2019 Women of Color In Business: Cross-Generational Survey

2019

WOMEN OF COLOR IN BUSINESS:

CROSS-GENERATIONAL SURVEY©

EXECUTIVE SUMMARY

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Contents 01

INTRODUCTION

02

TALENT CONVERGENCE THEORY

05

WORD CLOUDS: ADVICE FOR WOMEN OF COLOR

06

GENERATIONAL DIVERSITY

INNOVATION AND TECHNOLOGY CONFIDENCE AND CONTROL CONTRIBUTIONS: WORK AND IMPACT FINANCIAL SATISFACTION

09

THE ONLY

SCRUTINY STRESS

11

WORD CLOUDS: ADVICE FROM BLACK WOMEN BY GENERATION

12

ALLIES AT WORK BY GENDER & RACE

15

NEW STRATEGIES & CONCEPTS

18

FATHERS AS ROLE MODELS

20

SOLUTIONS FOR PROGRESS

23

CLOSING THOUGHTS

28

RESEARCH METHODOLOGY

30

AUTHORS’ BIOS

2019 Women of Color in Business: Cross-Generational Survey©

1 | INTRODUCTION

The significant impact of Black and other women of color has been widely acknowledged in a number of fields, among them, politics, sports, medicine and entertainment, but the impact of Black and women of color in business has been studied intermittently and imperfectly until the 2019 Women of Color in Business: Cross--Generational Survey©. Bonita C. Stewart and Jacqueline Adams conducted their 2019 Women of Color in Business: Cross-Generational Survey© to drive the conclusions in their well–received book, “A Blessing: Women of Color Teaming Up to Lead, Empower and Thrive.”

Theirs is the first study to examine 4,005 female American “desk workers” by race (Black, LatinX, Asian and white) as well as by generation (Gen Z, Millennials, Gen X and Boomers).

Their proprietary research convinced the two Harvard Business School alumnae that there is a new and littleunderstood business imperative, which they are calling generational diversity. They challenge leaders, and the women themselves, to imagine the benefits of “wisdom” coupled with “vision.”

Stewart and Adams found that younger Gen Z and Millennial women, especially Black and LatinX women, are more innovative than their white and older counterparts and are more likely to be first adopters of technology.

Younger Black and LatinX women are more likely to seek the support of their managers and supervisors and are more likely to crave a sense of belonging at work than their elders. The research says that these younger women of color are ambitious, optimistic, mission-driven, entrepreneurial and feel in control of their futures. Older women, Boomers and Gen X, report that they have had to rely on themselves.

Despite the renewed focus on diversity and inclusion strategies in the aftermath of the 2020 racial and social justice protests, the authors see the phenomenon of generational diversity as a key factor in the current corporate race for talent. By 2027, the U.S. Census predicts that the majority of America’s consumers and workers, Gen Z and young millennials (ages 18-29), will be people of color. Companies that understand and respond to the new imperative to both hire and retain these younger workers of color will be the winners.

As African American leaders in technology and media with decades of lived experiences, Stewart and Adams have concluded that Black women are overqualified and overlooked. Although their research demonstrates that Black and women of color describe major differences from one another, by generation and specific race, the authors remain optimistic and confident about the tremendous potential for “teaming up” with allies of all stripes.

They present a realistic playbook for progress and offer specific steps for inclusive leaders to drive revenue inclusion for all.

Their research and their book focus on the workplace, but the authors also address the deeply rooted economic, sociological, and psychological roots of current campaigns for social and racial justice. They attempt to blow away the “poisonous fog of lies” described by W.E.B. Dubois a century ago, lies that oppressors have used to demean and depress women and people of color. The fog’s impact has been variously described both as an “emotional tax” and the “imposter syndrome.” The authors, however, strive to counter the old, poisonous narrative with data that confirm and affirm Black brilliance and progress for all.

2019 Women of Color in Business: Cross-Generational Survey©

02

TALENT CONVERGENCE THEORY

3 | TALENT CONVERGENCE THEORY

Talent Convergence Theory

As the world continues to evolve at a warp speed, companies are beginning to recognize the need for talent to fuel their competitive positioning. Stewart and Adams recognized that their survey, along with other confirming data, showcases a field of “untapped” talent. Their Talent Convergence Theory outlines the driving business forces. It all starts with the major advancements women of color have made and their influence as true “assets” to the economy and social order.

