How the Underrepresented can Own their Career Despite the Institutional Friction

This story is no old one. We know the unspoken rules of the corporate world. We know that even if women and people of color bust their ass off, they’re still at a disadvantage. So how can they accelerate their career despite this?

From my chat with Ricky Robinson, I learned that there’s still a way to be crazy successful. Like most of us, Ricky started from the bottom, but he worked his way up to being an HR executive for the world’s top brands in various industries, becoming a podcaster, and an executive coach.

As an African American in HR, he’s well aware of how the game has treated the underrepresented. There’s no doubt that we’re seeing a lot of change now, but it’s still too early to tell if this can be really sustained. Until then, here are things you can do, according to Ricky.

SYCK Tips to Own Your Career

1. Recognize that the game is flawed

Ultimately, you didn’t make the rules, and they’re just not made for you. “So if you think you can go in here and bust this show up on your own to create systematic change, you’re probably in the clouds a little bit,” Ricky warned. So will you be mad? Or will you continue to play the game??

• Know your worth. Check the market for how much you should actually be paid.
• Know how to ask what you’re worth. Here’s the million-dollar question to ask your boss for a promotion: “What needs to be true for me to be able to get there?” Of course you also have to ask yourself how you’ve impacted your function, your team, and the company – those are your receipts.

For job interviews, ask: “Is there anything about my background that gives you cause for pause in terms of moving me to the next level of this interview process or me being able to do this job?”

• If you don’t get it, claim what you deserve elsewhere. It’s actually not that hard to hire and promote people. And you’ll be able to smell “fine print fuckery” when it’s there.

2. Leave, if needed

You do yourself a great disservice if you stay in a company for too long without growth and progression. When they don’t see your worth, you also start to forget that you can actually do more. So what’s too long??

I advise my clients of my two-year rule – in two years, you should be going up in terms of promotion, and over in terms of functional experience. If not, then just go out.?

For Ricky, your first 3-6 months should be where you figure out your job and what the company does, the next 3-6 months are for discovering how you can add value, and the next 1-3 years are when you make big things happen. If not, move on.

Actually, to get a bigger pay internally, you might need to tick off 10 boxes, if externally, maybe only five to six, revealed Ricky. Just ensure you get everything out of your role in terms of exposure and visibility to show you have learning agility.

3. Know where you want to go

Why leave if you end up in the same toxic environment? Know what you like and what you don’t like, and treat those as your non-negotiables. Other than your preferences, see that your next company or role is aligned with your plan, propelling you towards your big goals.?

But on your part, ensure that you can deliver – no BS, because they will see right through that. “People want people who get the job done,” Ricky emphasized.

4. What we should see more of

Employers, it’s going to take so much more to make employees feel they actually have a future in your company. What Ricky recommends:

• Let them know you see them
• Let them know what they have to do
• Hire women and people of color in decision making roles
• Hold leadership accountable to support long-lasting change by involving their compensation. No reward, no motivation.

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