Don’t Let Anyone Dull Your #BlackGirlMagic

How to Navigate Blackness in the Workplace as a Millennial Professional (even when it’s not Black History Month)

Rowan Pope: Did I not raise you for better?  How many times have I told you?  You have to be what?

Olivia Pope: Twice as good.

Rowan Pope: You have to be twice as good as them to get even half of what they have!

–ABC’s Scandal, by Shonda Rhimes

The fictional conversation between Olivia and Rowan Pope is all too familiar for black American women in the workforce.  Since their introduction to American society, black women have had to work even harder to gain opportunities that rightfully belong to them–freedom, acceptance into schools, scholarships, acting roles, ownership of their sexuality, jobs, equal pay.  You have to be twice as smart, twice as quick, twice as well dressed to get half of what your white counterpart has, because the white woman has historically always be preferred. Here are just a few examples of this historical prejudice:

• Black women have been dehumanized and silenced for crimes committed against them such as slave rape. They were considered property and therefore open to violation or they were promiscuous Jezebels who were asking for it.  These stereotypes followed them into Jim Crow and even today (Source: Scholarly Commons of FAMU Law http://commons.law.famu.edu/cgi/viewcontent.cgi?article=1067&context=faculty-research). Meanwhile, if a white woman complained of a black woman stealing from her or disrespecting her, the consequences were dire if not deadly.  This left the white woman looking pure and moral, while the black woman became villainized.
• Black women were often not invited or even turned away at suffragists events, forcing them to start their own movement–Black Feminism (Source: MIT http://www.mit.edu/activities/thistle/v9/9.01/6blackf.html).
• Because the black woman has been villainized and labeled as the other throughout history, the black woman of today must work twice as hard to dispel these stereotypes that may make them unmarketable because they have bled into modern-day prejudice (Source: Mitu Gulati and Devon Carbado, professors of law at UCLA, Working Identity http://www.lawschool.cornell.edu/research/cornell-law-review/upload/Carbado.pdf).

Since Generation Y began its entry into the workforce (particularly corporate America), we have had a hard time being “appropriate” at work.  This is because the old rules of what was considered appropriate are changing, and we are leading this change.  Being a vocal generation, we do not tend to do well with rules and regulations on conversations and discussions.  “You don’t talk about religion, politics, or race.” You keep your head down and get to the position you want before you speak.  But with the rising demand for diversity in the workforce and the simple fact that America is the melting pot we say it is, at some point race will come up.  And when it comes to black America at work, naturally, slavery and Jim Crow and current events will also.  This generation is challenging the conservative notion of silencing racially-charged political discussions in this forum, because these issues are vital to intersectional equality for women.  And it starts where they spend more time than anywhere else–work.

This Black History Month and every day going forward, here’s why black women and everyone around them should take racial factors into account at work.  This article is not just for black women, so don’t stop reading just yet!  Everyone of any race, gender identity, and status can find ways to make positive changes in the work climate.  And, being a black millennial myself, I have discovered solutions and ways to navigate and encourage blackness within a white-dominated corporate world…

The Facts: Black women have to make a dollar out of 60 cents.  While white women only make 79 cents to the man’s dollar, black women barely scrape up sixty cents to that dollar (Source: Fast Company via National Partnership for Women and Families https://www.fastcompany.com/3058802/equal-pay-day-is-more-complicated-than-cents-on-a-dollar). The intersectional wage gap is indeed real.  For Hispanic women, the gap is even greater (55 cents to the dollar).  Much like the original suffrage movement, women of color are being forgotten in the fight for equality.  “Never discuss your pay with anyone,” was never about etiquette.  It was about keeping people, especially women and people of color, from knowing what was fair and realizing they were being cheated.

The Solutions: In some cases, being a vocal millennial is extremely helpful.  We are not afraid to ask for what we want or to negotiate.  If you want to earn your correct wages for the Black Girl Magic you are spreading, start by being assertive and direct with your superiors.  Request a meeting, bring coffee for you both, and firmly state your reasons for requesting that raise.  Have your list ready!  Show how your continued commitment will benefit the company.  And if the answer is no, try again in three months with a new tactic.  Ask directly what it will take to earn a raise.  But the key is never to let it go. You deserve your check to show for the work, and though you may be rejected at first, you will never get it if you don’t push.  Don’t get yourself fired, but make your intentions known.

Allies: If you are not a minority in the workplace, use your privilege and “Lean In” to help your sisters of color.  If you notice discrepancies, don’t perpetuate it–call it out.  Advocate one another and watch the change.

The Facts: Your black life matters.  Black lives build the workplace. It is difficult to say, “Never talk about race,” when it is a part of your existential narrative every day.  The woman shot down by police could just as easily be you. The victims and families of black women subject to racially-charged violence, all work for somebody. To tell a parent of a child who has fallen victim to this that they cannot bring it to the workplace is humanly impossible. It hinders them from being able to grieve or even receive proper condolences.  For a black woman in a high-profile company, an encounter with security can go from a simple “Are you in the right place?” to a crime scene investigation.  Whether you are said black woman or the white man who owns the company, trust and believe the company will suffer if there is not a mutual understanding about systemic prejudices that spur these acts of violence.  But an understanding cannot occur if we do not make it our business to inform one another on how different people are viewed and treated by those in authority.

