website builder


BJKLI and nFormation - #PowHerRedefined

BJKLI and nFormation's research report calls for immediate change in how Women of Color (WOC) are treated, promoted & empowered in the workplace. The report identifies 10 ways companies, allies & WOC can drive change.

Read PowHER Redefined: Women of Color Reimagining the World of Work

Most notably regarding Women of Color:

  • 70% say they must prove themselves repeatedly
  • 66% say they lack sponsors and mentors in the workplace (only 9% of the white women surveyed said they currently sponsor a Woman of Color in their company)
  • 57% believe damaging stereotypes have hurt their career
  • 25% feel their supervisors do not respect their opinions
  • 19% are less likely to feel their skills are valued


This research was funded by the Billie Jean King Leadership Initiative, Deborah Slaner Larkin and Salesforce

BJKLI and Deloitte Publication

BJKLI and Deloitte have produced three research publications focused on the tremendous power millennials have to influence the workforce composition of the future. 
Read “Unleashing the Power of Inclusion”

Key findings:

  • 80% of surveyed respondents indicated that inclusion is important when choosing and employer
  • 39% of surveyed respondents indicated that they would leave their current employer for a more inclusive one
  • 71% of respondents would prefer an organization that demonstrates inclusive behaviors but inconsistent inclusion programs—as opposed to high-quality inclusion programming, but inconsistent inclusive behaviors.
  • 23% of surveyed millennials indicated they have already left an organization for an inclusive one—including 30% of millennial respondents.
  • Lessons learned: Workplace inclusion is a business priority, and that the definitions of diversity and inclusion are shifting in the minds of today’s professionals.


The BJKLI supported the development of Girls Leadership’s first research study to explore how young women of color achieve their fullest potential as leaders, what’s holding them back, and why cultivating leadership for girls of color is crucial to workplace equity, inclusion, and innovation. The study aims to help corporations understand the leadership paths of all employees, assist girl-serving organizations in identifying leaders, and start a national conversation on girls of color and leadership.

In 2019, Women of color made up 33% of the workforce, yet represented:

  • 12% of managerial positions
  • 3% board seats at Fortune 500 Companies
  • 6% of congress

Finding from the research revealed that Black and Latinx girls are among the most skilled and most ambitious leaders. Black and Latinx girls have significantly higher levels of confidence and leadership skills, but externally they face bias, discrimination, and, in the school environment, punishment and push out.

Key Findings include:

  • 48% of Black girls self-identity as leaders—the highest of all
  • 1 in 2 Black girls said that they have experienced unfair treatment because of their race from teachers and administrators