??Don't Let Your Career Be Defined By Someone Else's Story. Create Your Own Success.

Throughout my career, I've had the opportunity to converse with many Women of Color and other underrepresented individuals who have been taught the same narrative:

"You will be recognized and rewarded if you put your head down, work hard, and do a good job."

I couldn't disagree more.

More importantly, this is a dangerous narrative perpetuated that keeps us in lower positions in organizations and prevents us from advancing in our careers.

Where does this narrative come from?

The Origins

• Cultural influences: Especially in communities of color, a persistent cultural narrative, often taught by our elders, exists. Stemming from surviving the history of colonialism, racist policies, and practices, economic uncertainty, or simply fearing for our well-being and safety, they advise us not to disrupt the status quo. It's deemed better to passively accept what is given to us with an attitude of gratitude, even if it's only crumbs.
• Lack of representation: Unlike our White counterparts, many People of Color, particularly in Tech, lack representation. The 2023 Tech Report revealed that 62% of Big Tech identifies as White, with a majority of senior leadership falling into the same category. As I like to say, "You can't be what you don't see." These senior leaders are crucial for advocacy, lifting others as they climb, and ensuring accountability in the upper echelons of an organization.
• Lack of strategy in career development: Many underrepresented communities don't discuss the necessity of being strategic in their career development. Some of this is due to a lack of awareness of available professional development opportunities. Additionally, institutional knowledge about promotion within an organization is often held in circles of power, typically in senior leadership (see why the lack of representation might be problematic?). Addressing systemic dysfunction requires us to be savvy and strategic.

So, how do you overcome the barriers shaped by this narrative? One approach I advocate for is called the 3 W's.

The 3 W’s:

• Who: As an underrepresented talent, the starting line is already set further back than for many of our White counterparts. Therefore, the individuals you engage with to develop your career matter significantly. Are you identifying mentors who are familiar with the organization and can help you navigate the terrain adeptly? Who will advocate for you in rooms you're not present in? Who will hold you accountable for your growth?
• Where: The organizations you choose to invest your talents in matter. While seeking stability in this competitive job market should be a priority, considering the long-term prospects is crucial. Are you in an organization that invests in your growth as much as you invest in them? Do they offer leadership development programs? Do you have access to tuition reimbursement or professional development stipends? Are you engaging in career development conversations with your manager regularly? If not, these could be warning signs.
• When: This guideline is particularly crucial for Women of Color. I follow the rule of 2: In two years, your manager should be discussing your next role or you should be considering a new organization. Vivian Tu, now known as Your Rich BFF, recently shared this rule in an interview, emphasizing its importance for Women of Color. She references a Forbes study from 2014, which found that staying in a job for longer than 2 years without receiving a pay increase of at least 15% annually results in earning 50% less over one's lifetime.

Every career path requires a unique approach and different considerations to determine which strategies to employ and when. If you're grappling with deciding how to progress on your own, seeking guidance from a coach or mentor can be invaluable. We're not meant to tackle these challenges alone.

I firmly believe in the potential of underrepresented individuals to rise, flourish, and find a sense of belonging—from the bottom to the top of every organization. Wherever you aspire to be, you belong there. Sometimes, it just takes intentionality and guidance to reach that goal.

If you're uncertain about your next steps and you're a Woman or Woman of Color seeking guidance, enrollment for the next cohort of Rising Leaders is open! Our program begins the week of April 15, and you'll embark on this journey alongside a supportive group, as our current cohort can attest.

Find out more about the program and register here. If you have any questions about the program before signing up, please don't hesitate to reach out. I'm always happy to chat.

Each career takes a unique approach and different considerations to determine which lever to pull and when. If you’re struggling with trying to decide how to move forward on you’re own, a coach or mentor can be invaluable during this time. We’re not meant to solve these problems in a vacuum.

I believe deeply in the ability of underrepresented individuals to rise, thrive, and find spaces of belonging - from the bottom to the top of every organization. Wherever you aspire to be, you belong there. It sometimes just takes intentionality and guidance to reach that goal.?

If you’re feeling unsure of what you’re next steps should be and you’re a Woman or Woman of Color seeking guidance, enrollment for the next cohort of Rising Leaders is open! We’re starting on the week of April 15 and will go through this experience as a group, which the current cohort loves.

Find out more about the program and register here. If you have any questions about the program before you sign up, please reach out. I’m always happy to chat.

The Second Cohort of Rising Leaders Program is Enrolling!