Carry out a values alignment check to assess how the values that drive your business or organization influence your criteria for raises and promotions.

Pay special attention to those values expressly made around whether your promotion process aligns with your diversity, racial equity, and inclusion efforts.

Codify your promotion process by having a performance evaluation rubric that outlines the factors considered in performance reviews and promotions. 

Include in those reviews what data sources supervisors can cite for the performance ratings that they give.

Audit your promotion review process and practices by looking at disaggregated performance data and answering the following questions: 

Who is getting promoted?

• What are the factors being considered for promotion? 

• Are you giving promotions based on competency as well as leadership potential? 

• What is the duration of time in the role for Black women compared to other groups, in particular white men and women?

Prioritize the representation and support of Black women in leadership roles.

Invest in your internal pipeline and succession planning process to make sure Black women are being promoted from within. Ensure that Black women in this future leadership pool are given the skills building, mentoring, sponsorship, and other strategic opportunities to succeed. Executive leadership needs to fully support and resource this work and hold people accountable for implementing it.