Today we unpack “the tokenized Black girl” in the coaching industry, the hyper-visible, under-supported Black woman who’s praised in public but dismissed in private. We define tokenism (symbolic inclusion for optics), trace its roots and modern tropes, and get honest about how it shows up in branding, hiring, speaker lineups, and client features. We talk about the emotional toll, self-monitoring, isolation, gaslighting, and what true equity looks like: power-sharing, pay parity, policy, and sustained inclusion.

What we cover

• What tokenism is (and isn’t): representation vs. performance
• Historical context & modern tropes (the “strong Black woman,” “palatable” beauty standards)
• Red flags: the single Black face in year-round marketing, diversity-month invites only, citing values without policy, expecting education + politeness, public support without private defense
• How tokenism harms: isolation, self-doubt, pressure to speak for “everyone,” diminished authority
• From quota to collaboration: sharing power, paying equally, inviting voices to shape—not just show—your spaces

Heart Check

For Black women

Where am I choosing visibility over having a voice?

Have I been placed in a space to be seen, not to lead? How did that feel, and what boundaries will I set next time?

What do I need to ask before entering a room (Who else is at the table? Has this coach worked with Black women before?)

Where can I say no, rest, or build my own table?

For White coaches

Where might I be unintentionally tokenizing (speaker lineups, marketing, “one Black client” thinking, diversity-month invites)?

How will I share power (roles, decision-making, budgets), pay equitably, and institute policies—not just posts?

How will I support Black women privately when they’re not in the room?

Keep the Conversation Going

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