Every Black Woman Has Been Interrupted by a Hannah Berner at Work
There’s a specific kind of interruption that Black women experience at work. It’s the well-meaning but insidious kind. The one wrapped in performative curiosity, unchecked entitlement, or an assumption that our authority is negotiable. And if you’ve been paying attention, you saw this play out in real time between Podcast Host and aspiring comedian Hannah Berner and rapper Megan Thee Stallion.
Before you think we are just engaging in celebrity gossip (which we have no interest in), let’s be clear: celebrity and pop culture references often offer us an opportunity to critique and examine other behaviours as a way to learn. And what happened in this interview is something every Black woman has experienced in professional settings.
In a recent interview, Hannah interrupted Meg multiple times, rushing past her answers, reframing her words, and ultimately steamrolling the conversation. But the real problem was when Hannah made the comment that she listens to Meg’s music when she wants to fight—a blatant microaggression. Megan has never explicitly solicited violence, and for that to be the association, particularly in light of her being shot by a peer, is not just careless, it’s violent. The multiple interruptions were terrible, but not as bad as this moment, which Meg was then forced to graciously correct in real time. She did so with the kind of practiced grace that Black women have been forced to master in the workplace. No exasperation. No defensiveness. Just a steady recalibration in real-time, as if she had done it a thousand times before. Because she has. Because we all have.
The Reality of Workplace Microaggressions
What happened in that interview wasn’t just a moment of poor conversation etiquette; it was a textbook example of a workplace microaggression. Specifically, the kind Black women encounter from other women—especially white women—who, intentionally or not, assume dominance over the dialogue.
These moments are not always overt, which makes them harder to call out. They show up as:
Talking over or interrupting Black women.
Reframing or invalidating our ideas in real-time.
Taking credit for contributions that were ignored until repeated by someone else.
Tone-policing or ‘softening’ our directness to make it more palatable.
Dismissing our expertise, despite credentials and experience.
Hannah was clearly uncomfortable, which is often the case when people are confronted with their own biases in real-time. But discomfort is not a justification for harm. Black women are often placed in a double bind—if we push back too hard, we risk being cast as aggressive or difficult. If we let it slide, we enable a cycle of disregard. Megan Thee Stallion showed us a third option: she stayed composed, but she did not concede. She modeled the balance of grace and self-advocacy that so many of us have perfected just to exist in these spaces.
Why This Happens—And Why It’s a Pattern
At the root of these interactions is an unconscious hierarchy that still plays out in professional and social spaces. White women have historically been positioned as the default ‘oppressed-but-innocent’ counterpart to white men, with their privilege often going unexamined. This privilege can manifest as entitlement to space, ideas, and authority, even over those with lived experience and expertise.
When a Black woman asserts herself, challenges an interruption, or corrects a mischaracterization, she is often met with resistance—sometimes subtle, sometimes overt. The ‘angry Black woman’ stereotype looms large, and many non-Black women (even those who see themselves as progressive) react defensively, flipping the narrative from ‘I interrupted you’ to ‘You’re being aggressive toward me.’
What Non-Black Women Can Do Differently
If you are a white woman (or a non-Black woman of colour) reading this and feeling defensive, pause. The goal here isn’t to shame, it’s to illuminate. If you’re genuinely committed to allyship, consider this your invitation to shift your habits. Here’s how:
Listen More, Speak Less. If a Black woman is sharing an insight, resist the urge to interject, reframe, or add your own take before she’s finished speaking. Let her complete her thought.
Examine Your Reflexes. If you feel the need to soften, challenge, or take control of a conversation with a Black woman, ask yourself why. Is it discomfort? Is it an unconscious belief that you know better?
Amplify Without Appropriating. When a Black woman offers a perspective or solution, acknowledge it. Give credit. Do not wait for a white colleague to repeat it before you co-sign.
Check Your Tone Policing. If you find yourself thinking a Black woman is ‘too direct’ or ‘too serious,’ challenge that bias. Ask yourself whether you’d react the same way if the same words came from a white colleague.
Accept Correction Without Defensiveness. If a Black woman corrects you, take it as an opportunity to grow, not as an attack. Avoid flipping the script to center your own discomfort.
Educate Yourself. Learn about the common microaggressions Black women have to navigate and the oppressive systems they are rooted in. Google, books, podcasts, and other resources are your friends. The more you understand, the more intentional you can be about avoiding unnecessary harm.
The workplace (and the world) will not become more equitable by accident. It requires intention, discomfort, and a willingness to rewire the patterns we’ve inherited. So, when you witness a Hannah Berner moment—whether you’re the one interrupting or the one watching pay attention. And then do better.
Because every Black woman has been interrupted at work. The question is, will you be the one interrupting—or the one making space?
Want to Do the Work?
At Bloom, we offer various training sessions that help people mitigate perpetrating microaggressions at work, explore their unconscious biases, unpack anti-Black racism, and learn how to apologize and take accountability in professional spaces. (A session Hannah may need to take if she doesn't apologize soon) If you’re interested in fostering a more inclusive and equitable workplace, reach out to learn more.
Side note: Since we’re on the topic of work, can we please just bring back real journalists on these red carpets and not podcast hosts and TikTok personalities? Because moments like this remind us why skilled, trained professionals are necessary in these spaces.