Women of Color’s Variety Of industry

Desiree Peterkin Bell
4 min readMay 24, 2022


According to Desiree Peterkin Bell, as two years ago, women of color in the workplace continue to encounter the same obstacles to progress that they did. Microaggressions against women of color persist despite corporations’ commitments to racial fairness. In spite of this, more White workers now consider themselves as advocates for women of color, but fewer are speaking out against discrimination, mentoring, sponsoring, and sponsoring women of color.

Women of color, particularly Black women, have a more harder time rising in the job than White women, according to the study. Female advancement may be limited by reasons such as racism, gender bias and the absence or underestimation of leadership support. It’s also more likely for a Black woman to distrust the company’s commitment to diversity if she’s the only one in the workplace.

Women of color have a harder time gaining access to social networks since they don’t share a gender with white males. It’s also not uncommon for racial and gender biases to hinder women of color from participating in social networks. It can also be tough for women of color in the workplace since white male executives are more likely to be welcoming towards women of color. Racism perpetrators, for example, are often unaware of the long-term effects of their behavior.

When it comes to workplace discrimination, women of color are particularly vulnerable. Unlike white women, they must be on the lookout for bigotry, discrimination, and insults since they are less likely to get them. According to a 2006 study, women of color were the most likely to be harassed and discriminated against in the workplace. These people were held to higher standards and viewed as incompetent.

This is a frequent occurrence for women of color. Those in positions of authority should get diversity training, but it should not end there. Managers must take a personal interest in the professional advancement of women of color in order to make such investments. More than just one-on-one encounters are required. As an example, managers should individually invite women of color to workplace events and office gatherings. As a result, managers should publicly point out instances of underappreciation of their employees’ efforts.

Desiree Peterkin Bell pointed out that in the workplace, women of color are underrepresented, and many are denied the promotion chances they deserve because of this. Only 12 percent of women of color have entry-level management jobs, according to McKinsey and Lean In, while only 4 percent hold C-level positions. Many of these women aspire to higher positions but are met with a lack of enthusiasm from their supervisors in the process. Many factors contributed to this bleak condition, including a lack of mentoring and sponsorship in the workplace.

Study by the Lean In program has found that while organizations are growing more devoted to rife equity, women of color still face microaggressions in the workplace. White employees are more likely to consider themselves as allies of women of color than their counterparts, while women of color report more instances of improper behavior. Fewer white employees sponsor, mentor or encourage women of color than their counterparts from other races.

Women of color in the United States confront considerable wage inequalities, notably in the service industry. While white men’s income is nearly two-to-one, black women only earn 63 cents for every dollar a white guy makes.. Compared to white males, Asian women make around 87 cents for every dollar earned, with Latinas and Native American women earning even less.

According to a recent analysis by the American Association of University Women, the pay disparity is caused in part by institutional racism. As a result of this institutionalized racism, women have been subjected to sexist hiring practices and legal safeguards that are woefully inadequate. Despite these obstacles, women of color continue to face a larger income disparity than white women. Even if race is taken into consideration, black women nonetheless earn less than white men and engage in the workforce at a higher rate than white women, notwithstanding this disparity.

Microaggressions vary from the casual disregard of a coworker to the purposeful implantation of unfavorable preconceptions, according to a recent research. Race, gender, disability, and intersectionality may all play a role in these behaviors. Microaggressions are a prevalent problem in the workplace, despite the fact that it may appear easy to distinguish between these two circumstances. We must educate ourselves and others in order to lessen the damage they do.

Desiree Peterkin Bell’s opinion, microaggressions in the workplace affect women of color more frequently than white males, according to research. As a result, negative perceptions about women of color are further solidified, making them feel marginalized. Women who are subjected to microaggressions on a regular basis are more than twice as likely to express dissatisfaction with their work as those who are not. Anyone’s self-esteem and professional performance can be severely affected by microaggressions.



Desiree Peterkin Bell

Desiree Peterkin Bell and her agency are ready to help. They recently collaborated with H Code, a LatinX digital brand