BEWARE

Beware of those that always see flaws in others, but never with self

Self-awareness and introspection are special qualities that only special type of people possess. It's even easier to see another flawed person but never see one's flawed self.

Carl Jung reminds us that "Everything that irritates us about others can lead us to an understanding of ourselves." My challenge for others and myself is that whenever there is a flaw noted in someone else (friend, family, etc.) or when you take notice of things that appear flawed in others, ask yourself why that person's flaw irritates you.

I often say that a person who has an intense dislike for a certain character trait in others, usually possesses that very same quality. The next time that you assert that you dislike or see sarcasm, pettiness, sadness or anything else in others, ask "Why does that particular flaw bother me so?" Then remove your lenses and turn them around. Take a look within.

Personal and Professional Development for BMWs

The Charlotte Examiner (follow the link)

BMWs in Action

SISTAS HELPING SISTAS
This is a mentoring program that is interested in female teenagers between the ages of 12-19 years old. In this program the mentee's will learn that there is more to life than just sex, money & drugs. We are here to help guide them in the right direction to having a Successful life.

"We are proud to announce that on June 5, 2010 we will have our 1st meet with our Youth Girls along w/their Parents. We will be meeting from 1pm-3pm @ Jordan Armani's [Charleston, SC] which is sponsored by our very own sponsor Phlayva Entertainment. We look forward to seeing the parents/guardian along with the teenagers out there. Please see a mentor for directions. Thanks for your support in advance!"

This is a Non-Profit Organization aiming towards Selflessly Inspiring Successful Teenagers Achieving higher Standards in life. For more information, email. sistas_helping_sistas@live.com

Be sure to visit their Facebook page

The Double Standard Part II: The N-Word

Is it ever okay for people of color to use the N-Word?

I hear and see the N-Word daily. Most often from Black millennials, even sometimes those in leadership. Only the "er" has been replaced with an "a." Even sometimes, those using this word are those who are Bi-racially Black (i.e. Black Asians, Black Hispanics, etc.).

While tweeting this morning, I posed several questions regarding the N-word that I often hear when Blacks justify their use of the word to a fellow tweeter.

Here is the response:
 
On Saturday 22nd May 2010, @thescoop1 said:

@BMWLeader If you were living back in the day and people broke into your home, brutally raped you while your husband was being restrained and forced to watch because you were looked upon as being a n**ger therefore justifying such actions, would you be okay with the fact that other members of your family rejoiced and embraced the n-word, using it as a term of endearment? Or lets say you and your husband are tied to a tree, each one of your fingers are being cut off, toes amputated, slivers of skin being gorged out of you, teeth being yanked out and finally a fire is built around you burning you and your husband and all the while this is going on you are hearing jeers of the n-word being hurtled at you, n**ger, n**ger, n**ger. Are you going to be okay with members of your family embracing the n-word? Or lets say your home is broken into and your husband is taken castrated, sodomized with a hot poker then taking outside and placed into a tub of boiling hot water amidst the jeers of n**ger, n**ger, n**ger, are you going to be okay with members of your family embracing the n-word? I seriously doubt it!

Your ancestors went through ALL of that and more, and in the twisted minds of the perpetrators this was justifiable and okay because the victims were nothing more than n**gers. And to add insult to injury were forced to look upon themselves as being nothing more than a n**ger, same as many blacks do today, being [unable] to think for themselves and [BREAK] the habit.

Understand one thing, you are not stripping that word from those who used for it hurt, nor can you change its meaning, the fact that blacks are keeping this word alive is also keeping alive all of the evilness attributed to that word because you can not bring along that word without bringing the history behind it...along with it. Things happened and being in denial...changes nothing. The [original] intent and purpose of the n-word wasn't used for the purpose of emotionally hurting you, but to categorize you as something sub-human justifying any inhumane acts cast upon you.

