A new report reveals that inequality continues to shape the professional lives of many Black women in California.

Published in March 2025, the report titled “Invisible Labor, Visible Struggles: The Intersections of Race, Gender, and Workplace” was released by CBWCEI. It draws from a survey conducted in December 2024 by research firm EVITARUS, which polled 452 employed Black women across the state. The findings show that workplace discrimination remains a major barrier to career advancement for this demographic

In a media briefing on March 4, hosted by Ethnic Media Services, a panel of experts discussed the disproportionate workplace inequality faced by black women in California. 

Speakers

  • Kellie Todd Griffin, President & CEO, California Black Women’s Collective Empowerment Institute (CBWCEI)
  • Dr. Shakari Byerly, EVITARUS Research
  • Dr. Sharon Uche, Researcher, CA Black Women’s Collective Empowerment Institute
  • Glenda Gill, President & CEO, Save A Girl, Save A World

California is home to over 1.1 million Black women, ranking fifth in the nation, and representing 6.7% of the state’s total population.

“What we found is that there are still systemic barriers that limit opportunities for Black women,” said Kellie Todd Griffin. “These inequalities that make it harder to maintain economic stability exist at the intersection of race and gender.”

This latest study builds upon an earlier August 2023 survey of 1,258 Black women voters in California, which found that 40% struggled to afford basic needs and attributed limited income potential to racism and discrimination.

Among those surveyed, 80% listed discrimination based on race or gender as a major concern.

Griffin emphasized the importance of wage equality. “The first thing that we have to strengthen is wage equity, which we can’t achieve if we don’t address the workplace environment, how discrimination can impact economic mobility,” she said.

As of 2023, Black women in California earned an average annual income of $60,000 compared to $90,000 for white men. At this rate, the California Budget Center projects the wage gap won’t close until the year 2121.

Dr. Sharon Uche pointed out that Black single mothers face even greater economic challenges, earning an average of $53,000. With 67% of Black households in California led by single mothers, Dr. Uche stressed the need for increased child care support and stronger anti-discrimination protections to improve their living conditions.

On the national front, an October 2024 proposal by California Representative Ro Khanna aims to help by capping child care costs at $10 per day for families earning under $250,000 annually.

While a January executive order from former President Trump rolled back federal diversity, equity, and inclusion (DEI) initiatives, California’s Fair Employment and Housing Act still prohibits workplace discrimination based on factors such as race, sex, and national origin. The California Civil Rights Department also allows individuals to pursue legal action in discrimination cases not taken up by the agency.

Despite these protections, the CBWCEI report found that while many Black women in the state find some level of fulfillment in their jobs, few describe themselves as highly satisfied. “Because most face significant barriers to advancement, they feel their contributions are undervalued,” said Dr. Shakari Byerly.

While 59% of respondents said they were at least “somewhat” satisfied in their roles, 38% reported dissatisfaction. Additionally, 57% said they had experienced racism or discrimination on the job.

“I’m the only African American in my department,” said a 38-year-old nonprofit worker in Los Angeles quoted in the report. “I’m held to a different standard than many coworkers who share the same ethnicity as my supervisor.”

About 32% of respondents reported receiving negative remarks from their supervisors, with 81% believing those comments were unwarranted. Among them, 64% felt race was a major factor, while another 22% believed it played a role to some extent.

Byerly noted that compensation, leadership, benefits, and company culture were key sources of dissatisfaction. “Looking at other indicators of workplace treatment, the lack of career advancement is particularly striking” she said.

Only 16% of those surveyed strongly agreed that their workplaces offered pathways to leadership or promotion. Nearly half—49%—felt excluded or overlooked for career growth.

“Specifically, they’re not being invited to important meetings, and coworkers are receiving coaching, mentorship or other helpful information about how to be successful, but they are not receiving that same kind of support,” Byerly explained.

Still, 64% said they received at least some support from supervisors or colleagues, and those with Black supervisors reported higher satisfaction—by 10 percentage points—than those with non-Black supervisors.

Byerly added that having more Black women in the workplace correlates with higher satisfaction and better chances for advancement. “Currently, Black women are being excluded … Race- and gender-based harm requires race- and gender-based redress.”

A significant legislative step forward came with the passage of California Senate Bill 1137 in November 2024. Sponsored by Senator Lola Smallwood-Cuevas, the bill clarified that existing anti-discrimination laws cover cases where multiple identity factors—like race and gender—intersect to create compounded discrimination.

“The data highlights that despite all this, we haven’t made much progress in moving the needle,” said Glenda Gill. “Systemic barriers still exist when it comes to Black women, even in a liberal state like California.”

Gill emphasized the urgency of addressing these disparities, especially as Black women are the fastest-growing group of workers and business owners. From 2014 to 2019, Black women-owned businesses grew by 50%, the fastest rate of any demographic. By 2020, they made up 37.2% of all Black-owned employer firms—over 52,000 in total.

“We need more people in the workforce, and if we don’t address these issues, they’re not going to want to be in the workforce,” added Gill. “This data shows us the house is on fire. We’re working on the issues to put out the fire.”

 

Images provided by Ethnic Media Services.