Caitlin Clark, Angel Reese, and Misogynoir in Professional Spaces

Caitlin Clark's skills is undeniable, but the racialized comparisons between her and Angel Reese reveal a more concerning social issue.

Photo by Olegs Jonins on Unsplash

“Black girls have not, for most of my understanding of our history in this nation, had the power to cause those kinds of problems. Black girls and black women are problems. That is not the same thing as causing problems. We are social issues to be solved, economic problems to be balanced, and emotional baggage to be overcome.”
— Tressie McMillan Cottom, Thick: And Other Essays

As the WNBA season unfolds, two players continue to dominate headlines and debate threads: Caitlin Clark and Angel Reese.

Their relationship—often described as a rivalry—has become a cultural touchstone that reflects deeper societal patterns around race, gender, and recognition.

There’s no doubt that Caitlin Clark is a generational talent. Her shooting range, basketball IQ, and visibility have captured national attention.

But a critical question remains: why is her success so often framed in juxtaposition to Angel Reese, a player who is equally accomplished and deeply influential in her own right?

The framing is not incidental—it is deeply racialized. Clark’s rise has been constructed not only around her athleticism but also around what she represents socially. For many, she has become a symbol of a “new era” of professionalism in women’s basketball. The implication? That what came before—largely defined and dominated by Black women—was somehow less professional, less palatable, less marketable.

This is misogynoir in action: the intersection of racism and sexism that uniquely targets Black women.

Angel Reese has been repeatedly criticized for her confidence, her style of play, and even her body language—qualities that would be praised as competitive fire or charisma in a white athlete. The same gestures that earn Caitlin Clark accolades as a fierce competitor are labeled “classless” or “unsportsmanlike” when performed by Reese.

This mirrors what Black women face in workplaces across industries. Studies and lived experiences consistently show that Black women walk a narrower path. Their assertiveness is read as aggression, their leadership as arrogance, and their presence as a challenge. They are, in Tressie McMillan Cottom’s words, treated not as people, but as problems.

The public discourse around Clark and Reese is a clear case study in how Black women are asked to work harder, perform better, and still prove their worth within systems not built to affirm them. Meanwhile, white women’s success is more easily framed as exceptional, even transformational—precisely because they are seen as different from the Black women who have long defined excellence in that space.

We must ask ourselves: what does it mean to be seen as the "future" of a space that Black women have built and sustained? How does race shape our ideas of professionalism, marketability, and greatness? And in the workplace, how often are Black women’s achievements diminished or overlooked because they workplaces perceive black women as inherently incompetent, unprofessional, and unskilled.

Addressing Misogynior in the Workplace

To move from analysis to action, organizations must go beyond celebration and performative inclusion.

They must build structures that actively support and protect Black women. Here are three starting points:

1. Understand Microaggressions and Their Impact

Educate all employees—not just managers—on the nature of racial and gender microaggressions. These are not just “small slights” but cumulative assaults that undermine psychological safety and impact long-term well-being.

2. Understand “Weathering” and Black Women’s Health

The stress of constantly navigating bias has tangible effects. “Weathering,” a term coined by Dr. Arline Geronimus, describes how chronic exposure to discrimination erodes Black women’s health over time. Acknowledging this helps create empathy, policy flexibility, and genuine wellness strategies.

3. Provide Accessible Channels for Reporting Racial Bias

Having policies on paper is not enough. Ensure that employees know where and how to report racial bias and that there are safe, confidential, and accountable mechanisms in place. Transparency in how these reports are handled is crucial for building trust.