As poet Maya Angelou wrote, women of color “are the miraculous,” and we are winning. Almost every day, news reports describe the victories achieved by women of color. Maybe it’s tedious to continue to tout “firsts” in 2019 and 2020. But the data show that women of color are racking them up.

SNAPSHOT: WOMEN OF COLOR ASSETS • Kamala Harris, the first woman and woman of color (with Jamaican and Indian parents), has been elected vice president of the United States.

• U.S. Census data predict that women of color will be in the majority by 2060, if not before.

• Likewise, Census data report that more Black women are earning college degrees than any other demographic of the US population.

• Black women are three times more likely to aspire to a position of power with a prestigious title than white women, according to Harvard Business Review research.

• A 2019 American Express study estimated women of colorowned businesses generated $422.5 billion in revenue.

• Their 2018 study found that firms owned by Black women from 2007 to 2018 grew by a whopping 164%.

• Black women achieved this growth with ZERO dollars in VC funding, on average, according to McKinsey.

• Nielsen predicts that Black women will control some $1.5 trillion in consumer purchasing power by 2021.

That number is larger than the GDP of Australia.

We could be our own country.

• Our survey confirmed a Nielsen finding, that Black and LatinX women—especially our younger Gen Z and Millennials —are more innovative, more likely to be first adopters of new technology.

2019 Women of Color in Business: Cross-Generational Survey©

4 | TALENT CONVERGENCE THEORY

The deficits, however, are undeniable.

Business gaps persist in 2019.

• In 2019, the Center for Talent Innovation found that Black women fill only 3.2% of the senior leadership roles at large companies in the U.S. and just 0.8% of all Fortune 500 CEO positions.

• For two years in a row, the Fortune 100 listed ZERO women of color CEOs and in January 2020, Catalyst reported that women of color held just 4.6% of Fortune 500 board seats.

• Despite rapid growth as entrepreneurs, Black women received 0.2% of all VC funding over the last decade, according to McKinsey.

• Citi Global Perspectives & Solutions (GPS)’s report, Closing the Racial Inequality Gaps: The Economic Cost of Black Inequality in the U.S., took a deep look at the costs of discrimination in a major 2020 study and calculated $16 trillion in lost GDP because of the gaps between African Americans and whites in wages, discriminatory lending and access to quality education.

Despite the distressing deficits, Stewart and Adams are optimistic.

As their Talent Convergence Theory illustrates, in between the obvious assets and deficits is a “greenfield” of potential untapped talent, specifically innovative, ambitious, confident women of color. The authors see unstoppable flywheels of progress in motion, driven partly by demographic trends that presage imminent spikes in minority populations in the U.S. (New York City and California, for example, are already majority minority), and recent regulatory and societal changes (e.g., California’s and Nasdaq’s demands for more board representation for underrepresented minorities).

These trends support an increased return on investment for companies that embrace and nurture the burgeoning pool of women of color, of this underrepresented talent, with a business model that creates a sense of belonging and well-being.

2019 Women of Color in Business: Cross-Generational Survey©

5 | TALENT CONVERGENCE THEORY

Word Clouds: Advice for Women of Color

The authors asked all 4,005 respondents for their first piece of advice for women of color to achieve success in their career and work. As these Word Clouds illustrate, all of the respondents stressed: Never Give Up! But there were distinct differences by race.

Asian women said: Work hard, Never give up, Don’t let others define you. Their areas of difference: Do your best and Be yourself.

Asian Women advised: Find your people, but also: Don’t use your race and Stand up for yourself.

LatinX women said: Never give up, Work hard, Don’t let anyone stop you. They added: Keep pushing, Don’t quit and Ignore negative people.

They also offered specific advice about race and gender: Don’t let race or gender stop you and Color does not define you.

White women said: Never give up, Work hard, Don’t let anyone stop you.

Unlike the other categories, White women advised: Don’t focus on race and a large number responded saying: I don’t know.

Black women said: Never give up, Always be yourself, Work hard.

More than the other groups, Black women advised: Keep your head up, Don’t let anyone stop you, Be strong, Know your worth as well as Get an Education. Black women were the only ones who said Put God first.