Today in this modern day age the word has been reduced to nothing more than a racial slur. Don't worry about the word becoming obsolete because that will not happen and insofar as forgetting about our history most of us already have, if in fact we ever did know much about it in the first place. Most Americans black and white alike are totally ignorant of [ALL] the evil and brutal atrocities perpetrated upon the enslaved Africans, and I might add by design. Many of you, black and white alike, clearly do not understand what the [original] intent and purpose of the word was all about.

Any use of that word by blacks is a mockery and insult to the sacred memories of the sacrifices and struggles made by their victimized ancestry and therefore should be looked upon as a [contemptible] and inexcusable act.

Blacks will come up with some of the most ridiculous excuses in the world in a vain attempt to justify their use of that word, being in total denial as to why they [REALLY] and [TRULY] use the word...[mind control]. The word is embedded into the hearts, mind and souls of its users and many of whom simply do not have the intestinal fortitude to disassociate themselves with a 400 year old habit. Think I'm kidding? There are many black users of the word who cannot go 24 hours without saying the word at least one time. This is not by choice but indeed...it is due to being mentally enslaved. These shackles to mentally enslavement needs to be broken but will never be so long as you are in...DENIAL.

The intent is not to try and make that word disappear, it is just simply too much a part of American history and thus cannot disappear. But it can be made, out of reference to our beloved ancestors, be made to disappear from the speech and vocabulary of all Black Americans.

The [self-hatred] as it presently exist in the community and the reluctance to identify with our ancestry is all psychologically linked to that n-word. You never, ever, allow someone else to DEFINE you; [and] with the use of the n-word African Americans are allowing themselves to continually be [defined] by an ugly and atrocious past.

Is it fair to condemn one race (non-Blacks) for using the N-Word while some members of the race that it was intended to hurt (Blacks) embrace it? Is it ever okay to use the N-Word outside of an historical context? Can Bi-racial Blacks use the N-Word?

What are your thoughts?

Related Reading -

1. Take part in the discussion about the N-Word by visiting http://theunitedvoices.com/
2. Boondocks Episode

Living in a presumptuous society

An opinionated women is a bitch.

These young people think they own the world.

All Black women are angry.

'presume'

1. To accept that something is virtually certain to be correct even though there is no proof of it, on the grounds that it is extremely likely.

2. To behave so inconsiderably, disrespectfully, or overconfidently as to do something without being entitled or qualified to do it; usually used in a negative sense.

These are just a few presumptions that society holds about me as a Black Millennial Woman (BMW).

Is it fair for society to impose its way of thinking and living on those who think differently?

Living in a presumptuous society, coming soon....

'You're a black woman and there's so little you can do'

Notre Dame gets its first BMW...*clears throat*...I mean black valedictorian (follow the link)

The Double Standard

Why are single fathers acclaimed, but single mothers frowned upon?

Why do white mistresses seem to be glorified (Rielle Hunter) while black wives garner negative attention (e.g. Mashonda Tifrere, Siohvaughn Wade)?

Why are single Black fathers who show just a little interest in their children fathers of the year, but single Black mothers presumed to be welfare moms?

Why are strong-minded women "bitches," but strong-minded men respected?

Why Halle have to let a white man pop her to get a Oscar? Why Denzel have to be crooked before he took it? <----- Ok, I kid I kid but you catch my drift.

There is only one real answer to all these questions and it is Cultural Hegemony. Popular belief makes it acceptable for one sex and/or race to behave a certain way while unacceptable for other sexes and/or races to do the same.


[Excerpt from Black Millennial Women in Leadership]

Cultural Hegemony influences the narrative script of Black women and adds to the conflict that Black women experience as a result of being Millennial leaders. The combination of race, gender and millennialism causes Black Millennial Women in Leadership to overcompensate in the quest for perfection (Overcompensation). Although shifting, masking, and role playing are necessary coping tools (Persona) Black Millennial Women in Leadership use to survive, this study maintains that Black Millennial Women in Leadership can fulfill expected leadership roles without losing her sense of self (Authenticity).

