How Weaponised Incompetence Harms Black Women in the Workplace

By Christianah Omobosola Babajide.

Reading time: five minutes 

Did you see that viral TikTok video of Laura Danger who calls out a Dad who promised to watch the baby so his wife could shower, but then fell asleep, leaving their infant essentially unattended while the Mum took a minute for herself. 

For many women, this is also their experience in the workplace. They frequently end up taking minutes at meetings, planning events (outside their job description), and doing a disproportionate amount of committee work. When women bring up the disparity between their tasks and those of their male peers, they often hear: “We don’t ask you to do X because you’re a woman; it’s just that you’re so much more organised and responsible than [insert peer’s name].” Those who excel at “office housekeeping” are burdened with even more thankless tasks, leaving them with less time to focus on activities that could lead to promotion. Weaponised incompetence, where individuals intentionally perform tasks poorly to avoid responsibility or shift work to others, can particularly harm Black women in the workplace.

Dr. Marissiko Wheaton-Greer and Dr. Jenn Wells recently shared an infographic illustrating the experiences of Black women in the workplace following the death of Dr. Antoinette “Bonnie” Candia-Bailey, whose suicide sparked outrage, leading to protests and a national discussion on the treatment of Black women in higher education. The former vice president of student affairs at Lincoln University, in Missouri, was only 49 when she died by suicide. In emails sent before she died, she accused the president of Lincoln, a historically Black university, of bullying and harassing her, causing her mental harm.

The infographic, which went viral, highlights the invisible emotional and uncompensated labour that Black women undertake, such as mentoring other colleagues or leading Employee Resource Groups (ERGs). Such emotional tax often leads to burnout, causing Black women to either leave the organisation or remain and endure the strain. This context underscores the severe impact of weaponised incompetence on Black women’s professional lives and well-being.

Read this article to find out why cultural competence is important in the legal profession: https://thestudentlawyer.com/2024/03/30/the-importance-of-cultural-competence/

Weaponised incompetence undermines inclusion and equity in several ways.

1. Workload 

When employees use weaponised incompetence, they often shift their responsibilities onto others, disproportionately affecting Black women who are already marginalised. For example, Black women, like other underrepresented groups, often feel pressure to take on additional tasks, especially those related to diversity, equity and inclusion (DEI) efforts. Many Black women, have found themselves increasingly called upon at work to contribute, moderate, optimise, and serve as authorities on DEl matters that often extend far beyond our job descriptions and expertise. This increasing expectation has profound implications, as it fundamentally challenges the current notions of fairness and equity within organisations. 

The findings of the recently published Black British Voices Report highlighted this phenomenon: “Interviewees spoke of a sense of pressure to justify their position, or feeling obliged to be the “go-to person” in matters of race. EDI workshops often led to discomfort, with one interviewee saying they are for “White people to talk to other White people about race so they can tick a box…”

Weaponised incompetence exacerbates this issue, placing an even greater burden on them and detracting from their primary job responsibilities. This additional workload can hinder their career progression and personal well-being. An unequal distribution of work can lead to burnout and resentment among those who have to pick up the slack, undermining team cohesion and morale. Black women, facing both racial and gender biases, may feel compelled to take on additional tasks to prove their competence, exacerbating their workload and stress levels. This dynamic not only hampers their professional growth but also perpetuates a cycle of inequality within the workplace.

Read this article on why law firms should prioritise diversity and inclusion (D&I): https://thestudentlawyer.com/2024/01/03/lets-talk-about-diversity-in-law/

2. Undermining Professional Development

Weaponised incompetence can hinder the professional development of Black women by diverting their time and energy away from opportunities that could advance their careers. 

Black women may be unfairly burdened with additional work due to perceptions of being more competent or diligent, while those who exploit incompetence perpetuate harmful stereotypes of incompetence and laziness. This dynamic reinforces existing biases and makes it harder for Black women to overcome these perceptions.

When Black women are burdened with additional responsibilities that others avoid, they have less capacity to engage in skill-building activities, attend training sessions, or participate in high-visibility projects. This limits their opportunities for growth, advancement, and recognition, perpetuating cycles of exclusion and inequality. Their contributions are often overlooked, while their potential remains untapped.

3. Erosion of Trust 

Trust is fundamental to an inclusive workplace. Weaponised incompetence erodes trust among colleagues and managers, creating a toxic work environment. Black women, who may already feel unsupported or undervalued, can become further isolated in such an environment, making it difficult to foster meaningful professional relationships and collaboration.

Read this article to find out about the the politics of Black women’s hair in the workplace: https://thestudentlawyer.com/2024/06/12/the-politics-of-womens-hair-in-the-workplace/

4. Team Dynamics 

Weaponised incompetence can severely undermine workplace productivity. It fosters an environment of frustration and resentment among team members who must compensate for the shortcomings of those feigning incompetence. This not only decreases efficiency but also negatively impacts morale and overall team dynamics. Weaponised incompetence disrupts team dynamics by creating friction and frustration among team members. In diverse teams, this can be particularly damaging, as cohesion and mutual respect are crucial for fostering inclusion. Black women may find themselves at the centre of these conflicts, exacerbating feelings of marginalisation.

5. Barrier to Effective Communication

The 2023 McKinsey report “Women in the Workplace” revealed a concerning trend: progress for early-career Black women has regressed to 2019 levels, with their promotion rate now at just 54% compared to men.

Ironically, speaking out about workplace inequities can negatively impact career advancement for Black women. As a result, fewer Black women are willing to share opinions that might label them as ‘difficult.’

Being in such a challenging environment often leaves Black women feeling frustrated and disappointed. Black women find ourselves wanting to advocate for change, but not necessarily feeling compelled to implement it ourselves. The toll this takes on their mental health is significant and cannot be understated.

When they are in a workplace where weaponised incompetence is prevalent, open and honest communication is often stifled. This may cause Black women to feel uncomfortable or discouraged from providing feedback or raising concerns about their lived experiences including microaggressions, which is essential for addressing issues of inclusion and promoting a supportive work culture. However, the silence perpetuates the status quo and leads to burnout. 

6. Undermining Diversity and Inclusion Initiatives

Recognise and Reward

The burden of DEI initiatives should not fall solely on the shoulders of Black women. Organisations should distribute responsibilities more equitably and encourage participation from all employees. If Black women do agree to take on DEl work, regardless of how small it may seem, they should be acknowledged and appropriately rewarded. Especially when you look at the benefits the company is reaping, for example most of the uncompensated labour that Black women do in the workplace boosts morale, fosters togetherness and increases retention.

In addition to compensating this labour, employers should also invest in their employees through the provision of training and development. By equipping Black women with the tools they need to break through the glass ceiling and secure that promotion in the c-suite, this will reduce the impact of weaponised incompetence. 

Finally

By addressing weaponised incompetence and promoting a culture of accountability and support, organisations can create a more inclusive and equitable workplace for Black women and all employees.