2019 Women of Color in Business: Cross-Generational Survey©

06

GENERATIONAL DIVERSITY

7 | GENERATIONAL DIVERSITY

Generational Diversity

The authors have coined the phrase, Generational Diversity, to highlight the nuances that are being overlooked in today’s Diversity and Inclusion conversations. The most important investments a company will make are the people they employ.

From their research, the authors found that Gen Z and Millennial workers, especially those of color, are mission-driven, innovative, confident and are demanding workplaces that provide the support they need to thrive. These insights are critical to companies which are developing strategies to retain these workers of color who have, historically, been challenging to source.

INNOVATION & TECHNOLOGY Always the first to know when something new or cutting edge in technology is released

In doing something that many other people do, does it appeal to you more to: Invent a way of your own vs. a conventional way?

CONFIDENCE & CONTROL I could find another job relatively easily

I feel as though I have control over my career (Millennials)

I will have control over my career (Gen Z)

2019 Women of Color in Business: Cross-Generational Survey©

8 | GENERATIONAL DIVERSITY

CONTRIBUTIONS: WORK & IMPACT I feel that I have made a strong contribution in my work

I feel as though my work has had a good impact on society

In addition to their sense of control, respondents are confident about the contributions and value creation they offer with their work. Black women (36%) see their contribution reaching far beyond work to an outsized impact on society.

FINANCIAL SATISFACTION I am satisfied with my ability to earn and save for the lifestyle I want

The research showed that financial satisfaction is markedly lower for the older generations, but Millennial women of all colors, especially Black women, are more optimistic than their elders about their ability to earn and save for their lifestyles they want.

2019 Women of Color in Business: Cross-Generational Survey©

09

THE ONLY

10 | THE ONLY

Unicorn Satus and Added Challenges

Despite numerous examples of “winning” by women of color, the data showed several disheartening findings.

The “Only” still exists in far too many business environments.

47% of Black women, almost half, say they are frequently or always the ONLY person of color in a professional situation.

“Unicorns.” By contrast, 73% of white women reported that they are RARELY the only person of their race in a professional setting. The 47% figure is troublesome because “only-ness” has distinct costs.

Black women are twice as likely as white women to say that their work is viewed skeptically.

23% of LatinX and 17% of Asian women also held this view.

31% of Black women said their race and gender led to their job applications being viewed more skeptically. By contrast, only 17% of our white respondents felt that way. And the extra scrutiny can cause serious “stress.” Several surveys have said that women of color face more “micro-aggressions.”

Their judgement is questioned in the workplace and even senior women are mistaken for support staff.

Respondents, especially Millennial women, agreed that stress on the job is significant. However, Black women overall seem to absorb or suppress most of the pain.

There may be historical precedents for this. In their book, Stewart and Adams cite Harvard School of Public Health leaders who say that even today, there is a belief in some parts of the medical community that African Americans do not feel pain in the same ways. This is a holdover from slavery times, a justification for whipping and other mistreatment.

In a befuddling contrast, white Millennials in our survey reported the highest level of stress at 80%.

2019 Women of Color in Business: Cross-Generational Survey©

11 | WORD CLOUDS: ADVICE FROM BLACK WOMEN BY GENERATION

Advice from Black women by Generation

When Black women were asked for advice for women of color in the workplace, the most frequent answer across all four generations was: Never Give Up! There were significant differences, however, among the generations of Black women.

Black Boomer women (ages 55-72) sounded like mothers and grandmothers. Much of the advice for success was selfdirected: Get an education; Do your job; Listen and learn.

This was the only sector that advised: Put God first.

Black Gen X women (ages 38-54) were a bit more defiant. They advised: Don’t be afraid; Just do you; Don’t change for anyone.

Black Millennials (ages 23-37) were both self-focused and defiant: Always do your best; Don’t be discouraged; Do what you want; Keep pushing; Don’t let others stop you.

The Black Gen Z population, still in high school and college (ages 16-22) was the most confident and optimistic: Ignore negativity; Color doesn’t define you; You can do anything; and You are beautiful!

