Working in Tech: Advice from Black Women to Black Women

The technology industry is one of the fastest-growing and highest-paying sectors in the U.S. economy, with software publishing jobs alone projected to grow 24% by 2030 according to the Bureau of Labor Statistics. However, it‘s no secret that tech has a long-standing diversity problem, and Black women in particular are drastically underrepresented.

A 2020 report by AnitaB.org found that Black women made up just 1.7% of the tech workforce at large companies, compared to 3.1% for Hispanic women, 25.9% for Asian women, and 26.8% for white women. This disparity is even more stark when looking at technical roles – a 2022 analysis from the Computing Technology Industry Association found that Black women held only 0.7% of software engineering jobs and 0.2% of computer network architecture positions.

Despite some progress in recent years, with many tech giants publicly committing to diversity and inclusion efforts, the experiences of Black women in the industry show there is still a long way to go. To paint a clearer picture of what it‘s like to be a Black woman in tech today, I reached out to 15 women in various technical roles across the country. They generously shared their stories, struggles, triumphs, and advice for others looking to break into or move up in the industry.

Coping with Being the "Only"

One of the most common challenges that came up in these conversations was the isolating experience of frequently being the only Black woman (and often the only Black person period) on a team or in an entire company. A 2019 survey by TrustRadius found that 77% of women who are underrepresented in tech feel that their opinions and ideas aren‘t truly listened to or valued at work. This problem of being overlooked or dismissed is compounded for Black women.

"I work at a large, well-known tech company and even though we have several office buildings, I‘m the ONLY black woman in my building," a software engineer shared. "It can feel really lonely and like I always have to be crushing it in order to prove that I belong here."

A senior UX designer had a similar experience: "There is so few black women in design-tech jobs. When I look around at industry events or conferences, I very rarely see anyone who looks like me. It‘s isolating and makes me question whether I made the right career choice."

This feeling of being "the only" can fuel imposter syndrome and make it harder to speak up. It also puts undue pressure on Black women to be perfect representatives of their race and gender.

"As the only black woman in my building, I find it difficult to join in conversations that my white women co-workers are having about equality because, well, the only perspective they‘re talking about is what it means to be a woman," said a data analyst. "Whereas for me, it‘s about also being a black woman. It‘s a privilege to only see your gender as being a barrier to equality and not have to take into account your ethnicity and/or race."

Several women talked about dealing with this issue by seeking out community in employee resource groups for Black employees or joining external organizations like /dev/color and Black Women Talk Tech. Having a support system of people who can relate to your experiences is crucial.

But the onus shouldn‘t just be on Black women to solve the problem of underrepresentation. Tech companies need to prioritize hiring and retaining more Black women at all levels. Several women I spoke to expressed frustration with their companies‘ lackluster diversity efforts.

"I don‘t have any other black women on my team. It would be nice to have more people that looked like me in the office," said an IT project manager. "I‘ve asked HR about our diversity numbers and what we‘re doing to improve, but I never get a straight answer."

Beyond just increasing raw numbers, companies need to create truly inclusive cultures where Black women feel like they belong. This requires addressing microaggressions, discrimination, and bias (both conscious and unconscious) in the workplace.

Battling Bias and Discrimination

Unfortunately, even with growing awareness about diversity issues in tech, Black women still encounter both subtle and overt forms of bias and discrimination on the job. A 2020 report from the Center for Talent Innovation found that nearly 1 in 5 Black women in tech feel that their race/ethnicity has negatively impacted their career advancement.

One software engineer recounted: "I‘ve had coworkers dismiss my ideas in meetings, only to express the same idea themselves and get praised for it. I‘ve been told I‘m not a ‘culture fit‘ without any tangible feedback on my work. I‘ve been passed over for promotions that went to less experienced white male colleagues. It‘s exhausting constantly feeling like I‘m not being judged fairly because of my race and gender."

Other women shared stories of being alienated by insensitive comments or assumptions from coworkers. "People tried to use ‘slang‘ with me, assuming I‘m ‘aggressive‘ because I‘m tall, black and played basketball," said an analyst at an Italian company.