Cultural hegemony is the dominance of one social group over another. The ideas of the ruling class come to be seen as the norm. These ideologies are perceived as benefiting the entire whole, but in reality only benefit the ruling class. This practice dates back to the 1800’s when the ruling class was the “intellectuals” (Taube, 1996). Originated by the Marxist philosopher Antonio Gramsci, cultural hegemony is the concept that a culturally-diverse society can be ruled by one of its social classes. Italian Communist Antonio Gramsci experienced cultural hegemony in part response to his resistance to the leadership of Mussolini. His ideas around cultural hegemony addressed the relationship between culture and power under capitalism (Lears, 1985). Although never formally defined by Gramsci, he was known to quote hegemony as ‘the spontaneous consent given by the great masses of population to the general direction imposed on social life by the dominant fundamental group” (Lears, 1985, p568). This consent is manufactured and is caused by the status of the dominant group as a result of its position in the world (Lears, 1985)...

...Hegemony or “popular culture” is actively pursued in both Black studies as well as women’s studies (Traube, 1996). It is believed that as Blacks acquire more wealth and higher socio-economic status, they will also experience more exposure to the narratives endorsed by the dominating cultural influence of Europeans (Schiele, 2005). Schiele contends that as a result, a larger number of Blacks, mostly middle-upper class, are more willing to adopt values of the majority group. The “risk” of internalizing these narratives that may endanger the ability for Blacks to resist dominating Eurocentric cultural hegemony (2005). “These greater opportunities also may jeopardize the value of maintaining a Black cultural identity” (Schiele, 2005, p810). This principle is the foundation of ‘cultural genocide.’ In this study, I will push back on the beliefs and values of popular culture; thus encouraging Black Millennial Women to not adopt the values of the majority group, but to remain authentic to their personal values. Manufactured consent among a certain population like Black Millennial Women often causes a class to be pushed into an uncomfortable space. This longing to belong and “fit in,” encourages Black women to mask themselves and lose parts of who they are culturally while adopting the beliefs of popular culture.

Researcher Thoughts - Will the double standard (race and sex) soon become the triple standard (age)? Will age play a determining factor in what's acceptable and what's not? Has this standard already begun?


What are your thoughts?

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte: Charlotte NC.

References:

1. Lears, T.J. Jackson (1985). “The Concept of Cultural Hegemony: Problems and Possibilities.” The American Historical Review, Vol. 90, No. 3. pp. 567-593.
2.  Traube, Elizabeth G. (1996). “ ‘The Popular’ in American Culture.” Annual Review of Anthropology, Vol. 25. Annual Reviews, Inc.: CA.

Understanding Why the BMW Is the HOH

While eating dinner with a family friend, she was observing the families in the restaurant and made the following comment:

"You know, Spanish men will never abandon their family. You rarely see it in other races, but Black men....But I blame it on slavery. I think it's from slavery time."  - Anonymous, 2010

Understanding why the Black family is fragmented (stay tuned for the discussion)
**************************************************************************

So here are my thoughts. Research and history shows that black women, both married and unmarried, have an history of "holding their families together." Why would this be the case for a married women in a traditional family setting? Much of this is attributed to slavery and pre-civil rights era. Although it may seem like we are beating the same dead horse over and over again, we cannot take away from the damage that these time periods have caused the Black race. I'm certain the severity and impact of slavery to the Black race can be debated for years, but I contend it impossible to repair the damage from over 100 years of oppression in less time than it took to cause.

Very simply, Black men were separated from their families during slavery. Black people in general were scattered based on the physical abilities and attributes they could offer to white families - even children.  These are undisputed facts. But furthermore, this trend of a separated Black family continued well into the 20th century. Black men were disadvantaged and often times had to leave home to "find work" just to earn money for his family. Whether it be joining a branch of the military as a service man and being gone for months on end or venturing out on foot to look for manual labor, these men often had to leave their wives and children at home alone. Increasingly, the absence of the Black father has become the norm.