2019 Women of Color in Business: Cross-Generational Survey©

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ALLIES AT WORK BY GENDER & RACE

13 | ALLIES AT WORK BY GENDER & RACE

Allies at Work – by Gender & Race

When asked whom they rely upon or trust in their offices, the survey found distressing results among older women of color.Near majorities of the women - across the races - are NOT seeking the assistance of allies. The women said that they feel they can rely on themselves OR feel there’s no support network for them at work. (43% Black and LatinX, 42% white and 47% Asian).

When asked the race of their most important allies at work, Black (56%) LatinX (60%) and Asian women (68%) cited people of races other than their own. By contrast, 76% of white women said their important allies were of their same race and only 25% of another race.

Would you say your most important allies or advocates at work have been

When asked about the genders of their allies and advocates at work, the majority of women cited other women across all demographics.

2019 Women of Color in Business: Cross-Generational Survey©

14 | ALLIES AT WORK BY GENDER & RACE

The findings reflected a marked difference among Gen Z women, a desire for a greater sense of belonging.

Across the board, 92% of Black Gen Z women, 93% LatinX, 96% Asian, 95% white, said that they feel that guidance from managers and supervisors will help them to make progress at work.

How helpful do you believe the guidance you receive from managers or supervisors will be in your work progress?

Advice for White Male Allies

The 2019 Women of Color in Business: Cross- Generational Survey© inspired actionable tips that the authors present to senior and less senior leaders who aspire to be “inclusive.”

In fact, “A Blessing” includes an entire chapter called “Dreaming of Allies.” The authors address a letter to white male allies. It begins: “We see you. We’ve always seen you. We probably know more about you than you know about us. We are relentless and increasingly powerful and we are on the march.

Don’t be afraid. We are YOUR allies too.”

The authors outlined eight allyship actions from their research urging managers who are mostly male to “hire us” — hire women of color in multiples. Based on the diversity business imperatives, the era of tokenism of one and done is over.

Managers should veer from their comfort zones, to know that brilliance can come in different skin tones and hair styles.

2019 Women of Color in Business: Cross-Generational Survey©

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NEW STRATEGIES & CONCEPTS

16 | NEW STRATEGIES & CONCEPTS

New Strategies & Concepts

The synthesis of the data surfaced the urgent need for actionable concepts designed to advance and alter current thinking.

Three strategies were outlined for talent development, ally engagement, and affinity building.

40 ALLIES AND A STRETCH ASSIGNMENT In the Reconstruction period, the years after the Civil War, freed slaves were promised 40 acres and a mule.

The promises were not kept, and America failed its shortlived attempt at reconciliation. That promise, however, could be updated. The authors call this new strategy: 40 Allies and Stretch Assignment.

They urge leaders to tap and, or perhaps even nudge forward, employees of color who have demonstrated potential. It is folly to seek and reward only for perfection.

OPEN THE GLASS DOOR Much has been written about having to break through glass ceilings or brave glass cliffs. It is time to abandon these old and painful paradigms. Instead, Stewart and Adams recommend that women simply ask our Inclusive Leaders to be our “doormen.” The concept grew out of the authors’ observations of the gracious doormen — only men — at apartments, hotels and stores, especially in New York City. The authors ask: “Why not simply ask these men in our business lives to just open a Glass Door and welcome us in?”

SISTERHOOD The survey found that older women had little support from their office supervisors and younger women expect it.

When the authors asked about “sisterhood,” the results were startling. 92% of Black women and 90% of LatinX women felt sisterhood would be important to them at work.

The percentages were about 10 points smaller for the other two groups— 84% of white women and 83% of Asian women — but those numbers are still relatively large.

2019 Women of Color in Business: Cross-Generational Survey©

17 | NEW STRATEGIES & CONCEPTS

Sisterhood: Central to #TeamUp Mission

It is clear. Women need not take a solo journey, especially women of color. Adams and Stewart believe Teaming Up is a scalable proposition to advancement and to increasing the camaraderie among women of color.

They call it “SaaS” — Sisters as a Service. It’s an update on the familiar Silicon Valley enterprise product, “software as a service.” The authors have been gratified that so many women who have read “A Blessing” and have heard their talks are embracing the Sisters as a Service concept.

Career growth lies at the center of the SaaS “flywheel.” Career growth comes from referring others and from embracing the change of moving beyond the isolation of being an “only,” a lone woman of color in a professional setting.

