Guide
For clarity. And for what comes next.
If you are a Black Woman, this booklet is for you.
During Project Noir interviews, participants asked for a quick, practical resource guide, grounded in the lived experiences of Black Women in Northeast Ohio.
This booklet is our response designed to help you pause, reflect, and check in with yourself in 2026 and beyond.
This resource is a seed, not the whole garden.
It is meant to start your journey, and Enlightened Solutions will be alongside you as you grow and discover what’s next
If you ’ re looking for extra support therapeutic, career, wraparound, or otherwise, we invite you to reach out to Enlightened Solutions
We are here to help make Northeast Ohio a place where Black Women are supported, valued, and able to thrive.
With Gratitude, Chinenye Nkemere Bethany Studenic and Co-Founders, Enlightened Solutions
TABLE CONTE of
WORKPLACES
Personal Assessment: Workplaces in Cleveland
Workplace Snapshot Themes
“DEI Hire” As A Coded Slur
Unfair + Unreachable “Standards
Lies, Gossip + Accusations
Four Workplace Strategies for 2026
Personal Assessment: Healthcare in Cleveland
Healthcare Snapshot Themes
Bedside Manner + Overt Callousness
Threats to Body Autonomy + Over-Sexualization
Importance of Black Healthcare Providers
Three Healthcare Strategies for 2026
HEALTHCARE 5
EDUCATION
Personal Assessment: Education in Cleveland
Education Snapshot Themes
Expectation to Educate Others
Adultification + Sexual Harassment
Brain Drain in Northeast Ohio
Four Education Strategies for 2026
rk W pla
Assessment: Workplaces in Cleveland
Reflection on your workplace experiences as a Black Woman, with no score; just opportunity to assess your safety, goals, and needs for 2026 and beyond
I genuinely felt/feel physically, mentally and emotionally safe at work with clients, coworkers, supervisors + those I supervise YES NO MAYBE
I was/am always treated with respect + dignity, both in public interactions + in formal, documented processes at work YES NO MAYBE
My organizational leaders do not tolerate racism or sexism, nor make excuses for harmful behavior from clients, coworkers, supervisors + those I supervise YES NO MAYBE
When issues arose, my concerns were/are taken seriously by management and/or Human Resources
I was/am held to the same standards as others in similar roles, without being scrutinized or penalized differently
My performance reviews + professional feedback accurately reflected my work + contributions.
I was/am compensated fairly (salary/contract payment) for my expertise, experience + education
I was/am recognized as a professional + subject-matter expert without my competence being questioned.
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
I had/have access to supervisors or leaders who support my professional growth and advancement YES NO MAYBE
I was/am able to present myself; through dress, hair, and personal style without negative professional consequences
NO MAYBE
I felt and always feel included in informal networks, social spaces, and relationship-building opportunities at work YES NO MAYBE
I had/have access to other Black Women at work with whom I could connect, collaborate, network + speak with honestly
YES NO MAYBE
Workplaces: Snapshot Themes
For a deeper dive on Project Noir: Workplace Themes and analysis: projectnoircle.org/workplaces.
“DEI Hire” As a Coded Slur
Since 2024, Black Women have faced widespread, unnatural job loss as “DEI Hire” has become a verbal weapon in the workplace.
This coded language is used to question our competence, erase our credentials + justify removals that would never happen to others.
As post-2020 equity corporate + nonprofit commitments are rolled back, Black Women are being pushed out under cover of “cultural fit,” “tone,” + “performance.”
UNFAIR + UNREACHABLE “STANDARDS”
Black Women are routinely held to standards designed for failure many are required to overperform + still fall “short” of colleagues + metrics
Impossible expectations create a workplace paper trail that frames exclusion as “deserved,” rather than systemic.
When the bar keeps moving, dismissal can become inevitable.
LIES, GOSSIP + ACCUSATIONS
Many Black Women report career harm driven by lies, gossip + unaddressed accusations, fueled by misogynoir and unchecked power
These dynamics can isolate + silence.
Documenting everything remains an essential protection when truth for Black Women in the workplace is not equally defended
Four
1
DOCUMENT EVERYTHING
Email yourself notes from meetings, conversations, incidents, expectations, feedback anything that feels important or “off”
Include dates, names + exact language when you can. You’re not being dramatic; you’re being prepared.
HOLD THE LINE
Staying may make sense if your stress is manageable and your needs are met but most workplaces don’t change without pressure.
If you stay, protect your peace: prioritize mental health, set boundaries, and find allies who support you.
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2
THE SWITCH UP
Planning your next move doesn’t have to be rushed, but it should be intentional.
New roles can bring growth, but not every move is better. If you decide to leave, commit to it and job search quietly with trusted partners
KNOW YOUR RIGHTS + RESOURCES
Workplace harm goes underreported, protecting systems, not people + legal action may be slow.
If you’re considering this path, reach out to us to talk through your options + resources.
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Assessment: Healthcare in Cleveland
Reflection on your healthcare experiences as a Black Woman, with no score; simply space to assess your needs, autonomy and wellness for 2026 and beyond.
I always feel physically + emotionally safe with my doctor or healthcare provider, including during urgent or crisis situations
My doctor or healthcare provider always takes my pain seriously + works with me to manage or relieve it appropriately.