More so, American popular belief reinforces this absenteeism with the notion that it is almost normal for families to be fragmented in this day and age. Laws and regulations have framed and bended around the belief that families will be separated. This hegemonic mindset may very well work for a White America who is progressively in a different space from Black America; but not so much so for Black America. And I say this not to say that Blacks cannot achieve what their White counterparts can this day, but to remind readers that our race is still learning to cope while assimilating into normal society. Although the Black race is evolving, there is still embedded psychological damage to the race that often goes unrecognized. For a race that is already apprehensive about recognizing mental health issues, it makes this damage increasingly harder to repair.

So the next time you take notice of the high number of single Black mothers, even Black Millennial Women, there is a reason other than the myths that all Black women are promiscuous or that all Black women cannot hold their families together. There is a history that is deeply ingrained into the culture. Lets not forget this history by feeding into the stereotypes of who Black people are. Lets not add to the hate and self-hate. Push back...Push back...Push back

From the diary of a single Black mother and a BMW...

Interesting Fact - Regarding trends toward more single women having children, 66 percent of black Millennials say the trend is bad for society, compared with 57 percent of whites, and 59 percent of Hispanics (Bonnie Davis 2010)

Related Reading - Front Page Magazine, "So why are you single?" (Arrgh!), So He Popped the Question....I'm Confused, Jezebel Stereotype

What does it mean to be African American, millennial, and gifted?

Gifted Child Today (follow the link)

The Home Codes

"Black women must follow [a certain "home code" within their own community], such as speaking a certain way or behaving submissively in church or with their partners"(Jones & Shorter-Gooden, 2003).

While sitting discussing this case study topic with my mother (an educated Mature/Traditionalist), she found great interest in how Black women have to behave differently in different environments.  She began making statements like the following:

"When you're around black people you've been raised up with, then go away to school [and] come back, you have to change your tone or they'll say you're acting white."

"You have to change your behavior or they'll say 'Oh you think you white.'"

" Even at home with your husband, if you make more money you have to be careful. I used to make more money than your father and he was mad (laughs humorously). I could barely say anything in the house."

"I had to keep the family together."

These comments are the voices I hear when having inner dialogue about who I am as a Black Millennial woman. Such comments add to the schizophrenia I experience within.What are your "home codes" and how do you cope with them?

Suggested Reading:
"The Air Up There: Tiptoeing Through the Halls of Power" by Elfi Martinez. OD Practitioner.

References:
Jones, Charisse and Shorter-Gooden, Kumea (2003). Shifting: Based on the African American Women’s Voices Project. Harper Collins Publishers: New York.

Related Reading: "If you were black, she said, you had to be twice as good to be half as good."

Question of the Day

 If Black women are dually oppressed by racism and sexism, are Black Millennial Women triple oppressed due to the added pressures of ageism? Or are Black Millennial Women changing the conversations about what it is to be Black, to be women and to be millennial?

The Why

The Purpose & Research Question
As the world becomes smaller through technology, social networks, and globalization, organizations are evolving in the same direction. Organizations must work differently to keep pace with the changing markets. Inevitably so, organizational members are more diversified. A once undiversified organization is now filled with four generations of workers under one roof (Appendix C, Workplace Generations) and as of 2009, the Bureau of Labor Statistics reports that almost 30% of the labor force over the age of sixteen is Black, Asian or Hispanic/Latino (Appendix B, Bureau of Labor Statistics). This means that the face of leadership is changing with organizations. AT&T, Nissan, and Coca-Cola are a few organizations pioneering this leadership movement. Some of these faces include people of color, women and members of the Millennial generation. Of the three, Millennials are entering leadership positions at a quicker rate than their predecessors with many becoming free agent entrepreneurs. Donna Fenn best characterizes this entry as follows:

 

“This generation, at nearly 80 million strong, is poised to be the largest, the most educated, and the most diverse in American history. That gives its members special insight into the largest, the most educated, and the most diverse market in history. They are also fearless about technology. The kids of the '80s grew up with computers; the kids of the '90s can't recall (and shrink from imagining) life before the Internet. And they are idealistic and optimistic -- traits that influence their perceptions of business” (2008).

