Expertise Abounds, Dignity Scarce

Growing up, my mother used to constantly say:

Jaya, whatever you want to be, you can. You just have to do twice the work to get there. Whatever a white man or woman does, you will have to do double.

The Libra in me was not thrilled at this prospect. ??

I am all about balance, fairness, equity. Why should I have to do twice the work? Teenage Jaya was not having it. I would insist that she was wrong.

Spoiler alert: She wasn't. ??

As I got further in my career, what both surprised me and offered me comfort, was that many other Women of Color had received the exact same message from their mothers, grandmothers, aunties, and other women in their life. The generation before us had entered Corporate life, promptly realized that many Western countries an unspoken hierarchy based first on race, and secondarily on gender existed as an unspoken rule, and Women of Color were towards the bottom of this unfortunate pyramid. To help us, the next generation of Women of Color entering the workforce, this was a message of caution and preparation. How I appreciate this now.

The corporate hierarchies of many organizations remind me of the Caste system that has long plagued India. This is a system of social hierarchy and privilege that I have long rejected as an Indian woman myself, and there are so many parallels between the racial hierarchy that exists here in much of the Western world and this social structure of ancient India.

Isabel Wilkerson beautifully illustrates this case in there book, Caste: The Origins of Our Discontents, which I highly recommend you read. In her book, Wilkerson writes:

If you can act your way out of it, then it is class, not caste. Through the years, wealth and class may have insulated some people born to the subordinate caste in America but not protected them from humiliating attempts to put them in their place or to remind them of their caste position.

This line hit me particularly hard, not only as a diversity, equity, inclusion and belonging practitioner, but a Woman of Color. I sit here as one of the most educated women in my family, having objectively accomplished a respectable amount in my career.

Yet I am still faced with the same challenges that my mother and other Women of Color warned me about - despite having many qualifications, there are have been multiple attempts to belittle me in large meetings, question my ability to complete an ambitious plan openly, and doubt my capabilities in conversation.

Most of this tends to happen in spaces where I am the only Woman of Color, sometimes the only Person of Color.

Does it hurt? It used to. I've developed a thick skin over time, recognizing that I represent a threat to the social order that has always existed for many.

• It's why they intentionally mispronounce my name repeatedly.
• It's why they shut me out of meetings where my presence and expertise would be beneficial.
• I why I have to achieve twice the accomplishments to reach the exact same position as my counterparts from the dominant culture.

And I'm not alone. According to the McKinsey Women in the Workplace 2023 report, many women who posses marginalized identities report a greater number of microaggressions, or everyday discrimination, in comparison to their white counterparts, like their name being mispronounced or being mistaken for a different person of the same race.

Navigating similar dynamics

First off, if you're experiencing a similar situation, whether as a Woman of Color or at another intersection of underrepresentation, my heart goes out to you.

I see you.

Just like the job market of late has demonstrated the lack of job security and reminded us to never remain complacent, you should also never be complacent in your career development.

Your first advocate for your career advancement is yourself.

Is that ideal or fair? No. But it's reality. We'd hope that all organizations are proactive and supportive of developing, promoting, and retaining their employees equitably. However, based on that same McKinsey report, we know that simply isn't true.

For example, we know Women of Color are being left behind when it comes to Leadership Development as they advance in their career, with only 6% of the C-Suite including Women of Color.

So how do we move proactively in spaces not designed for us? Here are three suggestions:

1. Develop a long-term career plan with milestones attached: Long-term is defined as the next 3-5 years, and you should make sure you outline the goals you need to achieve in order to reach them.
2. Invest in professional development: Many organizations offer a professional development stipend, either at the department level or attached to each employee. Ask your manager if you have a stipend available. If you do, invest in continuing education courses, a LinkedIn learning subscription, or coaching. View it as an investment in your future.
3. Have intentional career conversations with your manager: Many managers have not been equipped to have intentional career conversations with their team, so this is where you can be proactive. If you think you are eligible for a promotion in the near future, start that discussion with your manager. If you are looking for an opportunity to learn a new skillset, begin that conversation.

Whatever you choose to do to invest in your future, make sure you're documenting the steps you're taking for both yourself and your manager. You'll thank me later. ??

DEIB TL;DR

• Women of Color are told by their predecessors to obtain twice the qualifications and achievements in order to progress in their career.
• An unspoken hierarchy exists in many Western corporations that is rooted first in race, and then secondarily in gender that many Women of Color navigate in their career within organizations.
• If you find yourself in a position where you are not being invested in from a career development standpoint, become your first advocate.
• Developing a long-term career plan, investing in continued development, and having intentional career conversations will start you on a path for success.

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• I've created a new resource - 8 Powerful Responses to Subtle Discrimination (aka Microaggressions) - Allies love it too! ?? I hope this helps you build the inclusive culture you want to see.
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