Not Enough or Too Much? Working While Black

Hello {{ first name | friends}},

As a Black woman in corporate, or in any office job, you're always under scrutiny. Heck, as a Black woman existing and minding your own business, the same is true.

Downgraded For Being Quiet

I learned that for the first time at a training day in England. I've told the story before, but here it is in a nutshell. I was quiet throughout the day, as the trainer wasn't telling me anything I didn't know - no point in taking up airtime when there were people who needed the input more, I thought.

Having aced the tests when the training finished, I discovered that the trainer thought that my silence equated to ignorance rather than knowledge. In other words, I'd been under scrutiny, and he'd drawn the wrong conclusion. It was a lesson I wouldn't forget.

It's one of the reasons why, even in the discomfort of my introversion (nothing wrong with being introverted but in my case it didn't lead to social adeptness) I constantly had to force myself to speak up and advocate for myself. Now it's easier than it would have been then, as I can use writing - for which I have a gift - as my main mode of communication.

Not Enough or Too Much?

Returning to the work sphere, the criticisms of Black women usually fall into two camps: not enough or too much, with a side order of microaggressions and outright racism. You can keep your head down, be good at your job, and prop up the poor managers above you in the hierarchy, and you'll still hear that you lack leadership qualities, confidence, experience and those go-getter qualities that are often prized in men and despised in women.

Because if you DO have any of those qualities, you'll suddenly be too full of yourself, too pushy, too confident (I got accused of this once because as a tall, long-legged woman, I strode through the corridors, even though inside I was quietly uncertain). And of course, in both cases, it can be said that you're not a team player.

From Pet to Threat

While some Black women are lucky enough to be in environments where they have mentors and advocates, many don't. Instead, by the time they get to their second job, they can see what's ahead with a dreadful inevitability. It's often the "pet to threat" syndrome (the term coined by Dr Kecia Thomas in 2013, which is still all too relevant today.)

In fact, sometimes the "pet" period is pretty short. You may be welcomed into the company initially, but there'll likely be someone you report to and a close colleague who doesn't have your best interests at heart, is racist, or just hates you, and who will undermine you at every turn.

Turn in the same level of performance as your white colleagues, and you'll be under-performing. Exceed their performance, and you'll need to be brought down a peg or two. Before you know it, you're on a performance improvement plan, and the only way to rescue your stalled progress internally is to get another job. Racism, discrimination and bias win again.

Take Action

Anti-racism advocates, this phenomenon is visible, if you are paying attention. So pay attention. And, if the person affected is ok with it (do check if they want your support) you can call out inconsistencies in treatment, both directly and by starting conversations that make others aware too. You can advocate for them in rooms they're not in. And you can show up consistently so they know they have some support. Don't expect trust at first, but do what you know you have to do as an active anti-racist.

P.S. This phenomenon doesn't just happen in the office: check out the news and see how many Black women in prominent positions have been driven over the glass cliff in the past year alone and how many ridiculously qualified Black women end up out of a job simply for saying what they saw - you'll get into double digits pretty fast.

Thanks for reading.

Sharon