 

Blacks represent fourteen percent of Millennials (Davis, 2010) with Black women comprising an even smaller percentage. The Black woman is a subset of the millennial generation who may identify more with being Millennial than being Black. However, the contrasting philosophies of what it is to be a Black woman versus what it is to be millennial has caused an identity crisis within the Black Millennial Woman. Past studies of Black women and Millennial Leaders have increased the understanding of both groups as standalones; however, there is not any known study that attempts to understand the Black Millennial Woman as one of the new faces of leadership. As the face of leadership continues to evolve, this study will help organizations understand the pressures that Black Millennial Women face as well as the inner dialogue this group experiences. It can be used as a consulting tool when coaching this group of individuals. Trainer Alexia Vernon is a fore-runner in this movement, specializing in responding to the unique needs of female, minority and millennial leaders (http://www.alexiavernon.com/coaching.html 2003). It can also become a development tool in Diversity and Inclusion programs for various organizations including companies, social organizations, churches, schools and so on. This study serves as a foundation for future studies that want to understand the Black Millennial Woman.

 

Assuming that shifting, masking, and role-playing are valuable tools for all Black women and for anyone who cares about them or the state of race and gender relations in American society, I maintain that Black Millennial Women in Leadership need other supporters to remain authentic. The leading question in this study is: How can Black Millennial Women use necessary survival skills like shifting, masking and role playing in Leadership while remaining true to their authentic selves?

 

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte: Charlotte, NC.

 

References:

1. Davis, Bonnie (2010). “Minority Millennials are more pro-government, pro-family than peers.” Retrieved April 4, 2010. http://www.thegrio.com/news/minority-millennials-are- more-pro-government-family-than-peers.php.
2. Fenn, Donna (2008). Cool, Determined & Under 30. Retrieved April 21, 2010. http://www.inc.com/magazine/20081001/cool-determined-amp-under-30.html

I'm Tasha Mack, No I'm Tasha Mack...

Tasha Mack

Tasha is a wise-cracking, "crazy" mom who is a go-getter. She is a mother/manager of the show's star quarterback Malik Wright. She grew up in Richmond, California and had a baby in high school with her long time boyfriend Chauncey.

Researcher Thoughts - Many young, Black women who are single mothers can identify with Tasha Mack. Black women have a history of enduring for the sake of their children. Black women swallowed their anger and suppressed rage while raising their children with courage and hope to survive their own lives. However, Minority Millennials are pushing back on popular belief that young, Black single mothers are the norm. Statistics show sixty-six percent of Black Millennials say the trend of single motherhood is bad for society.

Trophy Kids

"It's not the one who comes in first who wins, but the one who has the most fun." Really? I heard this concept this morning while watching 'Yo Gabba Gabba' with my son. I immediately began thinking about my generation of 'trophy kids.'

[Except from Black Millennial Women in Leadership]

‘Trophy kids’ is a term coined to describe the Millennial generation who grew up receiving trophies and excessive praise just for participating, but not necessarily excelling. The excessive praise this generation received from adults helped avoid damaging their self-esteem. As a result, trophy kids have grown up to be confident and accomplished and are even characterized as narcissistic as result of their parents’ coddling. Many employers believe that this group has unrealistic expectations about their jobs and life in general.
[.....]
Millennials are sometimes called the "Trophy Generation", or "Trophy Kids," a term that reflects "no one loses" and everyone gets a "Thanks for Participating" trophy, thus symbolizing their perceived sense of entitlement.
[.....]
There is emerging data that characterizes Millennials by race and age demographics...Millennial women and Minority Millennials tend to be more pro-government, with sixty-one percent of Blacks saying government should do more to solve problems (Davis, 2010). This study is unsure how to contextualize the latter statistic.
Millennials are also socially conscious and tech savvy as a result of growing up with Internet. Nineteen percent are college graduates because they’ve been born into a generation where education is viewed as a must and they do not to mind working (Davis, 2010). Forty-one percent are employed full time with approximately sixty-one percent working full or part time (Davis, 2010). As a result of their perceived sense of entitlement, Millennials are sometimes misunderstood in the workplace.

