On the image at the top from left to right: Anna Hood (Lecturer; Psychology), Georgina Nnamani (PhD student; Education), Esnath Magola-Makina (Senior Clinical Lecturer; Pharmacy), Loretta Anthony-Okeke (Lecturer; Education), Henrietha Chukwuefe (PhD student; Cardiovascular Sciences) & Sandra Ajaps (Lecturer; Education).

Of 23,000 UK professors, only 61 are Black women.

Only recently has this stark statistic gained widespread attention. For Black women, the messy and protracted path to promotion, along with discrimination and misogynoir have been many of our experiences. Simultaneously hypervisible and invisible in academic spaces, we often face these challenges alone. The 100 Black Women Professors NOW programme (100 BWPN) delivered by the Women in Higher Education Network (WHEN) recognises the need to address fundamental inequities and support Black women as we navigate career progression. The 12-month programme incorporates sponsorship, mentorship, individualised career coaching, online and in-person workshops, and consultations with the UofM leadership team. 

The feeling of belonging, networking with Black women, and developing friendships, collaborations, and relationships has been universally enriching. Much more needs to be done, but the 100 BWPN does not just level the playing field for Black women; it benefits ALL of academia.

Reflection Cohort 1

For Black women navigating academia—being overworked, overloaded, and under-supported is often the norm— invisibility and isolation seem an unspoken reality. Black women in academia have been overshadowed, and our unique challenges underexplored. 100 BWPN, however, spotlighted our relentless pursuit of education despite the barriers erected in our path and discussed experiences of subjugation and bullying. Critically, the narrative did not end there. 100 BWPN celebrated our resilience and the strategies employed to navigate these barriers and contribute to our fields.

Many 100 BWPN “graduates” have witnessed personal transformations: heightened university profiles, “career wins,” and a “stronger voice.” Yet, these advancements came with counter-currents. Institutional change often creates a backlash—a reminder that the path to professorship for Black women academics is fraught with challenges. Only through long-term commitment and structural change can we push back on these countercurrents and create a future with equity and recognition for all.

Reflection Cohort 2

Participation in 100 BWPN has been enriching and transformative, providing invaluable insights into the challenges and opportunities within academia. This experience has fostered personal and professional growth and a deeper understanding of the complexities surrounding leadership and representation.

One key aspect has been the solidarity and creating a supportive community, which has been instrumental in prioritising values, motivations, and reinforcing our impact at University of Manchester. Black women’s academic perspectives are critical to understanding what it is REALLY like to work in academia. The programme also illuminated systemic barriers, microaggressions, implicit biases, and limited access to opportunities. Conversations have fuelled commitment to advocacy and a more equitable academy. Introspection about leadership styles has encouraged a more nuanced approach, emphasising empathy and inclusivity. The programme has underscored the “danger of a single story” within leadership. Black women academics are not a monolith, nor is the way we navigate academia.

University of Manchester committed early to 100 BWPN, but this is only the beginning; sustainability is key. The University needs to address the barriers to 100 BWPN participation. Positive experiences increase confidence and knowledge and provide opportunities to create meaningful relationships based on career advancement. However, engagement from programme participants must be matched by sustained allyship from senior University leadership and championed within Faculties.

Until the institution is representative and truly inclusive, the goal of strengthening the pipeline of Black women academics will remain precisely that – a goal. Longitudinal follow-up is needed with evaluation quantifying success not just by adoption but rather on measurable outcomes following the completion, including data on workforce composition at all grades, contract types, promotions, pay awarding gaps, resource allocation, and staff retention. Long-term sustainability delivers on the 100 BWPN’s overarching goal where bespoke interventions for Black women in academia are no longer needed.

by Anna Hood, Charlene Gallery, Loretta Anthony-Okeke, and Esnath Magola-Makina: all are participants in 100 Black Women Professors programme.

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