Sunday, July 21, 2024 was a momentous and messed up day.

There are memes going around asking “Where were you when you heard the news?”

I was in the last hour of a 2-day, online women’s liberation workshop with other Chicanas from across the US. We were looking squarely at and healing on the effects of sexism and male domination on our lives to have greater impact as leaders for a more just, connected, and healed world.

When I learned that President Joe Biden had officially withdrawn himself as the Democratic nominee in the upcoming US national elections and that Vice President Kamala Harris was being endorsed for this role as the first Black and Indian female, I felt a mix of emotions.

This historic moment signifies a breakthrough in the fight for gender equality and representation at the highest levels of US government and globally.

Harris’s likely nomination for the Democratic Party is not just a win for women of color but a beacon of hope for and recognition of women’s leadership broadly.

From the boardroom to the operating room, from financial performance to problem-solving, from style of governance to employee engagement, female leadership fosters a culture of diversity and inclusion, demonstrates greater innovation and creativity, and benefits every aspect of an organization. **

Yet, female leaders face unique challenges and higher (often unrealistic) expectations. And female leaders knows this.

We are not only leading in our organizations but also in our families and community, often without sufficient support and resources. And we are doing all this this while being undermined and feeling overwhelmed with nowhere to turn. In a nutshell: sexism.

These issues can stifle our personal and professional growth, leaving us feeling stuck and undervalued.

While Harris was recently heard at the Essence Global Black Economic Forum saying, “I eat ‘no’ for breakfast” that doesn’t mean misogyny and racism won’t take a toll. Woman of color can testify to that.

As one of my Black sister-friends texted our group chat: “Black women coming in, yet again, to save the day and clean up the mess.”

This is the messed up part of the announcement.

Harris will be expected to secure this nomination in unconventional ways, ways that could potentially undermine her impact and capacity to be successful both as the nominee and President, should she be elected. Ways that will leave her open to attack on yet another front.

Black women are frequently hired or promoted into leadership positions during times of crisis. There is an expectation that they will resolve pre-existing and systemic issues (often with less support and credibility than their predecessors). This immense pressure can lead to burnout or even failure, a phenomenon some are calling the ‘glass cliff.’

How can we collectively back Harris as a Black and Indian female to shatter the “highest glass ceiling” instead of falling from the highest glass cliff?

Each of us has a body of emotional healing work to do to effectively back any leader. The more we do that work, the greater clarity we will have about what can trip us up or confuse us, despite our best intentions.

If we can commit to this healing-engaged support, we will be wildly successful in these efforts—and our ability to think about and back more leaders in the future!

👩🏾‍🤝‍👩🏾 Are you a woman of color who’s faced some of these same struggles in your own leadership?

📣 Are you whole-heartedly supporting the Veep and yet dreading the campaign ahead?

🧐 Do you have doubts or concerns about the “electability” of a Black, Indian woman to be President of the US or Vice President Kamala Harris specifically?

😵 Maybe you have no idea what it means to “back” women’s leadership (or be “backed” as a woman leader) but you’re curious and open to growing this muscle.

🙈 Are you afraid of feeling isolated or hopeless watching the attacks ramp up against the presumptive Democratic Party nominee?

🤝🏽 Do you want skills and perspectives that make you more authentic and effective in connecting with people who hesitate or struggle to back a woman of color’s leadership?

💪🏽 Are you a White or/and male ally ready to do your own work to back women of color leaders?

😓 Do you want a place to bring all your fears and frustrations during this high-stake political moment for the US and globally?

👀 Do you want to look at and heal from sexism and/or racism in your own life?

If you want to be part of a global shift in growing, supporting, and elevating women’s leadership, I hope you’ll join me in our upcoming healing-engaged leadership training and coaching programs.

LJIST’s Events Calendar is is filled with virtual and in-person programs, ranging from 45-minutes to several months, and from free to deeper levels of investment, all with a focus on supporting leaders to bring their authentic, self-assured selves and thoughtful actions to address pressing social change issues.

