Far too often, women of color face discrimination in the workplace. One of the most prominent areas is that many take their outward personality as being the 'angry black woman'. The type of woman who speaks up for themselves shares their opinions and is not afraid, to be honest with others.

This persona that many black women have had to cope with from Fortune 500 companies to smaller boutiques is detrimental in the advancement and growth of black women and the CEO of sassmouth TaChelle Lawson believes this needs to change now. She has created these five recommendations that companies should initiate to help black women be accepted and succeed for who they are:

Strength is a part of our DNA. Try to overcome the need to “dominate” strong black women by “putting them in their place” at work. They aren’t challenging your authority, they’re being themselves. Find a common ground and discuss how she’s coming across is perceived by others in the workplace. Trying to dominate only creates tension.

Being direct is not a form of "insubordination" it's a sign of respect that goes both ways. Instead of immediately jumping to that conclusion, try looking at the situation from an aerial perspective. Perhaps something was said that was unclear in the woman's mind and her intention is to clear it up without confusion.

Stop expecting your black and white female employees or coworkers to have the same availability. Black women tend to take on more responsibilities at home than their counterparts so when she says she can't work late or take that promotion because of the additional hours, it isn't because she's not a team player or invested. She simply doesn't have the bandwidth or potentially the financial support to do so.

Don't recommend a nickname that's easier for everyone else to pronounce. It's demeaning and insensitive. Learn to pronounce her name and say it correctly, show her the same respect you'd want to receive.

Be the example. Avoid jumping on the “you know how she is” bandwagon. If a coworker or boss says something negative about a black coworker or implies she is the way she is because she’s an angry black woman, correct the behavior immediately. Those comments and attitudes fuel that energy allowing that narrative to live.