Kimberly Bryant Suspension: Black Girls Code Tensions

Unexpected Suspension at Black Girls Code

On December 21st, Kimberly Bryant, the CEO and co-founder of Black Girls Code, experienced a sudden disruption. She discovered she was locked out of her work email account.

The organization’s board of directors, established a decade prior by Bryant herself, communicated this action via a message sent to her personal email. This message detailed an indefinite suspension from her role.

Bryant’s Public Response

Bryant publicly addressed the situation on Twitter, expressing her shock and dismay. She stated that the organization she built “from the ground up” had been taken over by the board just days before Christmas, with no prior warning.

Subsequently, Bryant released a formal statement to TechCrunch, elaborating on her position. She firmly asserted her integrity throughout her tenure as Founder and CEO.

Statement on Allegations and Founder’s Rights

“I know that I have not personally done anything unethical, immoral, or illegal,” Bryant declared in her statement. She framed the situation as a matter of justice and the rights of founders, particularly women in leadership positions.

Bryant emphasized the need for fair treatment and due process. She further stated that the allegations against her were unsubstantiated, no investigation had commenced, and the entire process lacked transparency and legality.

Board’s Perspective and Fiduciary Duty

Bryant identified Heather Hiles, founder of Pathbrite, as the individual responsible for the suspension. Hiles made this decision, according to Bryant, without a fair investigation or concrete evidence.

When contacted by TechCrunch, Hiles responded via text message. She cited the board’s “fiduciary responsibility” to safeguard the organization and its staff as the basis for their actions.

Limited Information from the Board

The board, through a spokesperson, declined to provide further details. They would not comment on the possibility of an impending investigation.

They also refrained from discussing the specifics of Bryant’s suspension or whether she received any advance notice before being placed on leave. A timeline for the ongoing review was similarly withheld.

Discrepancy Regarding Investigation

Bryant maintains that no investigation has been initiated, despite her approval of a payment in October 2021. This payment was requested by an ad hoc committee to fund legal counsel for an investigation.

The board, however, stated they have formed a special committee to review complaints and determine appropriate action. This committee is comprised entirely of existing BCG board members.

Black Girls Code’s Mission and Impact

Founded in February 2011, Black Girls Code was created to address the opportunity gap in the technology sector for Black women and girls.

Since its inception, the nonprofit has expanded to 15 chapter cities globally. It has provided technology workshops, hackathons, and enrichment programs to over 30,000 young women.

Interim Leadership

Sources within the company indicate that Sofia Mohammed, the Vice President of Programming for Black Girls Code, is currently serving as interim CEO.

TechCrunch reached out to Mohammed for comment, but she has not yet responded to the request.

Internal Concerns at Black Girls Code

Five former Black Girls Code (BGC) employees shared their experiences with TechCrunch, requesting anonymity due to concerns about potential repercussions. These individuals corroborated reports that the organization’s board initiated a review of its internal culture following a period of significant staff departures.

Kimberly Bryant, founder of BGC, linked the staff turnover to the challenges of remote work. She stated in a text message that, similar to many organizations, BGC experienced increased departures in the past year, primarily among employees hired during the virtual onboarding period of 2020, attributing it to the “great resignation.”

However, two former leaders within the organization contend that the primary cause of employee departures was Bryant’s management approach, which they characterized as fostering an environment of fear. They allege instances of Bryant publicly reprimanding managers during meetings, frequently questioning their competence and, in one case, suggesting an employee pursue further education when they encountered difficulties completing an assignment.

Bryant refuted these claims, highlighting her decision to engage consultants to develop a compensation structure that prioritizes professional experience over academic credentials. She emphasized that, as a professional in the technology sector, she does not place significant importance on formal degrees.

One former employee reported that Bryant frequently expressed dissatisfaction with performance, stating, “you’re not living up to my expectations of what you should be.” This employee also noted a denial of independent access to essential productivity tools. Specifically, new hires were reportedly denied access to Salesforce, hindering their ability to access crucial data regarding the BGC community, including participant demographics and program history.

The lack of a structured onboarding process and Bryant’s frequent absences while pursuing media opportunities were also cited as concerns. Employees reportedly developed informal solutions to overcome these obstacles. One former employee stated that avoiding Bryant’s attention and finding ways to complete work despite limited system access were key to remaining employed.

Bryant indicated that BGC recently completed a five-year strategic plan in collaboration with the Bridgespan Group, which addresses operational issues, including database access protocols. She maintains that she does not have direct control over employee system access permissions.

A recent resignation was described as being motivated by a complex set of feelings.

The departing employee expressed concern about the perception of criticizing a prominent Black leader, stating, “We know how it is perceived to take down a Black person.” They clarified that their intention is not to discredit Bryant, but rather to advocate for leadership capable of sustaining the organization’s growth and impact.

Despite a strong belief in BGC’s mission, the employee ultimately left, citing guidance from a therapist as a contributing factor. They explained that working for an organization dedicated to promoting equitable treatment, only to experience a lack of such treatment internally, felt particularly damaging.

In a subsequently deleted social media post, Bryant acknowledged being driven, having high standards, and possessing perfectionist tendencies. However, she firmly denied any misuse of resources or abuse of individuals within the organization she founded, stating, “I have never in my life misappropriated, misused, or abused anything or anybody for the org I built out of love. So don’t ever ever believe that. It’s not true.”

Internal Review at Black Girls Code

Despite statements from founder Kimberly Bryant refuting claims made by previous staff members, sources currently working within the organization indicate that a wave of resignations, coupled with numerous negative reviews on Glassdoor, prompted the engagement of Edgility Consulting. This external firm was commissioned to conduct a salary assessment and address employee concerns.

Documentation acquired by TechCrunch reveals the consultation began in June and concluded in December, though the results haven't been publicly disseminated.

Executive Coaching and Cultural Concerns

Karla Monterroso, a professional executive coach, shared with TechCrunch that she was brought on board by Bryant in September 2021. This followed the emergence of complaints regarding Bryant’s leadership and the overall organizational culture.

Monterroso refrained from detailing the specifics of her discussions with Bryant. However, she confirmed they held 90-minute meetings every two weeks, focusing on company culture and the challenges of operational management.

Notably, Monterroso was not consulted prior to the recent changes in leadership. The board of directors, currently undertaking an internal review, has not yet confirmed whether it engaged an external firm, examined salary structures, or enlisted a board consultant.

Systemic Issues and Leadership Challenges

“Many leaders are striving to perform at their best, and I believe this situation highlights the systemic complexities faced by leaders of color,” Monterroso stated. “The issue isn’t isolated to a single organization or individual; it reflects the challenging conditions that hinder the success and dignity of both leaders and their teams.”

Current Status and Restrictions

As of the time of this report, Bryant remains employed by the nonprofit. However, her access to company email and internal systems has been revoked.

Employees and contractors have reportedly been warned that any communication with Bryant will result in immediate termination, according to Bryant herself.

Founder's Response

“Checks and balances of power and support systems are now in place at BGC, and I firmly believe in sound board and corporate governance,” Bryant communicated in a written statement. “The handling of this matter is entirely inappropriate, and I have not been treated with fairness or justice.”

Individuals who are current or former employees of Black Girls Code can reach Natasha Mascarenhas via email at natasha.m@techcrunch.com or through Signal, a secure messaging application, at 925 609 4188.