By supporting referrals, women of color can create vital succession planning for every role leading to the C-suite and a pipeline for venture funding. Stewart and Adams believe creating a joyous sense of belonging through career sisterhood will result in hiring more women of color in multiples and, ultimately, reducing the 47% statistic where Black women are frequently or always the only person of color in a professional situation.

If you want to go quickly, go alone.

If you want to go far, go together!

– African proverb

2019 Women of Color in Business: Cross-Generational Survey©

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FATHERS AS ROLE MODELS

19 | FATHERS AS ROLE MODELS

Fathers as a Role Models

Stewart and Adams knew each other through the Harvard Business School alumni networks, but until they began researching their book, they hadn’t known how much their personal histories overlapped.

Both women consider their fathers to have been major role models during their childhoods. Sadly, both women lost their fathers while they were in college.

Stewart was a freshman. Adams was a senior. In a strange twist of fate, both men died at age 47 of the same disease, heart disease.

As a result of their early losses, the authors chose to include a question in the survey about the impact of parents on children’s success. Most respondents said their mothers were major role models. But the findings were striking when the question turned to fathers. African American and LatinX women, whose fathers were strong role models, said they were more likely to earn more money. Women of all races, who cited the strong influence of fathers, were 15% more likely to have earned a college degree or more.

2019 Women of Color in Business: Cross-Generational Survey©

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SOLUTIONS FOR REAL PROGRESS

21 | SOLUTIONS FOR REAL PROGRESS

Solutions for Real Progress

In their numerous interviews and presentations about their book and research, the authors amplified their “playbook for progress,” their suggestions for both companies and individuals that will drive the economic benefits of “teaming up.”

For companies, Stewart and Adams offer five actions which start with hiring and funding women of color at scale.

Hiring managers should know that talent is the new frontier.

Those who look widely for people and set the right tone for workplace belonging will be the winners.

The authors have also shared an excellent checklist of six signature traits – developed by Deloitte – that best encapsulate an actionable way forward for leaders. Their summary and interpretation of these traits: 1. Commitment – This is where it starts. Driven by values and a deep-seated sense of fairness. (This is how you show up).

2. Courage – Don’t be afraid to challenge entrenched organizational attitudes, display humility, acknowledge personal limitations, and seek the contributions of others to overcome them. (See something, Say something, Do something).

3. Cognizance of bias – Checks and balances to prevent organizational biases from stifling diversity, equity, and inclusion initiatives. Unconscious bias training which is in full force across many companies is not one and done. It should be ever-present.

4. Curiosity – Ask respectful questions, engage with active listening; make people feel valued, respected and represented.

(Seek knowledge).

5. Cultural intelligence – Show you value different cultural backgrounds. (Tomorrow’s leaders will require IQ + EQ + CQ).

6. Collaborative – Ensure all individuals feel empowered to express their opinions; diversity of thinking is critical to effective collaboration.

For individual women of color, Stewart and Adams reiterate the major findings of the survey and the major leadership concepts of their book: Teaming Up to Lead, Empower and Thrive. For women of color to lead effectively they require generational alliances, openness to those willing to help, mental resilience, honest feedback, and a posse.

2019 Women of Color in Business: Cross-Generational Survey©

22 | SOLUTIONS FOR REAL PROGRESS

In the spirit of “just getting started,” Bonita Stewart published a list of Ten Inclusive Leadership Actions to consider as we enter 2021.

1. Eradicate the “Only” on your teams. Look around, look around – do you see anyone from an underrepresented community by themselves? Eliminate the stress of tokenism and hire in multiples.

Reap the abundance that comes from diversity of talent.

2. Activate innovation from “everywhere.” The internet has brought warp speed to everything from e-commerce to biotechnology.

Tackle more gnarly problems by bringing voice to those who may feel silenced.

3. Disrupt the traditional recruiting model. Doing the same thing delivers the same results. Check out new emerging platforms such as Valence and AboveBoard or simply follow Steven Wolfe Pereira on LinkedIn if you are still experiencing pipeline anxiety.

4. Create buddy Diversity and Inclusion leaders by aligning majority contributors with minorities. Diversity and inclusion should be seen as a business “blessing,” not a burden. Team Up across ALL races.

