Identity is a critical attribute of effective leadership. Moreover, interactions in the workplace (be they formal or informal) shape employees’ identities, as they reveal the extent to which identities are accepted or contested (Sanchez-Hucles & Davis, 2010). Sport organizational cultures, aptly characterized as inequality regimes (Acker, 2006) established at the axes of race and gender (and other ascriptions), create habitus (Bourdieu, 1984) of inclusion and exclusion that uniquely impact the identity and the leadership opportunities and experiences of Black women employed therein. The climate of many sport organizational cultures often discourages Black women from ‘bringing’ their authentic Blackness into the workplace, requiring them to engage in a number social-psychological strategies to insulate and protect the essence of their ‘self’ at work. This presentation is an excerpt of a larger project on Black women in sport leadership (Simpkins & Armstrong, In Progress). It will discuss race as aesthetic labor (Williams & Connell, 2010), and it will illustrate the manner in which Black women sport leaders navigate their Blackness in the workplace as: (a) personal agency, and (b) embodied racial identity. It will conclude by discussing the need for inclusive organizational cultures and workplaces free of anti-Black racism where Black women may thrive in the fullness of their Blackness as leaders.