A common microaggression that came up was white colleagues touching Black women‘s hair without consent or making inappropriate comments about it. "I wish people would understand that my natural hair isn‘t unprofessional," a product manager said. "I shouldn‘t feel pressured to chemically straighten it to fit white beauty standards."

While none of the women I spoke to reported outright harassment, research shows that it‘s a prevalent issue, with Black women in STEM being more likely to experience sexual harassment than white and Latina women. This creates additional barriers and stress.

Fortunately, some women also shared positive stories of colleagues and managers who actively worked to combat bias and make them feel included. "I had a white male coworker who would often bring up my accomplishments and ideas in meetings, giving me credit and making sure I was being heard," a data scientist said. "He didn‘t have to do that, but it made a big difference in helping me feel valued on the team."

To really move the needle, people in positions of power and privilege need to be proactive in advocating for their marginalized colleagues. And company leadership needs to set the tone by making diversity and inclusion a real business priority, not just a PR talking point.

Knowing Your Worth and Embracing Your Strengths

A key piece of advice that came up repeatedly was not underestimating your own value and being willing to negotiate for what you deserve. Tech is notorious for its gender pay gaps, and Black women often face even steeper wage disparities.

"Early in my career, I was just grateful to have a job and didn‘t feel confident negotiating my salary," shared a product manager. "But as I gained experience, I started doing market research and practicing having those uncomfortable conversations. I‘ve been able to significantly increase my compensation by being assertive and backing it up with data on my impact. I wish I had started standing up for my worth sooner."

In addition to fair pay, many women talked about the importance of setting boundaries and not overextending yourself to prove your value. "As a Black woman, I feel this constant pressure to work twice as hard and never complain, because I don‘t want to risk losing my ‘seat at the table,‘" said a software engineer. "But I‘ve learned that I can‘t pour from an empty cup. I have to put my well-being first and be willing to say no sometimes."

At the same time, many women stressed not letting fear or feelings of inadequacy hold you back from pursuing stretch opportunities. "If a job looks interesting, apply for it," a senior data analyst advised. "Don‘t talk yourself out of it just because you don‘t check every single qualification box. In my experience, men are much more willing to take that leap and figure it out as they go. We need to give ourselves the same grace."

Many women credited their unique perspectives and non-traditional backgrounds as assets that made them stand out. "I pivoted into tech from a non-profit, social justice background, and at first I felt so out of place," a UX researcher shared. "But as I gained confidence, I realized that my expertise in understanding marginalized users‘ needs was incredibly valuable. I stopped seeing my differences as weaknesses and began to embrace them as my superpowers."

Lifting As We Climb

While progress has been frustratingly slow, many of the women I spoke to were hopeful about the future and committed to using their influence to create change. There was a resounding call to action for Black women in tech to lift each other up.

"Find ways to give back, whether that‘s volunteering with organizations that expose Black girls to STEM, taking on interns or mentees at your company, or amplifying other Black women‘s work and accomplishments," a director of engineering said. "We have to actively create the support systems and networks we wish we had."

Another woman shared, "I make a point to recommend other Black women for job openings, speaking opportunities, and projects. Representation matters, and I want to do my part to help build a pipeline of Black female leaders in this industry."

Ultimately, real systemic change requires buy-in and action from people in positions of power, who are still largely white and male. But in the meantime, Black women are leading the charge in advocating for themselves and each other.

"We have to keep showing up as our authentic selves and challenging the status quo," said a cybersecurity analyst. "It‘s not easy, but every small victory matters. And when one of us wins, it opens doors for so many more."

To any Black women considering a career in tech or already in the thick of it, know that you are not alone. You belong here. Your skills, perspectives and experiences are immensely valuable. Keep pushing for the opportunities and compensation you deserve, and don‘t be afraid to take up space.

Lean on the community of other Black women who have walked this path, and pay it forward by lifting up those coming behind you. Together, we can redefine what leadership and innovation look like in the tech industry.

And to the CEOs, hiring managers, investors and other tech power brokers reading this – it‘s on you to do the real work of creating equitable workplaces where Black women can thrive. Hire us, promote us, pay us fairly, give us a seat at the table, and listen when we tell you what needs to change. The future of your business and the tech industry as a whole depends on it.