ary·LeadershipFuture CEOs, erased: the economic cost of losing Black women in the workforceBy Katica RoyBy Katica Roy Katica Roy is the CEO and founder of Denver-based Pipeline, a SaaS company that leverages artificial intelligence to identify and drive economic gains through intersectional gender equity.
Katica is a highly regarded gender economist and serves on Bloomberg’s New Economy Forum, Fast Company’s Impact Council, and the US Small Administration’s National Women’s Council.
Future CEOs are being erased from the workforce.Getty ImagesThe year 2025 will be remembered for a stunning reversal in workforce equity: almost 300,000 Black women exited the labor force—thinning a pipeline that was already too narrow.
This isn’t a seasonal fluctuation or statistical footnote. It’s a strategic failure with long-term consequences.
Black women have long been a cornerstone of America’s economic engine—driving participation, powering key industries, and anchoring family incomes. Now, that foundation is fracturing.
And the fallout is more than short-term—it’s a direct threat to corporate succession planning, innovation, and growth. The U.S. economy has always dep on Black women’s labor.
In fact, no group of women in America has historically had higher labor force participation than Black women.
Yet today, we’re watching them disappear from the workforce at an alarming rate—with little alarm and even less intervention. The consequence? A corporate succession crisis in slow motion.
Because when companies lose Black women today, they aren’t just losing high-performing contributors—they’re forfeiting the very leaders their future stability depends on.
The leadership cliff Is getting steeper In 2025, Black women account for apximately 6.4% of the U.S. workforce. But they make up just 0.4% of Fortune 500 CEOs. That’s not a representation gap.
That’s a pipeline collapse. And the exits we’re witnessing this year threaten to push that collapse into freefall.
Between February and June 2025, Black women’s labor force participation dropped by 1.8 percentage points—a decline that translates to an estimated $37.2 billion in lost GDP.
In February alone, Black women lost 266,000—the sharpest decline of any demographic that month.
If we’re serious building inclusive leadership, that number should set off alarms in every boardroom in America.
Because companies cannot diversify the C-suite with talent that’s no longer in the building. This isn’t a theoretical concern. Today’s middle managers are tomorrow’s senior vice presidents.
Today’s directors become future CEOs. And the current rate of attrition is effectively erasing Black women from that trajectory before they even reach the inflection point.
What’s driving the exodus—and why it’s compounding The reasons Black women are leaving the workforce aren’t mysterious. They’re measurable, structural, and cumulative. 1.
Disinvestment in DEI is acting a demand signal. After years of gress (however incremental), 2025 is the year many companies quietly reversed course. DEI grams were deprioritized or dismantled.
Corporate partnerships with Black-led organizations were paused or cut entirely.
In the public sector, Black women in federal employment declined by nearly 33%, compared to just a 3.7% drop in the broader federal government workforce.
When inclusion becomes optional, Black women read between the lines: you’re not wanted here. 2. Black women are bearing the brunt of layoffs—again.
In sectors education, government, and healthcare, Black women are overrepresented in roles most vulnerable to cuts and underrepresented in roles most ly to be tected.
April’s jobs report showed this ly. These aren’t just job losses—they’re career disruptions. And in a system that rewards uninterrupted tenure, they stall upward mobility. 3.
The psychological toll of bias and burnout is accelerating exit velocity. Black women face some of the highest rates of bias, isolation, and microaggressions in the workplace.
Many have described being “worn out from discrimination in corporate America,” a key reason why Black women are increasingly choosing entrepreneurship—not as a passion ject, but as a survival strategy.
4. Structural inflexibility is forcing unnecessary trade-offs.
More than 51% of Black households with children under 18 are led by breadwinner moms, yet these women earn just 44 cents for every dollar paid to white breadwinner dads.
Black women are overrepresented in rigid, low-wage occupations— health aide and administrative support—that lack paid leave, schedule flexibility, and caregiving support.
As a result, they face impossible trade-offs: they’re more ly than white women to be penalized fessionally for caregiving despite being equally ambitious in their careers. 5.
Political backlash has made equity itself a liability. The politicization of DEI has created a chilling effect across sectors.
In 2025, companies that once made public commitments to racial justice are staying quiet—or backpedaling.
At Walmart, holders warned that abandoning equity grams could “erode long-term value.” The cost of retreat isn’t just reputational. It’s financial.
The cost of corporate complacency Let’s be : this is not just a diversity blem. This is a ductivity, fitability, and performance blem.
The exodus of Black women from the workforce is draining companies of essential talent, perspective, and leadership potential. It’s also leaving money on the table—lots of it.
Consider this: ● Closing the earnings gap for Black women could generate an additional $300 billion in U.S. GDP and create 1.2 million jobs.
● Companies with more diverse executive teams are more ly to outperform on innovation and earnings.
● 56% of Gen Z workers say they won’t accept a job offer from a company with no visible leadership diversity. And yet, many companies are minimizing rather than mobilizing.
Some are treating this workforce departure as a blip. A moment that will self-correct. It won’t. Leadership pipelines don’t bounce back on their own. Once they erode, they take decades to repair.
And every high-potential employee who exits the workforce today is one less candidate in the board room tomorrow.
What must change—and why now Companies that want to compete in the future must act now to retain and accelerate Black women’s talent.
That means: ● Tracking attrition and motion by race and gender—at all levels, not just entry roles. ● Enforcing pay transparency and correcting compensation gaps.
● in sponsorship grams that give Black women access to power, not just advice. ● Standing firm on equity commitments, even when politically inconvenient.
Above all, it means recognizing this moment for what it is: a turning point. Black women have shown up for the economy time and time again. They’ve led, built, innovated, and persisted.
If companies fail to show up for them now, they’ll be gambling with their own future—undermining innovation, growth, and resilience.
Because when Black women leave the workforce, we don’t just lose ductivity. We lose future CEOs.
The opinions expressed in Fortune.com ary pieces are solely the views of their and do not necessarily reflect the opinions and beliefs of Fortune.Introducing the 2025 Fortune Global 500, the definitive ranking of the biggest companies in the world.
Explore this year's list.