Why Women of Colour Face Double Discrimination

For women of colour, the world is often a battleground where two distinct yet deeply intertwined forms of discrimination collide. On one hand, they face the well-known challenges of sexism, battling against the societal structures that have long undervalued women. On the other, they must also contend with the pervasive realities of racism, a force that denies them equal opportunities and dignity based on the colour of their skin. These two layers of bias one rooted in gender, the other in race don’t just coexist; they compound, creating a unique and often invisible struggle for women of colour in every facet of life.

It is a reality that isn’t discussed enough. The term “double discrimination” encapsulates the harsh truth that women of colour are often caught at the intersection of two systemic inequalities. Whether it’s in the workplace, the healthcare system, or even everyday interactions, their experiences are shaped by a constant push-and-pull of expectations, stereotypes, and exclusions.

But this isn’t just their story it’s our story as a society. The biases women of colour face don’t just harm individuals; they rob organisations, communities, and economies of the diversity and innovation that come from true inclusion. This article explores the roots of this double discrimination, its profound impact, and what we can all do to address it.

The Roots of Double Discrimination

Double discrimination isn’t new. Its roots can be traced back to the intersection of colonialism, patriarchy, and systemic racism, all of which have shaped the structures of modern society. These systems have historically silenced and excluded women of colour, erasing their contributions and limiting their opportunities.

1. The Intersection of Racism and Sexism

At its core, double discrimination arises when two forms of bias collide. Racism denies opportunities based on race, while sexism reinforces stereotypes about a woman’s role and capabilities. Together, they create a unique set of barriers that women of colour must navigate daily.

 A 2021 study by McKinsey found that women of colour are underrepresented at every stage of the corporate pipeline, with fewer promotions and more frequent experiences of microaggressions compared to their white counterparts.

Consider Priya, a British-Indian woman working in finance. Despite her qualifications, she’s often overlooked for leadership roles, with her skills dismissed as “not quite the fit” for the company’s image. She battles both the racial bias that stereotypes her as submissive and the gender bias that questions her authority in a male-dominated industry.

2. The Weight of Stereotypes

Stereotypes play a significant role in double discrimination. Women of colour are often reduced to harmful clichés that strip them of individuality.

• Black women may be labelled as “angry” or “intimidating” when they assert themselves.

• Asian women are often stereotyped as “submissive” or “docile,” making it harder for them to be seen as leaders.

• Latinx women may face assumptions about being “fiery” or overly emotional, undermining their professionalism.

These stereotypes place women of colour in a double bind: if they conform to these roles, they are seen as inadequate; if they defy them, they are penalised for stepping outside societal expectations.

3. Intersectionality: A Framework for Understanding

The term “intersectionality,” coined by scholar Kimberlé Crenshaw, provides a framework for understanding how race and gender intersect to create unique experiences of discrimination. Intersectionality reminds us that women of colour don’t experience sexism and racism as separate issues they experience them simultaneously, in ways that are often invisible to those who don’t share their identities.

The Impact of Double Discrimination

1. In the Workplace

Women of colour face systemic barriers in the workplace, from being overlooked for promotions to enduring microaggressions and pay inequities.

Research by Lean In reveals that Black women are less likely than their white peers to receive mentorship or sponsorship, key factors for career advancement.

Example: Maria, a Latina woman working in tech, finds herself constantly interrupted in meetings. When she raises ideas, they are dismissed only to be praised when repeated by a male colleague.

The result? Many women of colour feel unsupported, undervalued, and excluded from opportunities for growth.

2. In Healthcare

The intersection of racism and sexism is alarmingly evident in healthcare. Women of colour are often ignored or dismissed by medical professionals, leading to poorer health outcomes.

Fact: In the UK, Black women are four times more likely to die during pregnancy or childbirth than white women (MBRRACE-UK, 2021).

 Aisha, a Black British woman, recalls visiting her GP with severe pain only to be told she was “overreacting.” Her condition worsened because her symptoms were not taken seriously.

3. In Everyday Life

Double discrimination doesn’t just exist in professional or institutional settings it’s a daily reality for women of colour. From being followed in shops to facing online harassment, they often endure subtle and overt acts of bias that erode their sense of safety and self-worth.

Steps Towards Change

Addressing double discrimination requires collective action at every level of society. Here are some practical steps:

1. Acknowledge Intersectionality

Recognise that the experiences of women of colour are shaped by the intersection of racism and sexism. Policies and initiatives must address both forms of discrimination simultaneously.

Tip: Employers should implement mentorship programmes specifically for women of colour to address the unique barriers they face.

2. Challenge Stereotypes

We all have a role to play in dismantling harmful stereotypes. Speak up when you witness bias and educate yourself about the experiences of women of colour.

 Amplify the voices of women of colour by supporting their work, whether it’s through books, films, or other media.

3. Advocate for Representation

Representation matters. Women of colour need to see themselves in leadership roles, in media, and in decision-making spaces.

Companies with diverse leadership teams are 36% more likely to outperform their competitors (McKinsey, 2020).

4. Support Grassroots Movements

Grassroots organisations led by and for women of colour are critical in driving change. Support these initiatives through donations, volunteering, or simply spreading the word.

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A Collective Responsibility

The double discrimination faced by women of colour is a reflection of broader societal inequalities that we must all work to dismantle. It’s not enough to address sexism without tackling racism, or vice versa. True equity requires us to see and value women of colour in all their complexity.

To every woman of colour reading this: your struggles are real, but so is your strength. You are not defined by the biases of others, and your voice matters. Keep pushing boundaries, demanding change, and making space for yourself and those who will come after you.

And to everyone else: listen, learn, and act. The fight for equality isn’t just the responsibility of those who experience discrimination it’s a collective responsibility. Together, we can create a world where every woman, regardless of her race, is free to thrive. Let’s commit to building a society that values diversity, equity, and inclusion not as buzzwords, but as core principles. The time for change is now, and it begins with each of us.