How Black Women Go From Being The Office Pet to Company Threat
The "Pet to Threat" phenomenon was first coined in 2013 by Dr Kecia Thomas at the University of Georgia who "found that early in their careers, Black women received and benefited from the support of their managers and mentors—often white males—who were eager to train and cultivate them. But as these women became more competent and confident in their roles, their mentors’ attitudes often changed." This piece on Forbes breaks it down further.
Here's a great piece by Erica Stallings that went viral on this subject and introduced me to the concept. There’s also another very good piece on Black Ballad which highlights this issue from a UK perspective.
The "pet to threat" phenomenon is a troubling dynamic that many Black women face in workplaces across the Western World. Initially, they might be celebrated and supported as promising newcomers—which is often referred to as the "pet" phase. During this period, they receive mentorship and positive attention, which is often driven by a combination of novelty, diversity initiatives, and the low threat they pose to the established order. Black women are frequently praised for their potential and the fresh perspectives they bring to the table, creating a seemingly supportive environment.
However, as these women begin to excel, rise through the corporate or business ranks and assert themselves, transitioning from having potential to actual achievers, the perception of them shifts which is where the "threat" phase begins. Their confidence, ambition, and competence can be perceived as intimidating or overly aggressive, disrupting the status quo which often dictates that only a certain “type” or person can and should thrive. The very attributes that were once celebrated are now viewed through a lens of suspicion and discomfort. This shift often results in increased scrutiny, isolation, undermining behaviour and sometimes overt hostility. The supportive environment that Black women initially experienced can become a source of significant stress and frustration as they navigate these changing perceptions and the accompanying professional hurdles.
Addressing the "pet to threat" phenomenon requires a concerted effort to create genuinely inclusive workplaces where the contributions of Black women are valued consistently, not just when they fit the confines of certain restrictive business management models. This involves continuous education on implicit biases, dismantling racist practices and fostering a culture of genuine support and allyship, and implementing fair practices in mentorship, sponsorship and advancement opportunities. By recognising and actively countering this dynamic, organisations can better support Black women in achieving their full potential without the fear of backlash for their success. As I type this I recognise that unfortunately most organisations will not address these issues in a way that best serves Black women.
Despite all of this I encourage Black women to continue to shine and thrive even if it means having to leave those environments which do not rate and respect us. Stay visible, building their personal brands and stay bold even if the world wants us to be invisible. Our power comes from reclaiming our voices and staying present for ourselves and each other.