting, entrepreneurship, and distinct living models.
This pattern isn't an isolated phenomenon or a collection of anecdotes; it's a systemic response to the persistent barriers women of color face. According to McKinsey's Women in the Workplace study, approximately 20% of the workforce is comprised of women of color, yet they make up only 7% of C-suite positions. Women of color, particularly Black and Indigenous women, are impacted the most severely by these obstacles.
Kamilah Martin, the founder of Katalyst, is an advocate and entrepreneur who has dedicated years to supporting women of color transitioning from high-level roles in the corporate world to consulting. She emphasizes that high-performing women leaders are not disappearing from the workforce - they're reshaping it. Embracing the trend towards contract-based and independent work is essential for organizations to succeed in an era where trust, agility, and innovation are indispensable.
represent ~20% of the entry level workforce, and just 7% of the C-Suite. While this and other studies do not offer a breakdown by race, Black and Indigenous women in particular face the worst impacts.
The Limitations of Traditional Corporate Structures
, the founder of
Advancements in the decades since the passage of affirmative action laws have plateaued since the 1990s. Black and Latina women, in particular, face substantial barriers to advancement, higher rates of micro-aggressions, and lack the essential sponsorship and guidance at the executive level. This reality has dubbed the "glass ceiling" a more appropriate moniker for the nearly impenetrable barrier that impedes growth and well-being for many.
, is an entrepreneur, former executive, and advocate for independent women of color consultants has spent years working with highly qualified women leaving senior roles and supporting their transition to consulting. She says, “High-performing women leaders aren’t disappearing from the workforce—they’re redefining it. The organizations that embrace the fractional and independent workforce will thrive in an era where trust, agility, and innovation matter most. We can all stay clenched to the “old ways” or we can evolve.”
A survey by Business Insider revealed that 42% of Black women working full-time or part-time feel a lack of promotion opportunities, compared to 35% of U.S. adults.
revealed that 42% of Black women working full-time or part-time felt a lack of opportunities for promotion, compared to 35% of U.S. adults.
Similarly, women of color's experiences in the nonprofit and philanthropy sector echo those of their corporate peers. The Building Movement Project's annual Race to Lead report highlights that women of color encounter systemic obstacles over and above the barriers faced by white women and men of color.
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Najmah Ahmad, the founder of The Freed Black Girl Platform, shares, "Traditional work structures often overlook the need for rest, healing, and communal support, forcing Black women to navigate spaces that were never designed with their well-being in mind."
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These experiences often lead women of color to experience burnout at higher rates - 47% of Black women in leadership experience burnout, compared to 38% of white women and 28% of white men, according to McKinsey's data.
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The Value of Hiring Independent and Autonomous Leaders
report similarly notes, “women of color encounter systemic obstacles to their advancement over and above the barriers faced by white women and men of color. Education and training are not the solution—women of color with high levels of education are more likely to be in administrative roles and are more likely to report frustrations about inadequate and inequitable salaries.”
Martin calls this generation of highly-qualified women "the autonomists." By hiring women of color as fractional executives, consultants, or interim leaders, companies gain a wealth of expertise, strategic insight, and cultural intelligence that traditional leadership pipelines often overlook.
shares, “Traditional work structures often overlook the need for rest, healing, and communal support, forcing Black women to navigate spaces that were never designed with their well-being in mind.”
These leaders are motivated by flexibility and autonomy, enabling them to pursue passions beyond traditional work.
. Although symbolic, this wage gap is ultimately a representation of fewer sponsorship opportunities and exclusion from critical networks, leading to slower career advancement.
Autonomists bring several benefits to organizations that hire them:
research found that Black women leaders receive less mentorship and sponsorship compared to their white counterparts, further stalling career growth.
- Deep Expertise Without Committing Long-TermHiring fractional executives allows companies to access the strategic brilliance of seasoned leaders without the overhead of a full-time C-suite hire. By utilizing the specialized skills and life experiences of these leaders, companies can enjoy the benefits of their nimble, adaptable, and results-driven approach.
- Versatility in the Face of InstabilityWomen of color have pivoted successfully through complex corporate structures while driving innovation and leading change. As fractional leaders, they bring a unique combination of strategic agility and cultural intelligence to tackle the rapidly evolving demands of today's businesses.
- Community-Centered LeadershipAutonomous leaders are deeply invested in collective success, mentorship, and community-building. Their community-focused leadership styles create work environments where employees feel valued, empowered, and compelled to contribute.
By embracing the talent and perspectives of autonomous leaders, companies gain a competitive advantage in the fast-paced, diverse world of today's workforce.
, a firm specializing in STEM education.
A New Era of Leadership
says, “as autonomists, we bring a unique blend of self-direction, adaptability, and expertise that makes us invaluable as contract- and project-based leaders. Our ability to navigate complexity, drive innovation, and deliver results without constant oversight allows businesses to scale efficiently and meet evolving demands. By leveraging autonomists, organizations gain fresh perspectives and agile leadership while optimizing resources. In today’s fast-moving workforce, hiring skilled independent leaders isn’t just a smart choice—it’s a competitive advantage."
The movement away from traditional career paths is not merely about leaving one's previous job; it's about redefining work itself. Consulting is serving as a gateway to a liberated future for many women of color. Through building global membership communities, offering referral networks, and hosting events that focus on well-being and joy, these leaders strive to create a multi-faceted ecosystem to support their individual and collective growth.
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Organizations that choose to remain committed to an outdated system may risk losing access to some of the most innovative, resilient, and visionary leaders of our time. Embracing the future of leadership is essential for companies to adapt, innovate, and thrive in an ever-changing world.
for organizations seeking quick support with their consulting needs, and
References:1. McKinsey & Company. (2022). Women in the Workplace 2022. Link2. Harvard Business Review. (2019). The Case for Intentional C-Suite Diversity. Link3. C. J. Walker Museum, Beauty CulturE & Museum. (n.d.). About Madam C. J. Walker. Link4. The Center for Talent Innovation. (2019). At What Cost? The Intersectional Impact of Bias on Women of Color. Link5. National Partnership for Women & Families. (2016). Pay Equity in Numbers: By the Numbers. Link
that center well-being and joy. “"Everything I’ve done—leading organizations, building teams, and now consulting—has led me to this moment. I see the challenges, the exhaustion, and the desire for something different. Women of color aren’t just looking for a career shift; we’re seeking freedom, balance, and a way to lead on our own terms. This work isn’t just a business for me—it’s a calling to create the
- Women of color are utilizing freelance and entrepreneurship as alternatives to traditional corporate leadership roles, represented by Kamilah Martin's support of women leaving high-level corporate roles to transition into consulting.
- To create a newsletter article, organizations can incorporate insights from studies, like McKinsey's, on the discrepancy between women of color in the entry-level workforce and the C-Suite, and discuss the benefits of hiring independent and autonomous leaders.
- In response to the systemic challenges faced by women of color in the workforce, external resources, such as the Katalyst website, offer in-person retreats and events that focus on well-being and joy, providing a supportive community for these entrepreneurs and consultants.