The removal of Lisa Cook, a respected economist and member of the Federal Reserve’s Board of Governors, has sparked headlines and controversy. Despite no proven misconduct, the Trump administration has claimed grounds for her dismissal—an action that is unusual, legally questionable, and historically rare for Federal Reserve governors. Yet for many Black professionals, particularly Black women in high-status fields, what’s happening to Lisa Cook feels all too familiar. It reflects long-standing patterns of doubt, mistrust, and exclusion that shape their daily work lives.

The Burden on Black Professionals at Work

For Black professionals in elite industries—law, medicine, engineering, finance—success often comes with the exhausting weight of constant scrutiny. Research shows that Black workers are more likely to be mistaken for lower-status roles, forced to overemphasize competence, and held to stricter standards than their white peers. Everyday details like clothing, speech, and demeanor become tools for countering stereotypes, adding extra layers of pressure to already demanding careers.

Why Black Women Leaders Face Unique Challenges

Black professional women often experience these dynamics in even sharper ways. Unlike Black men, who can sometimes build solidarity with white male colleagues, Black women frequently find themselves isolated. Studies reveal that they struggle to find mentors, face higher rates of interruption at work, and endure skepticism about their expertise. Without strong networks or sponsorship, advancement opportunities shrink. This creates a cycle where their underrepresentation is used to question whether they belong in elite spaces in the first place.

Lisa Cook and the Familiar Pattern

Against this backdrop, the targeting of Lisa Cook is less about her qualifications and more about entrenched bias. Highly visible Black women in leadership—whether in government, academia, or corporate life—often face disproportionate criticism and calls for removal. We’ve seen this story before with leaders like Claudine Gay, Jocelyn Elders, Timnit Gebru, and Carla Hayden. The narrative is consistent: questioning legitimacy, exaggerating flaws, and fueling public doubt to undermine their authority.

Breaking the Cycle of Doubt and Exclusion

Lisa Cook’s case is not an isolated controversy—it’s part of a historical pattern that reinforces barriers for Black women in professional leadership. To change this, organizations and institutions must actively confront bias, expand mentorship opportunities, and challenge the narratives that paint Black women as undeserving. Until then, every high-profile removal like Cook’s will remind us of a familiar story: one where extraordinary women of color are targeted not because of failure, but because of who they are.