5. Accelerate “Stretch” assignments. Tap and nudge forward those who have potential vs perfection.

6. Nurture Generational Alliances across Gen Z, Millennials, Gen X, and Boomers. Imagine the power of Wisdom + Vision.

7. Make Cultural Intelligence (CQ) a requirement for leadership development and succession. IQ + EQ + CQ. 8. Expand Revenue inclusion and Customer representation.

Ask yourself who is missing from your portfolio of customers?

How can you attract new customers to your product and services with authenticity and grace?

9. Strengthen your leadership empathy muscle. Renowned author, Isabel Wilkerson says “Radical empathy means putting in the work to educate oneself and to listen with a humble heart to understand another’s experience from their perspective, not as we imagine we would feel. Radical empathy is not about you and what you think you would do in a situation you have never been in and perhaps never will. It is the kindred connection from a place of deep knowing that opens your spirit to the pain of another as they perceive it.”

The NYT provides five experts on improving this skill.

10. Lead by example. Be courageous. Do not hesitate. Begin today.

What Readers Are Saying About “A Blessing” “I started reading your book and I can’t put it down !!! BRAVO !!! “A Blessing” is a blessing.

I relate to so much of it. As a cardcarrying member of the “only” club, I am stronger and wiser, but I wonder how much shrapnel I have taken in from toxicity in the workplace.

Your message is so important. POC women have to work together and support each other.”

“Its balance of analytics, historical context, and motivation to act is incredibly credible and engaging.”

“In January, I’m buying more and sending out to more friends, including my two daughters!

There’s so much wisdom captured that I and countless other readers can soak up — from Nelson Mandela’s “lead from behind” to “therefore, make sure that your work is also your pleasure,” from Theobald. But even more gems come from you and Bonita when you both uncover in your respective journeys. The inspiring success Black women have had in their entrepreneurial ventures, and often being the primary breadwinner in their families, surmounting untold obstacles in their careers, is still not told enough in today’s world.”

2019 Women of Color in Business: Cross-Generational Survey©

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CLOSING THOUGHTS

24 | CLOSING THOUGHTS

Closing Thoughts

The 2019 Women of Color in Business: Cross Generational Survey© was concluded before the several devastating developments of 2020: the COVID-19 outbreak and subsequent economic downturn as well as the social and racial justice protests that grew out of the police murders of too many Black citizens, among them George Floyd and Breonna Taylor.

As a result, the authors went back into the field with a 2020 Women of Color in Business: Cross- Generational Survey©.

In what will hopefully be an annual survey, this second survey included questions about the impact of the twin pandemics.

The authors also took a deeper dive to understand and measure the impact of “the only,” entrepreneurship among Black women executives, financial literacy, stretch assignments and for the first time, the survey included questions for white male managers. The 2020 Executive Summary will launch in Q2 of 2021, in partnership with the Executive Leadership Council.

FOREWORD EXCERPT

PREFACE EXCERPT

“To truly make progress, African Americans, women and other historically marginalized people must feel that they are part of society. And for that to happen, they must not be just accepted; they must be embraced.”

As a Black female CEO, I have often been called a “unicorn” in the boardrooms and corporate offices which I frequent.

I have always known that Black women are special. I have hired, worked with, and managed them.

I have mentored them, convened them,and cheered them on their careers. But I have never heard them referred to as blessings —until now.

The moment I realized that a group of unicorns is called a blessing, I thought how perfect and powerful a title it is.”

—Kenneth Chenault (Former CEO of American Express)

—Debra Lee

(Former Chairman and CEO of BET Television)

2019 Women of Color in Business: Cross-Generational Survey©

25 | CLOSING THOUGHTS

Description of the book

In their new book, “A BLESSING: Women of Color Teaming Up to Lead, Empower and Thrive” (Wordeee Publishing; October 15, 2020) Harvard Business School alumnae Bonita C. Stewart and Jacqueline Adams provide a mission-driven, realistic analysis of Black female leadership. With a foreword written by Kenneth Chenault, Chairman and Managing Director of General Catalyst and former Chairman and CEO of American Express, and a Preface by Debra Lee, former Chairman and CEO of Black Entertainment Television, the authors provide tools, data, and inspiration for entrepreneurial and corporate women of color as well as their allies — regardless of their race or gender. Highlighting Stewart and Adams’ work is their original proprietary research, Women of Color in Business: Cross Generational Survey(©), which examines the views of 4,005 female “desk” or “knowledge workers” across four races (Black, LatinX, Asian and white) and four generations (Gen Z, Millennials, Gen X, and Boomers). Their book is filled with personal anecdotes and reflective experiences based on their respective careers in the technology, brand marketing and national broadcast media industries. The book serves as a framework for women of color to work together, team up and shed the cloak of invisibility and aloneness.

