The representation of Black women in CEO roles remains disproportionately low, despite their proven talent, ambition, and readiness. The issue isn’t capability—it’s structural barriers that keep them from advancing. The solution lies in strategic promotions in leadership, which open access to overlooked talent and create fairer paths to the top. Research shows companies that embrace diversity at senior levels see measurable improvements in innovation, resilience, and profitability. In short, advancing Black women leaders isn’t just about equity—it’s about performance.

Redefining Strategic Promotions to the CEO Track

Too often, companies look for the “traditional” CEO profile and miss outstanding candidates. Strategic promotions allow organizations to expand their definition of readiness. Leaders like Rosalind Brewer prove that when boards broaden their criteria, exceptional Black women executives can rise to the top. Companies should recruit beyond line roles and include talent from finance, strategy, HR, and consulting—areas where Black women are often underrepresented but bring enterprise-wide vision and influence. These diverse experiences strengthen leadership pipelines and prepare candidates for CEO responsibilities.

Designing Inclusive Selection Processes for Promotions

A major obstacle to advancement is bias in selection. While companies may claim their CEO pipelines are merit-based, research shows that subjective factors like personal familiarity and unconscious bias still distort outcomes. By introducing structured, transparent processes for strategic promotions, businesses can evaluate potential based on ability, not appearance. Tools such as 360-degree feedback, leadership simulations, and peer reviews help surface qualified leaders who might otherwise be overlooked. When companies take this approach, they not only create fairer opportunities for Black women but also protect long-term business competitiveness.

Coaching and Sponsorship as Promotion Enablers

Strategic promotions succeed when paired with intentional coaching and sponsorship. Coaching equips executives with feedback, clarity, and confidence to thrive in stretch roles, while sponsorship ensures senior leaders actively advocate for their advancement. Companies that invest in both approaches accelerate readiness for the C-suite and unlock hidden talent. By treating coaching as a developmental investment—not a corrective measure—organizations can transform Black women’s leadership potential into enterprise-wide impact. Ultimately, strategic promotions create a win-win: stronger pipelines, greater diversity, and sustained profitability.