The Great Exodus: Why Black Women Are Leaving the Workforce – Black Girl Nerds

Report on the Exodus of Black Women from the U.S. Workforce and its Implications for Sustainable Development Goals

An analysis of labor force trends in 2025 reveals a significant departure of Black women from the workforce, a development that presents substantial challenges to the achievement of several Sustainable Development Goals (SDGs). Since the spring of 2025, an estimated 300,000 Black women have exited the labor force, undermining progress toward gender equality, decent work, and reduced inequalities.

Factors Contributing to the Workforce Departure

The exodus is not attributed to a single cause but rather a convergence of systemic and economic pressures that disproportionately affect Black women, directly contravening the principles of SDG 10 (Reduced Inequalities).

1. Erosion of Institutional Support for Diversity and Inclusion: The widespread dismantling of Diversity, Equity, and Inclusion (DEI) programs has weakened institutional frameworks designed to promote SDG 5 (Gender Equality) and SDG 10. This includes a 43% decrease in DEI job postings from 2022 to 2024 and the elimination of DEI positions across federal agencies, which impacted over 12% of the Black female workforce in those sectors.
2. Network Gaps and Hiring Bias: Professional advancement is heavily reliant on networks, with 70% of hires occurring through existing connections. Black women face significant “network gaps,” which are exacerbated by the rise of AI-driven hiring tools that can perpetuate bias. This structural barrier limits access to decent work, a key target of SDG 8.
3. Intersecting Economic Pressures: Compounding factors such as inflation, student debt, and cuts to social support programs create an untenable economic environment, forcing many Black women out of employment and hindering progress on SDG 8 (Decent Work and Economic Growth).

Economic and Social Consequences

The departure of Black women from the workforce carries severe consequences for economic growth and social equity, representing a significant setback for multiple SDGs.

Impact on SDG 8: Decent Work and Economic Growth

• The labor force participation rate for Black women declined by 1.8 percentage points between February and June 2025.
• This reduction in participation is estimated to have resulted in a $37.2 billion loss to the U.S. Gross Domestic Product (GDP), directly conflicting with the goal of sustained and inclusive economic growth.

Reversal of Progress on SDG 5 and SDG 10

• The loss of Black women from professional environments reverses gains made in gender and racial representation, undermining SDG 5’s target for equal opportunities in leadership.
• The shuttering of Employee Resource Groups (ERGs) and mentorship initiatives removes critical support systems, further entrenching the inequalities that SDG 10 aims to eliminate.

Strategic Recommendations for Reversing the Trend

Addressing this challenge requires a concerted effort to rebuild inclusive workplace structures and support systems, aligning corporate and public policy with SDG commitments.

The Critical Role of Mentorship

Mentorship is a powerful tool for advancing SDG 5 and SDG 8. For Black women, it provides essential guidance for navigating systemic bias and expands professional networks. For organizations, mentorship programs reduce turnover and cultivate resilient leadership, contributing to a more stable and productive workforce.

Support and Re-engagement Initiatives

To foster an environment conducive to the principles of the SDGs, targeted support is necessary. The following actions are recommended:

• Engage with Specialized Organizations: Institutions such as the Black Career Women’s Network (BCWN) and The Sadie Collective are vital for providing culturally competent coaching, leadership training, and mentorship, directly supporting the professional development required to achieve SDG 8.
• Reinvest in Community Networks: Encouraging reconnection with personal and professional networks within the community can create new opportunities and restore the social capital essential for equitable workforce participation.
• Recommit to Inclusive Policies: Public and private sector entities must recommit to and rebuild the inclusive frameworks, such as DEI and mentorship programs, that are proven to advance gender equality and reduce systemic inequalities in the workplace.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article highlights issues that are directly connected to several Sustainable Development Goals (SDGs), primarily focusing on inequality, gender, and economic participation. The main SDGs addressed are:

• SDG 5: Gender Equality

  This goal is central to the article, which focuses specifically on the challenges faced by Black women in the workforce. The text discusses how systemic barriers, the dismantling of support systems like Diversity, Equity, and Inclusion (DEI) programs, and the erosion of mentorship opportunities disproportionately affect this demographic, pushing them out of the labor force. This directly relates to the SDG 5 aim of achieving gender equality and empowering all women and girls.

• SDG 8: Decent Work and Economic Growth

  The article’s core theme is the “Great Exodus” of Black women from the workforce, which is a direct contradiction to the goal of achieving full and productive employment for all. It quantifies the economic impact of this exodus, stating an “estimated $37.2 billion loss to the U.S. GDP,” linking the lack of decent work and equal opportunity for a specific group to a negative impact on overall economic growth.

• SDG 10: Reduced Inequalities

  This goal is addressed through the article’s focus on the intersecting pressures of race and gender. The text points to a “network gap” faced by Black women, their underrepresentation in high-growth sectors, and the rollback of inclusive policies. These issues highlight the need to reduce inequalities within and among countries by empowering and promoting the social and economic inclusion of all, irrespective of race or gender.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the issues discussed, several specific SDG targets can be identified:

1. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.

   The article directly relates to this target by describing the barriers preventing Black women’s full participation and advancement. The dismantling of DEI programs and the loss of mentorship and sponsorship opportunities are explicitly mentioned as cutting off “access to… advancement,” thereby hindering equal opportunities for leadership.

2. Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.

   The article’s central point—that over “300,000 Black women have either exited or been pushed out of the labor force”—is in direct opposition to this target. It illustrates a failure to achieve full and productive employment for a significant demographic, highlighting a regression rather than progress.

3. Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, colour, ethnicity, origin, religion or economic or other status.

   The exodus of Black women from the workforce is presented as a failure of economic inclusion. The article cites factors like “network gaps,” the rise of “AI-driven hiring,” and the elimination of DEI roles as systemic issues that are actively undermining the economic inclusion of Black women.

4. Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory… policies and practices…

   The article discusses the “backlash against DEI initiatives” and the rollback of “inclusive hiring and mentorship initiatives.” This directly relates to the target by showing how the elimination of policies designed to ensure equal opportunity leads to increased inequalities of outcome, such as the sharp decline in labor force participation for Black women.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article provides several quantitative and qualitative indicators that can be used to measure progress (or the lack thereof) towards the identified targets:

• Labor force participation rate for Black women: The article explicitly states this rate “fell 1.8 percentage points” from February to June 2025. This is a direct indicator for Target 8.5.
• Number of Black women leaving the labor force: The statistic that “more than 300,000 Black women have either exited or been pushed out of the labor force” serves as a key indicator of economic exclusion (Target 10.2) and the failure to achieve full employment (Target 8.5).
• Economic impact of labor force exit: The “estimated $37.2 billion loss to the U.S. GDP” is a clear indicator of the macroeconomic consequences of failing to ensure decent work and economic inclusion, relevant to SDG 8.
• Prevalence of DEI-related job roles: The article notes that “Job postings for DEI roles dropped 43% from 2022 to 2024.” This indicator measures the institutional commitment to policies that support equal opportunity, as outlined in Target 10.3.
• Elimination of DEI positions in federal agencies: The fact that these positions were “among the first eliminated across federal agencies affecting over 12% of the Black female workforce” is an indicator of the rollback of policies aimed at promoting gender equality and reducing inequality (Targets 5.5 and 10.3).
• Existence and health of support systems: The article implies that the status of mentorship programs and employee resource groups (ERGs), which have “shuttered,” can be used as a qualitative indicator of the support available to ensure women’s full participation and advancement in the workplace (Target 5.5).

4. Table of SDGs, Targets, and Indicators

Source: blackgirlnerds.com