The Likening Factor: Part Two

Angela Solomon • Mar 18, 2019

In picking up from last week's article, The Likening Factor", where I spoke about the challenges people of color face when interviewing with finance and technology companies, I felt this topic needed a second part that speaks specifically on the experiences of people of color and women in the workplace as a whole. Companies continue to expect and reward cultural conformity devoid of understanding cultural differences. They are known for the most innovative technology advances and creation of apps for its greater audience all while raking in massive dough. It is also ironic, in that the very environment in which all of this cutting edge technology, and privilege lives, lacks all things diversity and inclusion. This same issue transcends industries and can easily fit for Wall Street, the Fashion Industry, and beyond. Although there are some glimmers of workplace environmental changes, not enough is still being done to applaud it and say now we are onto something. 1) A lot of minorities and women hate to come to work, or have to literally drag themselves out of bed. They are tasked with preparing themselves, and establishing the frame of mind to deal with being subjected as an outsider. 2) The work that goes into code-switching is absolutely exhausting, and many minorities and women have to do just that to be seen and heard. 3) A lot of minorities and women understand that all these factors, that go into "likening yourself" to fellow employees, prove to be isolating, and could even cost you your job!


1) How defeating is it to have to start your day with a job you may like, and the work you may do, but absolutely dreading the people you work with, and feeling like a constant target for racism and type base? In workplace experiences after being hired, Barton speaks on the fact that he had to listen to uplifting music before going to work, to put him in the mind to deal with his colleagues. The turmoil he faced where people would grab their wallets, where security constantly questioned his presence, and where if ideas where not 'likened" to that of your team, you are cast aside and stereotyped as the angry black male. Who's with me, and who's experienced this? This happens plenty, but how can hostile workplace situations, such as the above mentioned, ensure these individuals true success? It can not.


2) Code-switching is when you literally have to leave parts of your racial and gender identity at home to be white, and to be male. Now what this translates to, is black people having to act, speak, and be white. And for women, this means leaving all the feminine stereotypes behind to appear more masculine. Now for women of Wall Street, they have had to become more masculine to be seen and heard. They've made movies about it. Blacks like myself, who recruit, (which is an over the phone business) have had to change our culturally ethnic names, for conventional names such as: Michael, Susan, or Todd. Those who have really succeeded on the street, have had to forfeit hopes and dreams of family and friendships, just in an effort to make a living. As for minorities, dialect had to become more white sounding, and appearance has had to be Europeanized in order to succeed. This has resulted in some extremely damaging effects to our communities, and to our psyche's. Burnout is real, where flourish of ideas and careers are so often diminished as a result.


3) Constant likening and fear of losing your job is absolutely exhausting, and a very real thing for those who have to do this. With the hopes of being accepted, acknowledged, and to have a level of success that can come anywhere close to their white male counterparts, minorities, and women, are in a constant cycle of stripping themselves to be liked and accepted in the workplace. Always having the fear of losing your job, or being seen as the angry black woman, or the hormonal lady executive, forces many of us to continue this death defying tightrope act.

I close out this 2-part likening series optimistic for change but understanding we need to put these issues on the table to dissect and discuss. It is only this, coupled with empathetic individuals, who are in a position to drive change, that we still start to see real change. Companies are losing out big time, because they can't seem to get out of the way of their internal systems that are not simply built to accommodate racial and sexually diverse candidates. It's again okay to sell your technology and apps to people of color, but what's not, is having our say in the rooms that generate these ideas. Just like it’s okay for us to be the dominant consumer of your products, but not be in the concept rooms that decide what products to introduce to the audience. It's okay to sell us your financial products, be advisers to our wealth, but not be on the other side formulating the ideas to maintain it. Tech forward, fashionably fake, and finance savvy, but lightyears behind. The need for plurality of diverse representation is NOW, without having to liken yourself to fit into a mold.


I AM someone who sees incredible potential and opportunity in places where some people don't think to look. Minorities and women are still marginalized in the working world. As an owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace’s invisible and powerless. I rarely bet on certainty and always root for the underdog because, after all, those are the best stories to tell.


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Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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