Navigating A Career Around Workplace Bias

Who is at your conference table?
In celebration of Black History Month, my articles during this month will focus on common professional challenges faced by people of color at the workplace. The topics themselves can be quite controversial due to the reluctance and avoidance of frank discussion.  My intention is that this topic becomes a topic of conversation at the workplace and evokes action among organizations and individuals to create an inclusive diverse workplace. My inspiration comes from some of my own experiences as well as those minorities who face bias silently or in private because they are afraid that their career will be negatively impacted. 

In my article Hiring Bias: When what you know won’t get you hired, I discussed the challenges and considerations minorities face when applying for a new position. Once in the workplace, the added stress of bias and discrimination is an additional pressure that minorities regularly experience. The simple considerations of dress codes and being the only minority in the company presents unique challenges for people of color.

Challenges in the workplace

Dress code/personal grooming guidelines

Black women around the world find themselves in a unique dilemma in which they have to decide on whether they should “straighten” their natural hair to be considered professional in the workplace. In fact, there have been black women who have actually been directed to straighten their hair to get hired or maintain their position. Those women in traditionally conservative professions such as attorneys or financial executives feel that they have to conform in order to be taken seriously.  Until recent years, the United States Army banned natural ethnichairstyles such as cornrows or twists. In January, the Army removed the ban on dreadlocks or twists. Some may wonder the fuss is all about, it’s just a style.  For black women, it’s more than a style. Chemical straightening is damaging to hair and the maintenance is expensive and time intensive. 

Black women must contemplate if they should wear their natural hair style
Black men experience similar challenges with companies that require a no beard policy. The challenge is that many black men suffer from a skin ailment common to black men, pseudofolliculitis barbae, (PFB). To be compliant with the no beard policy, black men suffering from PFB have been forced to shave despite the physical discomfort or detriment to their health.  Like their female counterparts, black men in traditionally conservative professions feel they have no choice but to comply. Despite the pain, many men shave or even use strong chemicals to remove the hair.  In 1991, a court in St. Louis ruled that a beard ban was unfair.  

The pressure of being the “first” or “only one”

Blacks who are the sole minority within their teams, the only black leader or executive experience an additional challenge.  They somehow become the defacto Ambassador of all blacks and is often enlisted as spokesperson and subject matter expert(SME) for all things “black”. Topics can range from personally knowing all universal blacks, providing insight on what all company-wide blacks may be thinking on a topic, translation of urban slang, experts on poverty to being assumed leader of company diversity initiatives.  As a result, many blacks feel the unfair responsibility and pressure to properly “represent” the black race and walk on eggshells to avoid false stereotypes. A high-profile example of this is Dr. Ben Carson’s (renowned neurosurgeon)appointment to Secretary of Housing and Urban and Development (HUD).   

Another challenge that many blacks face in the workplace is the assumption and implications that he/she was promoted or hired as a result of affirmative action.  These blacks are then assumed to be less qualified than their counterparts which garners less respect. Additionally, direct reports of black leaders may challenge their decisions or knowledge due to bias.

When being a good “team player” means accepting bias as the norm

Black leaders are often scrutinized more in their decisions or ideas. However, if a white counterpart agrees then the idea is more credible and therefore more accepted.  Some have gone as far as to repeat the exact same idea as their own or explains it slightly differently as if it had never been mentioned. Black leaders are expected to be “team players” by performing tasks that are outside of their job description and below their position level than their white counterparts.  One example as an executive being asked to be note taker or assigned lower level responsibilities while white counterparts are assigned position appropriate roles. To avoid “jumping to conclusions” these black leaders rationalize that they are being a “team player” and that it was an isolated incident. However, the rationalizations does not disguise the humiliation that is experienced.  
A recent high-profile example of this is the cancellation of The Today Show hour that was hosted by Tamron Hall and Al Roker to make way forMegyn Kelley from Fox news channel. Tamron Hall opted to leave the network. Obviously, her 10 years of working across the network being the team player was not enough to keep her in a position that a week prior was being celebrated for high ratings.

What’s Next?

Workplace bias, unconscious bias or discrimination is a real experience for blacks and other minorities in the workplace. Whether or not someone believes it occurs or can offer “explanations” for it does not make it nonexistent. Studies show that companies that are ethnically diverse outperform financially. Companies who tap into their diverse workforce realize many benefits. The following are tips for employees who may be experiencing discrimination and actions companies can take to increase diversity within the workplace.