A Blessing Explained

Bonita Stewart was the first African American female vice president at Google. Jacqueline Adams was the first African American female correspondent assigned full time by CBS News to cover the White House.

We both have been “firsts” and “onlys” in our careers and as such, we have been called “unicorns” — rare and valuable beings in our professional settings.

Just as a group of birds is called a flock, a gathering of unicorns is called a blessing — and so are we.”

– Bonita Stewart

2019 Women of Color in Business: Cross-Generational Survey©

26 | CLOSING THOUGHTS

SOURCES OF INSPIRATION

Lillian Lincoln Lambert

Maya Angelou

(HBS 1969) First African American woman graduate of Harvard Business School.

Life Doesn’t Frighten Me; Still I Rise, “we are the miraculous.”

Toni Morrison

Harvard Business School African-American Alumni Association

“I tell my students, ‘When you get these jobs that you have been so brilliantly trained for, just remember that your real job is that if you are free, you need to free somebody else. If you have some power, then your job is to empower somebody else. This is not just a grab-bag candy game.’”

and especially the eight alumnae who contributed to “A Blessing.”

2019 Women of Color in Business: Cross-Generational Survey©

27 | CLOSING THOUGHTS

WHAT THE MEDIA ARE SAYING

Anyone interested in the role of Black women, and women in general, in business will learn a great deal from this well-argued book.”

— Library Journal

Teaming up.” Is that leaning in for Black women? The book, written

by Bonita C. Stewart and Jacqueline Adams, is billed as a “playbook” for successful Black women. It explores the challenges and rewards of professional growth for Black women whose whirlwind lives of family, graduate school, promotions, stagnation, and success seemed familiar . . . .Like “Lean In” before it, the book might spark some new conversations about race and gender equality as the world grapples with the Black Lives Matter and systemic inequities movements. It will be interesting to see where “teaming up” takes those conversations and whether they bring measurable change to long-standing practices and patterns that have stranded talented Black women and deprived companies and the economy of their skills.”

— Karen Toulon Bloomberg

These two industry trailblazers see that designation [as unicorns] not as a disadvantage, but an opportunity to lead creatively and bring others up with them.”

— Biance Brosh

Know Your Value, NBC News

2019 Women of Color in Business: Cross-Generational Survey©

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RESEARCH METHODOLOGY

29 | RESEARCH METHODOLOGY

The 2019 Women of Color in Business: Cross Generational Survey© was commissioned by Stewart and Adams.

It was conducted by Quadrant Strategies, a leading brand research firm. The team lead was Senior Consultant Hannah Leverson.

Quadrant surveyed 4,005 desk workers, who identified as women, including 1604 African-American women, 1600 Latinx women, 403 Asian women, and 401 white women. Respondents were surveyed from October to November 2019 and were asked 91 questions, based on 13 topics. With a 95% confidence interval, the margin of error for African-American women and Latinx women is ±2.45%; the margin of error for Asian women is ±4.88%; and the margin of error for white women is ±4.89%.

About Quadrant Strategies: The company helps clients solve a wide range of brand and communications challenges by employing a broad set of qualitative and quantitative research tools. Quadrant’s partners have 50 combined years of experience helping Fortune 500 companies and other leading organizations address their most pressing branding and strategic communications issues in times of crisis and, more often, not.

2019 Women of Color in Business: Cross-Generational Survey©

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AUTHORS’ BIOS

31 | AUTHORS’ BIOS

Bonita Stewart Google VP of Global Partnerships https://www.linkedin.com/in/bonitacstewart/

Bonita C. Stewart brings extensive consumer technology and operational experience as her career spans over two decades of digital transformation across multiple industries.

Since joining Google in 2006, she has risen to lead multi-billion dollar operations and driven adoption of digital technologies within the US and Americas.

Currently, she oversees the company’s Global Partnerships team for the largest US publishers across Search, Mobile Apps, Commerce, News, Broadcast, Telecommunications and Domains.

