Choosing to become an entrepreneur is a risky business. Often it involves leaving behind a place of familiarity and structure, not to mention a regular paycheck. Still, many people choose to embark on that journey, risking the unknown for the promise of greater autonomy, flexibility, and financial reward.

While entrepreneurship is open to anyone, certain segments of the population seem to be embracing the entrepreneurial lifestyle more than others. A recent study of more than 12,000 people shows that 17% of black women in the United States are in the process of starting or running a new business. This is a surprising figure when compared with the 10% of white women and 15% of white men in the study who described themselves as entrepreneurs.

Why the disparity? The underlying reasons are not what you might think.

Leaving Workplace Hostility Behind

In my work as a business consultant and psychotherapist, I regularly hear about the unique stresses that Black, Indigenous, and People of Color (BIPOC) face in the Workplace. In addition to well-known abuses such as discrimination and bullying, more subtle examples such as microaggressions are beginning to be recognized and reported with more regularity.

Microaggressions are subtle behaviors that criticize, dismiss, or draw attention to a marginalized group. An all too common example of microaggression is telling a BIPOC in reference to slavery or colonization: “Get over it. It’s in the past.” While this may be said with the best of intentions, in reality it minimized the suffering, marginalization, and oppression that still arises out of these experiences for BIPOC. Microaggression, even when committed unconsciously, adds significantly to workplace stress.

As I’ve witnessed in my practice, those subject to ongoing microaggressions rarely receive the emotional support that they need, especially in their workplace. This can leave them feeling like outsiders in an environment in which they are called to make considerable contributions.

Adjusting to Remote Work

Prior to the COVID-19 pandemic, working remotely was a unique situation that was often temporary. Now, it’s the norm. The transition has been easier for some than for others.

Among my clients are working parents who have needed to incorporate nannies, grandparents, and communal living as alternative ways to provide for their children while adjusting to the shift to remote work. In some cases, this new challenge has precipitated changes in family income and caregiving burnout. For some, it has become another reason to leave the workplace and seek more manageable employment options.

Building Community in the Workplace

For Black women, entrepreneurship is not an easy option. They face unique challenges, such as limited access to capital, that often place them at an insurmountable disadvantage. While the racial and gender disparities faced by BIPOC entrepreneurs desperately need to be addressed, perhaps a better answer to the exodus of Black women from the workplace is fixing the problems that are forcing them out.

The promise that corporate America made to Black Americans last year during the height of the protests and the pandemic is now under question. Some workplaces have chosen to revert to antiquated practices of corporate intimidation, minimal equity, and a failure to practice accountability.

When companies prioritize emotional intelligence, communication, collaboration, and other soft skills, they create a workplace where people are known, respected, and included. As a result, businesses can enjoy the full expression of their workers’ skills and talents.

Workplace wellness programs clearly communicate to employees that their health, whether physical, emotional, or mental, is important to the organization. Such programs provide opportunities not only for employees to stay healthy, but also for employers to understand how practices and expectations can be affecting their teams.

Organizations must acknowledge that their workers are humans who bring unique journeys and challenges. To fully do so, they must create an environment in which people can be themselves. This is accomplished when leadership encourages psychologically safe havens such as Employee Resource Groups and mental consultants who provide implementable actions that are employee centered.

While it may seem daunting, it is time to commit to the task of creating equitable workplaces that honor all perspectives, classes, and genders and that don’t exclude or prevent the participation and contribution of marginalized groups.

— Asha Tarry is a trauma-informed corporate consultant, life coach, and psychotherapist. She is also the Principal and CEO of Behavioral Health Consulting Services, a coaching, consulting, and counseling company that provides comprehensive wellness and personal development to corporations, employee resource groups, and management teams.

Ms. Tarry’s approach to talent retention and job satisfaction aims to reduce absenteeism, burnout, and fiscal costs, particularly among Black and Latinx employees. Asha’s more than two decades of experience in mental health care has garnered her partnerships with multi-million-dollar corporations, nonprofits, schools, and the media worldwide. To work with Asha, visit www.LifeCoachAsha.com.