BIPOC Managers: Lead Without Losing Yourself
Being a BIPOC manager means balancing leadership, mentorship, and unspoken expectations—often at the expense of your well-being. Here, we break down the unique challenges, burnout risks, and systemic barriers BIPOC leaders navigate, backed by data, with actionable insights on how to lead without sacrificing yourself.
Let’s talk about what it’s really like to be a BIPOC manager.
You’re out here juggling deadlines, Zoom check-ins, and pings from all the channels —while also trying to mentor, motivate, and manage a team. Oh, and don’t forget the unspoken expectation of being a caretaker, diversity champion, and cultural translator all rolled into one. Sound familiar?
Leadership shouldn’t feel like martyrdom. You can empower your team, push for their success, and still show up for yourself.
And really, this guidance is good for any manager who cares about everyone’s mental health.
Why BIPOC Managers Are Drowning
Unique Pressures on BIPOC Managers:
Proving Competence: Many face unspoken (or overt) pressure to overperform in order to counter stereotypes about their abilities.
Navigating Bias: Microaggressions, “cultural fit” narratives and systemic barriers can make leadership roles more isolating and exhausting.
Emotional Labor: BIPOC leaders are disproportionately expected to provide emotional support to their teams, often without receiving the same level of support in return.
The Numbers Don’t Lie:
Burnout rates: 60% of managers feel burned out compared to 41% of individual contributors. (Gallup)
Exclusion in remote work: BIPOC employees are 2x as likely to feel excluded in virtual environments. (Forbes)
Leadership gaps: Black and Hispanic professionals make up only 3.2% and 4% of senior leadership positions, respectively. (Coqual)
BIPOC Managers, Lead Without Losing Yourself
The secret to sustainable leadership isn’t doing more—it’s doing smarter. Here’s how to empower your team and yourself at the same time.
1. Cut the “Caretaker” Mentality: You’re a manager, not a babysitter. Teach your team how to be resourceful and independent so you can focus on strategy, not hand-holding. Build their problem-solving muscles while giving yourself breathing room.
Instead of: “Let me know if you get stuck.”
Try: “What’s your plan for tackling this? I trust you to figure it out.”
Instead of: “Do you need me to fix this?”
Try: “What solutions have you already considered?”
2. Delegate Smartly: Show your trust in your team to give yourself the mental space to focus on the big stuff.
Assign ownership: “I’m putting you in charge of this project. Let me know what roadblocks you hit.”
Frame it as growth: “This is a great opportunity to show off your skills in this area.”
Be crystal clear: “This needs to be client-ready by Thursday. Here’s an example to guide you.”
3. Normalize Supporting You: Leadership isn’t a one-way street. Show your team that helping you helps everyone.
Ask for leadership: “My bandwidth’s tight this month. Who wants to take the daily lead on X project?”
Involve process geeks: “If you spot inefficiencies in how we’re working, bring them to our check-in so we can tackle them together.”
4. Be Clear About Boundaries: Being a manager doesn’t mean being available 24/7. Stop playing into the always-on culture.
Block your calendar: Block out time for focused work, and mark it as “unavailable” in your team’s shared schedule.
Be time-transparent: “I’m offline after 2 PM today, so let’s wrap up urgent issues before then.”
5. Embrace Intersectional Swagger: Don’t let “culture fit” or how your coworker does it box you in.
Voice what makes your leadership unique:
Collaborative: “Good ideas get better when we build on them together.”
Empathetic: “People do their best work when they feel valued—I make sure they do.”
Creative: “I love shaking up old ideas and making room for new ones.”
Introverted: “I lead by listening first and speaking with intention.”
Strategic: “Big picture thinking, small moves that matter.”
Adaptable: “Change happens—I make sure we stay ahead of it.”
6. Advocate Like Your Career Depends On It: Advocacy isn’t just for your team—it’s for you.
Ask for what you need, whether it’s resources, support, or professional development.
“To keep our team performing at its best, I need [specific tools/training/resources].”
“I’d like to join a leadership program that focuses on supporting managers from diverse backgrounds.”
The Bottom Line: You Are Not Sacrificial
As a BIPOC manager, the pressure to do it all can feel suffocating.
BIPOC leaders often get stuck doing the work without getting the resources they need. Don’t let that be you.
But leadership isn’t about martyrdom—it’s about strategy.
Empower your team to step up, set boundaries that protect your time, and advocate for yourself as fiercely as you do for others.
You don’t have to sacrifice your growth or well-being to be a great leader.
Lead with authenticity, own your value, and remember: You’re the blueprint, not the backup plan.