When Mentorship Shifts the Room: How Black Women Open Doors to the Workforce - Together
Mentorship isn’t a buzzword—rather it’s a catalyst for transformation. As the Dean of Career & Professional Development at Howard University School of Law and through my work with organizations such as Ms. JD and my nonprofit IMANEE, Inc., I’ve witnessed firsthand how intentional guidance can shift the dynamics of professional spaces. For Black women and girls navigating careers in law and beyond, the current workforce landscape remains uneven, marked by underrepresentation in leadership, limited access to informal power networks, and persistent wage and opportunity gaps. This moment makes mentorship even more urgent. As layoffs disproportionately disrupt women—particularly Black women—many are being forced to pivot, reimagine their careers, and chart new professional paths without the benefit of institutional support. Mentorship, when paired with sponsorship, becomes a stabilizing and strategic force. This not only helps Black women survive professional disruption but reposition themselves for long-term success. It disrupts isolation, affirms belonging, and creates on-ramps to opportunity where barriers once stood.
My own path to becoming a Dean was shaped by this very ethos of support and cultivated opportunity. As a law student at Howard, the mentorship I received opened doors to pivotal experiences and connected me to women in the legal profession who did more than offer advice – they invested in my growth, advocated for my readiness, and modeled leadership rooted in excellence and integrity. Through their guidance, I secured meaningful professional opportunities, learned to navigate institutions with confidence, and was prepared to step into leadership when the moment arrived. Their belief in me made it possible for me to believe in myself at scale.
Today, in my role shaping professional opportunities for law students at Howard University School of Law, I see the compounding power of these relationships daily. When Black women mentor Black women, we are not merely transferring knowledge: we are building infrastructure. Each connection strengthens a network that stretches across industries and generations. A mentee today becomes a sponsor tomorrow, expanding access, visibility, and influence for those who follow. These relationships are not ancillary to workforce equity; they are foundational – especially in times of economic uncertainty and professional transition.
The call to action is clear: institutions, leaders, and professionals must move beyond performative commitments and invest in intentional mentorship and sponsorship pipelines for Black women and girls. This means recognizing talent early, advocating loudly, sharing social capital, and creating space at decision-making tables. Mentorship must be resourced, rewarded, and embedded into organizational culture.
Because when Black women commit to opening doors for one another, we don’t just enter the workforce – WE REDEFINE IT.