The Solutions: Black millennials can lead the conversation around this.  We are the first generation of black America to truly be free–not constrained by slavery, Jim Crow, or even segregated marriage.  But there is still a systemic prejudice that bleeds into the workplace. We can fight this by being open to educating our co-workers.  Suggest a workshop around diversity and rhetoric to allow everyone more insight around both outright and implied racial issues.  Some people genuinely want to understand our struggle.  And some are truly prejudiced and will wield that on you in the office.  When this happens, continue to educate and keep your cool.  When I say this, I do not mean you should succumb to “respectability politics.”  This means that you stand your ground firmly but professionally.  Never let a bigot come between you and your career.

Allies: This is your opportunity to educate yourself and those around you as well.  Be sensitive to subjects like this.  Think about it: Many of the family members of these victims are expected to go back to work rather soon, where people will be asking questions and making judgements.  How would you feel in those shoes?  Listen more than you speak, and defend and believe your black sisters if they tell you they have been mistreated.  Otherwise, a hostile work environment will ensue for everyone.

The Facts: Black women are shunned for sporting their natural hair.  Women are constantly judged and punished for their looks at work, be it for their choice in makeup (or lack thereof), their body type, or their taste in fashion.  But tack blackness and natural hair on and it can mean a number of additional problems.  I ran a simple GoogleImage search of “professional” versus “unprofessional” hairstyles.  The results do not hide the prejudice:

“Unprofessional”

“Professional”

This is no different than shunning women for dyeing their hair with loud colors or wearing a hijab.  For black women who proudly sport their naturally curly or kinky textured hair, braids, or dreadlocks, being seen as unprofessional leads to other punishments– not being invited to lead special projects, being silenced in meetings, getting passed up for raises and promotions, and not receiving equal pay.  In fact, just in September 2016 the 11th U.S. Circuit Court of Appeals ruled in favor of allowing corporations to refuse employment or rescind employment offers from women with dreadlocks (Source: The Huffington Post http://www.huffingtonpost.com/entry/appeals-court-rules-dreadlocks-work_us_57e0252ae4b0071a6e08a7c3).

The Solutions: Black women, this is your opportunity to speak up.  Be assertive in meetings and projects, and allow your work to be so uniquely you and excellent that your hair is not even a factor.  Fight out discrimination in court or through the media if necessary.  Also, make sure you are dressing the part.  Professional attire is imperative.  Pairing your crotchet twists with a crisp button-down and a pair of fresh-ironed trousers show that you and your hair are professional.  You don’t have to be ashamed of your hair to get where you want to be.

Allies: Amazing things can happen when women lift each other up.  Echo your black co-worker’s proud choice and compliment her on her natural hair.  And do the same for the woman wearing the hijab or the woman who has lost her hair.  Everyone has more to contribute to the company when they feel happy and confident.  But whatever you do, do not try to touch someone’s hair that is different from you.  While genuine interest is appreciated, throughout history and even today women who are different (especially black and Muslim women) have been put on display and made fun of for it.  Also, if you are not close, this is a major violation of personal space.  And it can bring up very sensitive feelings.  So just stick with “I love your hair,” or “That is a beautiful headscarf.” This makes everyone more comfortable and ensures a happy work environment based on trust, respect and compassion.

The Facts: There is almost always a token black woman.  Millennials have made black women the most educated group, male or female, in this entire country.  Black women are awarded 66 percent of bachelor’s degrees, 71 percent of master’s degrees and 65 percent of all doctorate degrees  (Source: The Independent via National Center for Education Statistics http://www.independent.co.uk/news/world/americas/black-women-become-most-educated-group-in-us-a7063361.html).  Yet in the workforce, black women only hold 11.5 percent of S&P 500 company board seats, 9.5 percent mid-level and management positions, and 4.5 percent of senior-level or executive positions.  Our 114th U.S. Congress only hosts 33 women of color, and only 18 of them are black women (Source: Catalyst http://www.catalyst.org/knowledge/women-color-united-states-0). There is more than a lack a representation here. How can women, or women of color for that matter, reap the rights we are all fighting for if we do not have representation or a proper seat at the table?

The Solutions: All women, get in there and promote each other.  We could all make it to the table, women of every race, if we stop allowing the men in power to convince us there is only one seat.  Go for the jobs that are “not for you,” even if you do not feel 100 percent qualified. As our PINK panelists said at our recent Fall Empowerment Luncheon, men throw their hat in if they only meet half the qualifications. “We have to do the same,” said Maria Brennan, CEO, Women in Cable.  And once you get a foothold, reach back put another woman in the spotlight.  The women working under the Obama administration had the right idea with their “echoing” strategy.  When a woman had a good idea, another woman would acknowledge it publicly, compliment it, and call the innovator by her name.  And the other women followed suit.  This made the women of the Obama administration harder to ignore and promoted camaraderie amongst female professionals in a high-powered, high-pressure workplace dominated by men.  This sounds cliché, but Black Girl Magic is more powerful when more than one person can sparkle. Spread success over your career and over the careers of your sisters.

These habits are critical for the advancement of women and women of color.  And they cannot be ignored at the end of Black History Month.  It is important that our daughters, nieces, granddaughters, and even our mothers and sisters can walk into a professional environment and be as well as see themselves.  Laying the groundwork to let them know that they are enough and can be confident in what they bring to the table is crucial in order to build the women’s workforce that our ancestors began fighting for centuries ago.  There is power in being unapologetic about who we are, and if being black and being a woman is a part of that, then it is time to have these constructive discussions and claim our seats.

By Jessica Wise
Photo by Jakob Owens