Employees:  

  • Be authentic and confident in who you are. Do not change who you intrinsically are. This is critical to navigating in an environment where you may experience bias. If you don’t know who you are, then you may allow the negativity to impact you in ways that can cripple your self-esteem and ultimately your performance. 
  • Set realistic career goals. Set measurable goals that includes a timeline. This will keep you focused and allow you to measure your progress.
  • Know what you bring to the table. Your culture, unique experiences and talent are strong assets. Annually research industry position salaries and apply to 5 targeted companies. This will remind you of your marketability.
  • Be indispensable. Do the best you can to leverage your strengths and areas of opportunities. Use your strengths to solve problems that the company has.
  • Keep a record of your accomplishments. Make sure to detail the what, how and quantified results of each. This information will save time during review time, when seeking promotion or looking for a new position.
  • You are not responsible for an entire race. Challenge bias and stereotypes. Realize that you don’t represent your race nor should you be accountable for others’ choices or actions.   
  • Be prepared to make hard decisions. The time may come that you will have to choose to stay or go. 
  • If you experience discrimination, record and detail it and report it. If you have experienced discrimination of any type, Report it. If the company has a process, go through the internal process first.  The following resource can help determine what can be done.  


 Actions companies can take: 

  • Initiate honest diversity discussions with your leadership team. Is it a problem at your company?
  • Include a prominent diversity statement as part of the company’s core principles.
  • What hidden stereotypes or bias is your company perpetuating?  What are you willing to do to change? 
  • Review the diversity of your staff. Does your staff match your customer base?
  • Does leadership diversity match the diversity of their direct reports?
  • Is there a targeted effort to recruit diverse applicants? 
  • Explore the retention rate for minority employees.  Is it lower than average? Why? What does the exit interviews reveal? What are the top three reasons why they are leaving?  
  • Is there a safe environment and formal process for employees to report discrimination?
  • Is there proper diversity training and is it included in leadership training?
  • Engage all employees on ways to increase diversity in the workplace.


An inclusive, diverse workforce helps the company financially and is the right thing to do. What will you do?

Photo unsplash.com Carl Heyerdahl



Nanette Kirk is the President and CEO of NetKi Enterprises, A resume writing and motivational services company. We are taking a step to improve our perspective and help our clients reach newer heights in their career. To learn more about us, get free resources or receive career tips in email go to www.netkienterprises.com. Be inspired at our sister site at www.netkient.com. Follow me and the NetKi Enterprises Company page on LinkedIn. 



Additional Resources used for this post:
Sini, R. (2016 May 15) Wear a weave at work – your afro hair is unprofessional. Retrieved from http://www.bbc.com/news/uk-36279845.
Dossou, M. (2013 July 3) Natural hair vs. corporate America: Why are we still fighting this battle? Retrieved from http://www.ebony.com/style/fighting-for-our-hair-in-corporate-america-032#axzz4Y9F1btzC.
Lewin, T. (1993 Mar 11) Beard Ban ruled unfair to Blacks. Retrieved from http://www.nytimes.com/1993/11/03/us/beard-ban-ruled-unfair-to-blacks.html.
Didomenico, P (2013 Nov. 1) Close shave: Is it legal to set a no-beard policy for male staff? Retrieved from http://www.businessmanagementdaily.com/37090/close-shave-is-it-legal-to-set-a-no-beard-policy-for-male-staff
Johnson, M.Z. (2015 Nov. 4) 6 Struggles of being unapologetically black in a professional environment. Retrieved from http://everydayfeminism.com/2015/11/unapologetically-black-at-work/.
Johnson, M.Z. (2015 Apr. 20) We need to get rid of these 4 racist ideas about people of color in the workplace before we can “race” together.  Retrieved from http://everydayfeminism.com/2015/04/race-together-workplace-racism/.
Harvey Wingield, A. (2015 Oct. 14) Being Black – but not too black-in the workplace. Being a person of color at a predominantly white workplace creates its own special kinds of stress. Retrieved from https://www.theatlantic.com/business/archive/2015/10/being-black-work/409990/.
Harge, C. (2016 Apr. 23) Can I be a black woman at work? Retrieved from http://www.clydefitchreport.com/2016/04/black-woman-work-racism/
Henderson, L.M: Butler B. (2016 Dec 05) Army’s ban on twists, other natural hairstyles sparks calls of racial bias.  Washington Post.  Retrieved from (https://www.washingtonpost.com/blogs/she-the-people/wp/2014/04/03/armys-ban-on-twists-other-natural-hairstyles-sparks-calls-of-racial-bias/?utm_term=.90c305cd9878    
Gabriel, T. (2016 Dec. 5) Trump Chooses Ben Carson to Lead HUD. Retrieved from https://www.nytimes.com/2016/12/05/us/politics/ben-carson-housing-urban-development-trump.html?_r=0).
Boylorn, R. (2014, Nov. 11) Working while black: 10 racial micro-aggressions experienced in the workplace. Retrieved from http://www.crunkfeministcollective.com/2014/11/11/working-while-black-10-racial-microaggressions-experienced-in-the-workplace/
Hunt V.; Layton D.; Prince S. (2015, Jan.) Why Diversity Matters. McKinsey and Company. Retrieved from
http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters.   
Greer, C. (2017, Jan. 27) Huge shakeup at Today to make way for Megan Kelly. Retrieved from
http://pagesix.com/2017/01/27/huge-shakeup-at-today-to-make-way-for-megyn-kelly/
Workplace Fairness, It’s everyone’s Job.  http://www.workplacefairness.org/proving-employment-discrimination

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