This is quite the loaded question. While we can try self-accountability, job changes, sabbaticals, or leaving the workforce altogether, that takes the ownness away from the true culprits: corporate leaders and legislators. This issue, as the famous term goes, is above us. As managers and leaders, we can, of course, recommend and even enforce better policies that put the emotional safety of Black women---hell, of all women---as a priority. We can also partner with workplace allies (especially those who do not look like us, as those driving the power structures often do not) to ensure that policies and practices are in place to ensure that Black women can thrive at work without fear of losing their jobs or being quietly fired or derailed simply for our unique choice in hair, our cultural elements such as our names, religions and world views, our tone of voice in meetings, or our unique way of approaching problem-solving. We can fight legally and continue to use our voices for change. But the true one-hitter-quitter would be if legislators and billionaire CEOs made their mission to actively listen to professionals, conduct real research, implement real disruptive solutions to the problem, and stop giving lip service to grand gestures of "support" when protests or special advocacy months come around. They have to put their money where their mouths are and conduct training that pinpoints issues like unconscious bias and ineffective communication. They have to pay us equally and actually take our brain power seriously through promotions and leadership roles beyond diversity posts.