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte: Charlotte, NC.

References:
Davis, Bonnie (2010). “Minority Millennials are more pro-government, pro-family than peers.” Retrieved April 4, 2010. http://www.thegrio.com/news/minority-millennials-are- more-pro-government-family-than-peers.php.

Related Reading - Today’s Lesson: How to kill a kid’s self-esteem

Combatting the Myths

Girlfriends looks at the lives, loves, and losses of four different women, Toni (Jones), Maya (Brooks), Lynn (White), and Joan (Ross).

It became the longest-running live-action sitcom on network television at the time, as well as one of the highest-rated scripted shows on television among African American adults and women 18-34, including its spin-off The Game.

Researcher Thoughts - I adore the portrayal of Black women on this show. It combats the myths of non femininity portrayed through the media (Mammy and Sapphire).  Although it does feed into some stereotypes of overbearing Black girlfriends and wives (Joan), it still shows that Black women are educated, intelligent and can be young mothers (Maya) who raise their children in two parent house-holds. Girlfriends changed the conversation about who Black women are as The Cosby's change the conversation about the Black family.

Related Reading - Jezebel Stereotype

The New Face of Leadership

As the world becomes smaller through technology, social networks, and globalization, organizations are evolving in the same direction. Organizations must work differently to keep pace with the changing markets. Inevitably so, organizational members are more diversified. A once undiversified organization is now filled with four generations of workers under one roof (Appendix C, Workplace Generations) and as of 2009, the Bureau of Labor Statistics reports that almost 30% of the labor force over the age of sixteen is Black, Asian or Hispanic/Latino (Appendix B, Bureau of Labor Statistics). This means that the face of leadership is changing with organizations. AT&T, Nissan, and Coca-Cola are a few organizations pioneering this leadership movement. Some of these faces include people of color, women and members of the Millennial generation. Of the three, Millennials are entering leadership positions at a quicker rate than their predecessors with many becoming free agent entrepreneurs. Donna Fenn best characterizes this entry as follows:

 

“This generation, at nearly 80 million strong, is poised to be the largest, the most educated, and the most diverse in American history. That gives its members special insight into the largest, the most educated, and the most diverse market in history. They are also fearless about technology. The kids of the '80s grew up with computers; the kids of the '90s can't recall (and shrink from imagining) life before the Internet. And they are idealistic and optimistic -- traits that influence their perceptions of business” (2008).

 

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte. Charlotte, NC

 

References:

1. Davis, Bonnie (2010). “Minority Millennials are more pro-government, pro-family than peers.” Retrieved April 4, 2010. http://www.thegrio.com/news/minority-millennials-are- more-pro-government-family-than-peers.php.
2. Fenn, Donna (2008). Cool, Determined & Under 30. Retrieved April 21, 2010. http://www.inc.com/magazine/20081001/cool-determined-amp-under-30.html

Can "Outsiders" Add to the Conversation?

“No matter how intelligent, competent, and dazzling she may be, a black woman in our country today still cannot count on being understood and embraced by mainstream White America” (Jones & Shorter-Gooden, 2003).

Researcher Thoughts - Idealistic in thought and perhaps even naive at times(the millennial in me), I've more often than not believed that I am seen by the world as race-less. I cannot say the same for gender or age; however, the biggest eye opener I experienced regarding race was having a white girlfriend give me her take on a situation.  Her response:

"Hey, you probably were being discriminated against. As a matter of fact, I'm sure that's what happened."

