Beyond representation: advancing black leadership in corporate America

The theme for Black History Month 2025 is “African Americans and Labor”. What does this actually mean? According to the Association for the Study of African American Life and History (ASALH) this focuses on “…compensated labor in factories, the military, government agencies, office buildings, public services, and private homes.”

At Leathwaite, we believe that bold ideas, deep market expertise, and continuous progress drive better leadership decisions. This article shares real market insights, offering perspectives on Black leadership within product management, software engineering and technology, and human resources in the United States. Leathwaite’s clients are at the heart of this whitepaper: to offer our clients points of consideration directly from the market.

We’ve gathered insights from leaders across industries to explore challenges, opportunities, and actionable strategies. To foster open, honest dialogue, all contributors are anonymous—ensuring a candid and meaningful discussion on leadership, representation, and the path ahead.

Due to recent administration changes, we have decided to anonymise the name, position or company of the individuals we have spoken with to protect their identities and positions.

By sharing these insights, we hope to spark meaningful conversations, challenge perspectives, and support our clients in fostering truly inclusive leadership teams. Together, we can shape a future where diversity isn’t just a goal—but a driver of success.

Potential barriers for African American leaders today

Breaking into leadership often requires unspoken insights that aren’t always readily available. One executive recalled early in her career dressing informally with bright-colored nails—until an ally advised her on the fine print of leadership expectations: dressing formally, engaging strategically, and building a personal brand. She now mentors others, passing on these lessons to help them navigate their own career progression.

Beyond personal branding, access, exposure, and pipeline challenges remain significant barriers for Black leaders in corporate America. One executive emphasized that while these obstacles are well known, true progress requires companies to actively foster inclusive environments and values-driven cultures—not just to recruit diverse talent, but to retain and develop them into future leaders.

The role of mentorship and networking in professional development

For many Black executives, mentorship and networking have been critical to their career progression. Their talent was recognized by others, creating opportunities to prove themselves—but as one executive put it,

“…not a lot of people that look like us get those opportunities. Eventually, it becomes a cycle because you feel indebted.”

 

Beyond personal connections, pipeline opportunities—such as courses, training programs, and industry seminars—play a meaningful role in leadership development. While these resources exist at both macro and micro levels, the executives we spoke to emphasized that success requires proactivity: “It does not necessarily mean that they shouldn’t be curious and go seek it.”

At the same time, organizations and leaders must actively open doors—recognizing potential and ensuring access to the right networks. Curiosity, access, and strategic partnerships together form a powerful foundation for career growth.

One executive also highlighted the important distinction between mentorship and sponsorship—while mentors offer guidance, sponsors actively advocate for talent, ensuring high-potential leaders get the visibility and opportunities they need to advance.