Hostile. Aggressive. Overbearing. Illogical. Ill-tempered. Bitter. These are just some of the characteristics that are often assigned to Black women without full context. Many are biased observations. The “Angry Black Woman” trope is one that is pervasive in the workplace, weaponized through thinly veiled remarks that imply aggression or infer intimidation. This stereotype often has a negative psychological impact by those affected, which can further impact resilience on the job. The use of this caricature immediately undermines Black women’s professional well-being, erasing their talent, skillset, and professionalism. High-profile figures like Viola Davis and Serena Williams are examples of how the media creates a brand that the masses are easily influenced by. Once that label is affixed, their professional contributions are overshadowed by exaggerated interpretations, and anger becomes an inherent character flaw versus a human reaction that everyone experiences. This harmful narrative contributes to emotional and physical challenges for many Black women while on the job. The assumption that a Black woman’s frustration is simply part of her personality, image, and character is simply inaccurate and dismissive.
In instances of confrontation or disagreement, there is often an automatic perception of overconfidence or irreverence. Deflection becomes a tool of managers, which often leads to scapegoating as a way to avoid accountability and transparency. Instead of apologizing or seeking solutions, accusations of being overly emotional are used to weaken credibility, by labels such as pushy or bossy or even mean. Institutions tend to focus on the anger, and what the consequences should be, without examining the underlying causes or context of the situation. Research confirms that when Black women express anger in the workplace, their leadership potential and capabilities are called into question and the silent mark of “unfit” becomes a stain of embarrassment or shame, and ultimately, a deal breaker. Anger is treated as a conviction. This label can have costly implications to the health and well being of Black women in professional spaces.
Emotionally, there often feelings of marginalization, overwhelming stress, and beliefs of being devalued. There could be instances of hypervigilance or even paranoia, which can fuel feelings of rage over the lack of fairness, and a sense of powerlessness. The emotional toll of being stigmatized can lead to profound loneliness, which can adversely impact motivation, commitment, and loyalty in the workplace. This, in turn, can hinder creativity, decrease attendance, and reduce performance to below average. Consequently, unhealthy coping mechanisms may become the norm for those who struggle to gain control of what has become a toxic work environment. Another side effect of this injustice is the internalization of failure.
In 2016, New York Times critic Alessandra Stanley sparked outrage with an article describing Shonda Rhimes’ biography as “How to Get Away With Being an Angry Black Woman” and calling Viola Davis “less classically beautiful” than other Black actresses. Rhimes responded by questioning why she and other successful Black women characters are labeled as “angry” when White characters display similar behavior without issue. Similarly, during the 2018 US Open final, Serena Williams received a code violation for coaching, a penalty point for breaking her racquet, and a game penalty for calling the umpire a “thief.”She was later fined. Her reactions to the referee’s calls, which the Women’s Tennis Association has since denounced as “sexist”, were no different from how many other impassioned competitors react in the heat of a championship game. Williams has been docked before for her behavior on the court; in 2009, she was fined $82,500 for an angry outburst. There is a double standard of perception between Black women and White women and racial bias leads to this double standard.
To address the problematic “Angry Black Woman” stereotype, all individuals must acknowledge this issue, become aware of the underlying biases and prejudices, and take time for self-reflection. Problem solving and analysis of every situation is critical to avoid sweeping generalizations and to also investigate our implicit biases. Research shows that when working collaboratively in a team, it is important to appreciate everyone’s unique personality by creating meaningful social connections, whether by asking about their day at work or getting coffee together. This helps move beyond perceptions and humanizes the people we work with. Building a sense of belonging, understanding, compassion, respect, and openness in the workplace is crucial, and this is what can build trust. Humanizing anger and acknowledging the facts that may have contributed to what is likely an appropriate response also promotes accountability, healing, and can be validating.