Call it insightful or her being able to see things from a different perspective, but it had never entered my mind that I'd been discriminated against. The only thing that I did walk away from that experience knowing was that I had been treated unfairly, but I never thought about "thy why."  Once my friend described to me who the presumed discriminator saw when looking at me, my basis of reference changed. I was not upset, but more like "a-ha."

I say all this to say, yes, "outsider" status is beneficial because it provides a different perspective, gives new insights and allows "insiders" to wear a different pair of lenses from which to view the world.

What are your thoughts?

References:

Jones, Charrisse and Kumea Shorter-Gooden, Ph. D. (2003). Shifting: Based on the African American Women’s Voices Project. Harper Collins Publishers: New York.

About The Case Study

[Excerpts from Black Millennial Women in Leadership]

To explore how Black Millennial Women in Leadership remain authentic when using masking, shifting and role playing as necessary coping tools in organizational settings, this study used a descriptive approach. Primary research was followed by participant interviews of two Black Millennial Women in Leadership at work, in the community and/or at home (head-of-household). An ethnographic approach was used to analyze the data...

...Well-educated and well-trained Black women were solicited for this study. Region and location were not inclusive criteria. The two women who participated have information-rich data to contribute due to their demographics and the researcher assumption that the participants identified with the oppression of being Black women as well as identified with being Millennial. Both participants were only informed that the study was about leadership; however, the researcher assumed that the participants were knowledgeable about their race and gender as well as generation. Unfortunately, the researcher learned that half of the population was not knowledgeable about the Millennial generation. The two participants were recruited from my professional and personal networks including previous schoolmates, friends, colleagues, churches, and sorority sisters. Recruitment also occurred on social networks. The two participants varied in socio-economic, family, income, and career backgrounds. The intended setting was a leadership environment; however, privacy laws and organizational policies prevented this from occurring because potential respondents within the recruiting pool work with personal data. As a result, the setting was moved to phone interviews...

There were key questions centering on background, race and gender, age, leadership and diversity that the interviewer outlined prior to the interview...

As Carol Parker-Terhune reminds us, because the researcher and study participants are all Black Millennial Women in Leadership, “insider” status would not be assumed granted (2005)...

Sources:
Jackson, Jenny (2010). Black Millennial Women in Leadership.Queens University of Charlotte: Charlotte, NC.

References:
Parker Walsh Terhune, C. (2005). Biculturalism, code-switching, and shifting: the experiences of Black women in a predominately White environment. International Journal of Diversity in Organisations, Communities, and Nations. ProQuest Information and Learning Company: Michigan.

Creating Understanding

Although Black women make up 7% of the U.S population, there is little understanding about their psychology and the complexities of their lives (Jones & Shorter-Gooden, 2003). In contrast, Millennials account for 50 million of the U.S. population (Davis, 2010). That’s roughly 16%, twice as much as the percentage of Black women who make up the U.S. population. Accepting racism and sexism as problems in the United States (Parker-Terhune, 2005), this study adds ageism to the list of isms that shape perceptions of how Black Millennial Women live in the world. The psychological, emotional (Parker-Terhune, 2005) and now conflicting chaos these oppressions weigh on Black Millennial Women make up the health, mind, spirit and esteem of this group. Jones and Shorter-Gooden suggest that Black women engage in coping strategies to maintain themselves (2003); however, I maintain that these strategies (masking, coping and role-playing) lead to the inauthentic makeup of this group. Where Black Women in White America documents the history of Black women so we can begin understanding their narrative (Lerner, 1986), Shifting continues the conversation by documenting the “Double Lives of Black Women in America (Jones & Shorter-Gooden, 2003). This study will continue the existing conversation while adding ageism to this conversation. Although there is work contributing to the make-up of Black women, the need for further study of this group becomes more urgent as time progresses due to the limited existing studies. Additionally, Black women are being tagged with other oppressive characteristics like Millennialism, adding more pressure to the group and furthering the need to understand all components of these women.