My doctor always sees me as a whole person + considers multiple possible causes of my physical or mental health concerns
My doctor generally listens or listened to my questions + gives or gave clear, direct answers.
My doctor generally welcomes(ed) my questions + encourages(ed) me to take an active role in my care.
My doctor always performs(ed) appropriate diagnostic testing when needed or when I ask
My health improves(ed) when I work or worked with this doctor or healthcare provider
My doctor generally cares(ed) about my overall wellbeing, not just isolated symptoms or sexual health
My doctor’s staff + support team are or were respectful, kind, and welcoming
My doctor welcomes(ed) my support people and their questions when present.
My doctor discusses(ed) my weight only when it is medically relevant + necessary
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
Healthcare: Snapshot Themes
For more on healthcare patterns from Project Noir: Healthcare Themes, visit: projectnoircle.org/healthcare
Bedside Manner + Overt Callousness
Black Women are often met with dismissive or cold treatment in healthcare settings.
Questions are minimized, pain is doubted, + empathy is often absent in crisis.
This dynamic is reflected in ongoing Black Maternal + General Women’s Health Crises + reduced life expectancy across Northeast Ohio.
Threats to Body Autonomy + Over-Sexualization
Racial + Gender bias, coupled with state + federal restrictions limit Black Women’s control over reproductive + autonomous care
Decisions are questioned, boundaries crossed + our bodies are over-sexualized.
Healthcare can feel unsafe, especially for young Black girls or women in crisis
IMPORTANCE OF BLACK HEALTHCARE PROVIDERS
Retaining Black healthcare providers in Cleveland and building an ecosystem that supports them is essential to improving care for Black Women.
Black providers are often better equipped to deliver culturally competent, affirming care rooted in trust + lived experience.
Strengthening + sustaining these providers directly improves health outcomes + patient safety
Three
1
TRUST YOURSELF + DOCUMENT
Trust your instincts.
Be specific about symptoms; timeline, what’s changed, what hurts + how it affects your daily life.
Having notes helps prevent being rushed, dismissed, or misunderstood
BRING BACKUP
Bring someone you trust if it helps Not because you can’t speak for yourself, but because you may not be listened to
Some bring partners to shift how seriously concerns are taken
Using support is not weakness—it’s protection.
ESCALATE WHEN NEEDED
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If you receive substandard or harmful care, you have options.
Most systems have complaint processes, ombudspeople, and patient rights channels, though they’re rarely enough on their own.
In cases of serious harm, legal action may also be worth exploring.
Ed ti Educat
Assessment: Education in Cleveland
Reflection on your education experiences as a Black Woman, with no score; to assess your or your child’s sense of safety + whether they align with your needs in 2026 and beyond.
I always feel/felt physically and emotionally safe in my educational environment
I was/am protected from racial or sexual microaggressions, with clear accountability when harm occurred.
I was/am able to express myself through my hair, clothing, and personal style without ridicule or punishment from peers or educators
I always believe(d) my teachers, instructors, or professors genuinely wanted me to succeed.
My educators generally recognized + valued my abilities, strengths + potential.
I was/am placed in classes appropriate for my learning level + encouraged to grow without being underestimated or overlooked
My grades generally reflected the effort and quality of work I put in.
I always had/have equitable access to information, guidance + opportunities; both formal + informal
When I asked questions for clarity, my instructors responded clearly + took time to support my understanding without embarrassment or discomfort
I always felt/feel supported in choosing an educational or career path that aligns with my goals, not one imposed on me.
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
YES NO MAYBE
Education: Snapshot Themes
For expanded Project Noir: Education Themes and insights: projectnoircle.org/education.
Expectation to Educate Others
Black Women and girls are often expected to explain racism + sexism to classmates or teachers on demand in educational settings.
This emotional labor distracts from learning + places your lived experience up for debate
You are not required to educate others to earn respect.
Adultification + Sexual Harassment
Dress codes are enforced more harshly on Black Women + girls, turning appearance into surveillance
This scrutiny can fuel adultification + sexual harassment, creating unsafe learning environments for students and professionals alike.
BRAIN DRAIN IN northeast OHIO
Discouragement + bias push Black Women and girls to seek opportunity outside of the State of Ohio
When talent leaves, Northeast Ohio loses future leaders, innovation, a stable tax base and socio-economic power.
This cost is structural + ongoing
Four
DOCUMENT. DOCUMENT. DOCUMENT.
1
Save syllabi, assignment prompts, rubrics, emails, + feedback.
When issues come up, unclear expectations, or unfair treatment, having written documentation gives you clarity and turns “I feel” into “I have proof”
ADVOCATE FOR YOUR FUTURE
You don’t have to fight every battle, but some matter.
Ask for clarity on grades and feedback, and insist on access to internships, fellowships, and informal opportunities
QUESTION THE “ADVICE”
Not all guidance is neutral.
3
2
Many Black Women are steered away from their goals under the guise of being “realistic.”
If advice doesn’t align with your ambitions, trust yourself you know where you ’ re headed
KNOW YOUR RIGHTS + RESOURCES
If you face harassment, discrimination, or retaliation, you may have protections.
Reach out to Enlightened Solutions to understand your options and next steps.
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