Ms. Stewart was the first African American woman vice president at Google to lead sales and operations for the Automotive, Finance, Media/Entertainment and Travel sector. Over the past several years she has been recognized externally for her leadership as a Woman to Watch (Advertising Age, 2011), Power 100 (Ebony, 2012, 2019), Woman to Watch in Tech (Crain’s NY, 2014) and Most Powerful Women (Crain’s NYC, 2015, 2017, 2019).

In 2017 she created the concept for Howard West, a technology immersion program for historically black colleges and universities (HBCU), powered by Google.

In 2014 Ms. Stewart was nominated to the Deckers Brands corporate board [NYSE:DECK] and currently serves on the corporate governance and compensation committees.

In 2018 she joined the Pluralsight corporate board [NASDAQ:PS] and in 2021, she joined the PagerDuty corporate board [NASDAQ:PD].

Prior to Google, she served as Director, Chrysler Group Interactive Communications for DaimlerChrysler AG and spearheaded all digital efforts for Chrysler, Dodge and Jeep. During the Dot Com era she was recruited back to DaimlerChrysler to lead Chrysler brand’s $400 million advertising and marketing operation. During her leadership tenure Advertising Age named the Chrysler Group the 2005 Interactive Marketer of the Year and she co-authored “The Fifth P of Marketing,” an article for CRM Magazine. During the first stint of her automotive career Ms. Stewart led the brand development for future and existing Dodge passenger cars and minivans representing an $8+ billion annual revenue target.

In 2012 and 2013 she received award recognition from the Harvard Business School and Howard University respectively for alumni achievement. She has served on the following non-profit boards: Detroit Music Hall, Cranbrook Art Academy, Harvard Business School African American Alumni Association, Lincoln Center for the Performing Arts and Harvard Business School Club of New York City. Currently, she serves on the American Ballet Theatre Advisory Council for Project RISE and board member for the Women’s Forum of NY. Ms. Stewart spent her formative years in Denver, CO and graduated magna cum laude with a Bachelor of Arts from Howard University and an MBA from Harvard Business School. She resides in Englewood, NJ with her husband, Kevin Stewart (HBS 1979).

2019 Women of Color in Business: Cross-Generational Survey©

32 | AUTHORS’ BIOS

Jacqueline Adams President, J Adams: Strategic Communications, LLC

https://www.linkedin.com/in/jackie-adams-1471602/

Jacqueline Adams launched a second career as a communications strategist after more than two decades as an Emmy Award winning CBS News correspondent.

A natural “connector,” she has the unique ability to hear clients’ strategic concerns and find creative solutions, drawing upon her wealth of contacts and experiences in media, business, academic and civic circles.

Through her boutique consulting firm, J Adams: Strategic Communications, LLC, she counsels a variety of corporate and non-profit clients. She has had multi-year engagements with the global communications strategy firm, BursonMarsteller, and with the Ford Foundation. She serves as a senior advisor to the new payment platform for publishers, NICKLPass, and has a major role in the training program for rising star managers of color, The Diverse Future.

In 2020, she launched a bi-monthly column, #TeamUp, in The Christian Science Monitor.

A graduate of Harvard Business School, Ms. Adams deliberately saves time for a number of non-profit activities.

She serves on the Board of Directors of the Harvard Business School Club of New York and was among the alumnae profiled during the school’s 50th anniversary celebrations of women and African-American students.

She is a member of the Council on Foreign Relations, the International Advisory Committee of the United States Institute of Peace, and the Advisory Council of the Milken Center for Advancing the American Dream. She is a patron of the Alvin Ailey American Dance Theater and is in the fifth year of a planned decade-long study of classical composers at the Juilliard School of Music’s Evening Division.

Ms. Adams covered the groundbreaking campaigns of Jesse Jackson for President and Geraldine Ferraro for Vice President before spending five years as a White House correspondent during the Ronald Reagan and George H. W. Bush administrations. In the 1990s, she was a prolific contributor to the CBS Evening News with Dan Rather and CBS News Sunday Morning. She won a News and Documentary Emmy Award for the 48 Hours broadcast, “The Search for Matthew.”

2019 Women of Color in Business: Cross-Generational Survey©