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte: Charlotte, NC.
 
References:
Davis, Bonnie (2010). “Minority Millennials are more pro-government, pro-family than peers.”

Jones, Charrisse and Kumea Shorter-Gooden, Ph. D. (2003). Shifting: Based on the African American Women’s Voices Project. Harper Collins Publishers: New York.

Lerner, Gerda (1972). Black Women in White America. Vintage Books: A Division of Random House, Inc.: New York.

Parker Walsh Terhune, C. (2005). Biculturalism, code-switching, and shifting: the experiences of

OMG, I’m a Single Mother...and I’m Black.

"Jill Scott is the [epitome] of everything that is wrong with the black community in every way"

"“Because she had a baby and [isn’t] married?”"

"Jill Scott is racist, ignorant, promotes the ills of our community (remember “Gettin in the Way” anyone?, overweight being “beautiful”, being part of a harem, etc.) Basically all she needs is a “drug habit” and she would embody EVERY single stereotype (Blogger Comment, "Celebrity Seed," www.Sandrarose.com, 2010).

[there is a strong likihood that the proceeding was posted by black readers as Sandra Rose is a celebrity blogger catering to a predominantly Black readership]

Research Thoughts - Black women are already characterized as being "hot in the pants" thanks to media portrayl and the coke-bottle shaped video model. The myth of black women being promiscuis is just that - a myth. Still we find ourselves as statistics when relationships between mother and father do not work out. Becoming a single mother was the first time that I realized being anything while being black was a no-no. It was not until a white friend brought to my attention that I was being stereotyped by the ruling class in society, that I realized that I was being mistreated and generalized as just "another single black mother." However unfair it is, this is "just the way it is." What can Black women do to combat this frame of thought?

Schizophrenia

Take a moment to reflect...

“The most disrespected person in America is the black woman. The most unprotected person in America is that black woman. The most neglected person is that black woman”- (Malcolm X)

"Millennials…are…spoiled, impatient, and narcissistic. Their childhood bedrooms overflow with trophies earned just for showing up. Raised on a diet of adoration and encouragement, they enter adulthood rosy with entitlement"

(Fenn, 2008).

Can the Black woman and the Millennial exist together?

References:
Fenn, Donna (2008). Cool, Determined & Under 30. Retrieved April 21, 2010. http://www.inc.com/magazine/20081001/cool-determined-amp-under-30.html

Move Forward...Don't Look Back

Can humanness be heard while you’re looking at a Black woman? (Jones & Shorter-Gooden, 2003)

To know where we're going, let's begin at the end.

[Concluding Excerpt from Black Millennial Women in Leadership]

This study has continued the conversation of Black women while adding Millennial leadership to the discussion. Although the study of Black women in general is still largely undeveloped, it is important to continue to add to the discussion to keep the conversation going. Only through open conversations, communication and honesty will the true core of Black women be understood. In contrast, the dynamic of Millennial leaders repetitively continues with great strides being made in the research. This only helps understand half of the Black Millennial Woman in Leadership. The goal of this descriptive study was to explore the emerging subculture of Black Millennial Women in Leadership who experience inner tension and meet conflicting expectations as they relate to race, gender and age. Remembering that Black women have already experienced the crisis of being dually oppressed, Black Millennial Women experience even more inner chaos as a result of being Millennial Leaders. As the group continues to adopt coping strategies, OD, a field rooted in social injustice, will seek ways to encourage authenticity from this group. I previous challenged the subject group to push back on cultural hegemony, but do not resist too much. Finding a healthy balance between accepting popular belief (cultural hegemony) and individual core values is the best way to remedy in-authentic behaviors.

Source:
Jackson, Jenny (2010). Black Millennial Women in Leadership. Queens University of Charlotte: Charlotte, NC.

References:
Charrisse Jones and Kumea Shorter-Gooden, Ph. D. (2003). Shifting: Based on the African American Women’s Voices Project. Harper Collins Publishers: New York.