Below are some AI-generated summaries of articles on female leadership, women of color leadership, and Black female leadership specifically. Unfortunately, I could not find any research on Indian female leadership in the US, which highlights a gap in our knowledge and therefore, our collective ability to understand the specific challenges and experiences of Indian female leaders. Nor could I find any research on children of immigrants and leadership. (See below for a link to the book “Daughters of Immigrants” which is the closest research I found.)

This background information, personal as well as collective—generational, cultural, socio-economic, etc.—is necessary to have in order to effectively back their leadership. It’s important as a fellow mixed heritage sister, that I acknowledge and understand both experiences in my commitment to back her, and especially as Vice President Harris’ first experience and model of leadership came through her Indian mother, Shyamala Gopalan.

Women leaders make work better. Here’s the science behind how to promote them by Amy Novotney This article from the American Psychological Association (APA) discusses the positive impact of female leadership on workplaces. It highlights how female leaders contribute to more inclusive, innovative, and effective work environments. The article provides evidence showing that organizations with female leaders tend to perform better financially and have higher levels of employee engagement and satisfaction.

The State of Black Women Leadership is in Danger by Cyndi Suarez The article “The State of Black Women Leadership is in Danger” from Nonprofit Quarterly discusses the challenges and barriers that Black women face in leadership roles. It highlights systemic issues such as racial and gender biases that hinder their progress and recognition. The article emphasizes the need for structural changes and increased support to ensure that Black women leaders can thrive and make meaningful contributions in their fields. It also calls for greater awareness and action to address the disparities and inequities that Black women encounter in leadership positions.

Black Women Leaders Are More Ambitious But Less Supported At Work, McKinsey And Lean In Study Finds by Dana Brownlee The Forbes article discusses a study by McKinsey and Lean In which found that Black women leaders are more ambitious but receive less support at work compared to their peers. The study highlights that Black women face significant barriers, including lack of sponsorship and mentorship, and are often subjected to microaggressions. Despite their high levels of ambition and aspiration for leadership roles, the systemic lack of support hinders their career progression and overall workplace satisfaction.

‘Very rarely is it as good as it seems’: Black women in leadership are finding themselves on the ‘glass cliff’ by Nicquel Terry Ellis The CNN article discusses the phenomenon known as the “glass cliff,” where Black women in leadership positions are more likely to be placed in precarious, high-risk roles compared to their counterparts. This often occurs during times of crisis or downturns, setting them up for failure. Despite their resilience and ambition, these women face systemic barriers, including lack of support and increased scrutiny, which can undermine their success and perpetuate racial and gender inequalities in the workplace.

The Daughters of Immigrants: A Multidisciplinary Study Edited by Asha Jeffers and Catherine Bryan This study explores the experiences and challenges faced by daughters of immigrants. Through a multidisciplinary approach, the book examines the cultural, social, and economic factors that shape their lives. It provides insights into their identity formation, educational and career achievements, and the unique struggles they encounter due to their dual heritage. The study also highlights the resilience and contributions of these women to their communities and society at large.

Powerful women tend to be called by their first name. It’s not an accident by Erika Ryan, Courtney Dorning, Ari Shapiro This interview discusses the phenomenon where powerful women are often referred to by their first names, unlike their male counterparts who are typically addressed by their last names. This practice can subtly undermine their authority and professionalism. It explores the historical and cultural reasons for this disparity and highlights the broader implications for gender equality and the perception of female leadership.

For much of Kamala Harris’ political career she’s been the target of online trolls by Michel Martin The NPR story discusses how Vice President Kamala Harris has been a frequent target of online trolls throughout her political career. It highlights the persistent and often malicious attacks she has faced on social media platforms, which are fueled by racism and sexism. These online attacks have created significant challenges for Harris, impacting her public image and adding to the pressures of her political roles.

Kamala Harris already faces racism and sexism from Trump and Republicans The NPR article discusses the challenges Vice President Kamala Harris faces due to racism and sexism during her presidential campaign against Donald Trump. It highlights how these issues influence the rhetoric and dynamics of the campaign, as well as the broader implications for her candidacy as a Black and Indian female leader.