The intersectional focus on race and gender in organizational contexts has become a prominent topic in the Nordic context, particularly within the education sector. However, how do these dynamics manifest concerning gender equality within the Danish corporate world? While public discourse often centers on women in leadership positions, binary gender quotas and significant challenges in the job applications process, this thesis argues for a deeper and broader exploration of racial minority women’s own experiences of equality in the Danish labor market. By incorporating these women’s central experiences, a comprehensive understanding of their perspekctives and interpretations can complement and enrich quantitative research, contributing to more equitable policies and practices within the Danish labor market. The empirical work of this thesis comprises 10 qualitative semi-structured interviews with brown and black women, selected through a LinkedIn post. Through their lived experiences, they provide insights into their work lives through narratives that are both racialized and gendered in the context of equality. Their diverse professional backgrounds reflect a wide spectrum of the Danish corporate sector, encompassing private and public sectors and NGOs. The findings of this study on the experiences that racial minority women encounter in their work lives. The first finding is the link between these women’s professional qualifications and their racial skin colour, often leading to situations where they are involuntarily placed at the center due to racial comments or inquiries. For these women, this process of racialization engenders discomfort that activities hyper-vigilance around the dehumanization and objectification they may experience.The second finding underscores the importance of representation in workplaces. The lack of representation of racial minority women can lead to internalizing a negative perception of their job opportunities. This can hinder them from envisioning themselves in leadership and decision-making roles, impeding career advancement. The third finding focuses on the historical racial hierarchy and its impact on women’s career development. They perceive that their professional competencies are overlooked or underestimated due to racialization. These experiences do not only manifest as individual challenges but also point to hierarchical structures rooted in European colonization and traditional patriarchal gender roles from ancient times to the present. In conclusion, this analysis seeks to shed light on the challenges of gender equality that racial minority women face in their workplaces and the consequences arising from the intersectional perspective of race and gender. Furthermore, it discusses the psychological consequences of racialization, such as minority stress and hyper-vigilance. Despite these challenges, the women exhibit remarkable micro-resistance strategies that actively fight for their rights and consciously resist racialization. There is a need for further exploration of the specific resistance strategies employed by these women, which could potentially contribute valuable insights for companies and organizations seeking to enhance their concrete action plans within gender equality policies and strategies. The thesis’s results emphasize the recommendation that Danish companies and organizations not only redefine the realm of gender equality but also actively develop inclusive workplaces that recognize and value their employees solely based on their professional qualifications.