| I've worked on-and-off in corporate America for 12 | | | | executive experience for competitive executive pay, |
| years as a consultant, independent contractor, and an | | | | or because they make a positive statement about a |
| employee. In that time, I've had the dubious distinction of | | | | company's "commitment" to a diverse workforce. |
| being the only black man, and many times, the only | | | | Whatever the case, the office dynamics between |
| black person, at the companies where I was | | | | black men and their white co-workers are truly |
| employed. | | | | something to behold. It's common knowledge among |
| The thing about being the only black person in the | | | | black men who work in corporate America that white |
| office is that it comes with responsibility. Not job | | | | people get PR points for being politically correct; |
| responsibility, because that's a given, but psychosocial | | | | therefore it behooves them to act as if they don't |
| responsibility. | | | | notice color. |
| Many times, I, and other black men in similar situations, | | | | But they do. You can see it in their eyes when black |
| represent the lone intimate contact that our white | | | | men show up for interviews (especially when they |
| colleagues will have with other black people, and black | | | | don't have a "black" sounding name - yes, |
| men in particular. The extent of these interactions will | | | | discrimination takes place on that level as well). Once |
| be largely determined by their comfort level and | | | | hired, we have to quickly put people at ease with the |
| acceptance. | | | | hiring decision by making co-workers feel comfortable, |
| While many (white people) find it shocking that a black | | | | or by proving that we are qualified for the jobs they |
| man can still be the sole representative of the black | | | | have been given. |
| race in any workplace, others (black people) know the | | | | This is why so many black men who work in |
| phenomenon of the "token" black employee is still alive | | | | corporate America fit a particular profile: educated, |
| and well - especially in geographical regions where | | | | articulate, cultured, and non-threatening. When these |
| there is not a high preponderance, or deep pool, of | | | | characteristics are on full display, they contribute to the |
| blacks who work in executive or corporate positions. | | | | comfort level of whites. |
| Corporate environments are not for everyone; this | | | | Once some level of comfort is achieved, it can only be |
| seems to hold especially true for black men. | | | | reinforced with positive interactions over a period of |
| Because of the obvious absence of black men in the | | | | time. Each interaction with our white co-workers will |
| offices and corridors of corporate America, one can | | | | either confirm, or dispel pre-conceived notions that they |
| draw the assumption that black men don't have a | | | | have about us. Yes, we are in a delicate position to |
| predilection for corporate jobs. That's not true. They | | | | altar perceptions. We are also in a position of burden. |
| just don't like, and in many cases, can not handle, its | | | | We may be comfortable within ourselves to function |
| superficial nature. | | | | happily in our situations, but we are never happy with |
| Entry into the corporate environment for black men is | | | | our isolated situations. Would any woman feel |
| especially rigorous. Qualifications and racism aside, | | | | comfortable being the only female in an all male |
| there are high barriers to entry which many of us | | | | office? Kinship is very important in any sphere of life, |
| simply are not aware of. These barriers, which also | | | | and it creates a sense of belonging. |
| serve as filters, predicated on the fears of those who | | | | Furthermore, there's always the presence of a |
| create them. | | | | palpable racial dynamic, in spite of our efforts to ignore |
| On an executive level, hiring managers base their | | | | it. |
| decisions around answers which revolve around | | | | We can sense it just in the way we are greeted (or |
| questions such as: Can I see him bringing strong | | | | not greeted), the content of the conversations that we |
| leadership to this company? Will the others follow him? | | | | have with others, body language, enthusiasm, etc. All of |
| How will his subordinates respond to him? Will they | | | | these actions or inactions leave us feeling like |
| respect him? Will they like him? Will the other directors | | | | outsiders. |
| managers/supervisors get along with him? Can we | | | | Sometimes our outsider status can work for us; |
| trust him? | | | | making us more approachable by members of groups |
| On an administrative level, the questions are similar: Will | | | | that we are not a part of. Other times, it's a liability |
| he get along with others in the office? Can he take | | | | when it comes to positioning and promoting ourselves |
| direction well? Will he be a reliable employee? Is he | | | | because the key individuals that we need to win over |
| going to make trouble for me? | | | | have forged alliances with others. |
| From what I've seen, and what I've been told by | | | | If you are a white person reading this, just know that |
| people in HR who have spoken to me in confidence, is | | | | the token black guy in your office is well aware of it. |
| that for black men, the real question is this: Does he fit | | | | He is also aware of the fact that you are aware of |
| in? | | | | this too. Accept and embrace your differences; don't |
| Every company has its culture, and every office has | | | | try to hide them. He can provide a deeper |
| its personnel. When black men show up for an | | | | understanding, and a greater appreciation of black |
| interview they are often unaware of each, and | | | | culture when opportunities present themselves. |
| affected by both. Fitting in - or the perceived ability to | | | | And above all, remember this: A black man, no matter |
| fit in - is a major consideration in hiring decisions. | | | | how educated, cultured, or refined, thinks differently |
| But it doesn't end with the obvious. On a deeper level, | | | | because his journey and his experience is usually quite |
| fitting in can also mean upholding someone else's | | | | different than that of his white male peers. We also |
| agenda. Sometimes black men are hired because they | | | | have to work two to three times as hard to achieve |
| will be less of a threat for advancement (i.e. less likely | | | | the same successes. We may be in the same river |
| to take someone's job), and less expensive because | | | | with our white male counterparts, but we are not in the |
| they tend to lack executive opportunities, and thus | | | | same boat. Even with a black president. |