You didn’t get a promotion, were turned down for a job, or were passed over by a potential client even though you felt you were qualified. You’ve experienced situations that may not have been overtly racist, but still rubbed you the wrong way. “Were they microaggressions?” you might ask yourself. You don’t want to overreact and be overly cynical. Then, when you look around at the people getting the promotions, job offers, and clients, you see that they’re all white. You can’t help but think that there might be some bias involved and ask yourself, “Is it because I’m not white?”
Bias Triggers
Conscious or unconscious racial/ethnic bias can be triggered in different ways, for example:
Physical Features
- The color of your skin
- Facial structure
Speech Characteristics
- Accent
- Language Proficiency
- Vocabulary
Cultural Characteristics
- The way you dress
- Tattoos
The Internal Impact of Perceived Bias
What can plague people of color is not knowing the truth behind the decisions being made behind the scenes. A while back, a friend told me about how they saw a need in their organization, proposed a role to fill that need, interviewed for the role, and didn’t get the role. Just because they didn’t get the role doesn’t mean that bias played a factor in the decision making process, but the lack of feedback they received left the door open for bias to be a possibility in their mind. They were so frustrated about the whole process and nearly quit their job because of it. They believed they met all the qualifications for the role they proposed and didn’t get any feedback to the contrary. From then on, my friend didn’t trust the people who made that decision and it was only a few years before they moved on to another organization.
Race/Ethnicity Can Be A Factor
What signs might push you to wonder if your race/ethnicity is a factor? What could those in power do to avoid these perceptions from playing out?
You don’t get any specific or relevant feedback.
- Signs for People of Color to Watch Out For: When you don’t get any specific or relevant feedback after receiving a rejection, it’s easy to assume there weren’t any legitimate reasons for the decision.
- Suggestions for People of Color: At the end of an interview, ask them if they have any feedback they could provide you with about your performance.
- Suggestions for those in Power: Make sure you provide specific and relevant feedback vs. something like “you’re not a good fit.”
They probe you about your relationship to their network.
- Signs for People of Color to Watch Out For: It seems like they are looking for somebody who has already “vouched” for you, rather than evaluate you based on your knowledge and skills.
- Suggestions for People of Color: Pivot the conversation in a way that allows you to highlight your qualifications and experience.
- Suggestions for those in Power: Ask yourself why their connections matter so much and make sure you have a better answer than “it’s good to know they were vetted by somebody I trust.”
They already seem aloof in your conversations with them.
- Signs for People of Color to Watch Out For: You are fully engaged anytime you have conversations with those in power, but it seems like there’s always something else on their mind.
- Suggestions for People of Color: Demonstrate your engagement in conversations by asking for their perspective or assistance on a specific topic.
- Suggestions for those in Power: Remember that every interaction is an opportunity to build relationships, so fully engage in your conversations with others.
You haven’t gotten feedback ahead of time.
- Signs for People of Color to Watch Out For: You didn’t get any constructive feedback anytime prior to an interview for a promotion, leading you to think you were doing everything right.
- Suggestions for People of Color: Make a request to your manager that you dedicate some during your check-ins to receive direct feedback on your performance.
- Suggestions for those in Power: Take time to learn about your staff’s aspirations so you can consistently provide others with feedback on their progress toward their goals.
You see the same type of people (different from you) in the roles you were aiming for.
- Signs for People of Color to Watch Out For: When you don’t see people who look like you in the spaces you’re aiming for and don’t see any plans to address it.
- Suggestions for People of Color: Reach out to a trusted figure in the organization with whom you might feel comfortable talking about your potential future there.
- Suggestions for those in Power: Regularly conduct an equity audit around the staffing in each level of your organization to help you determine where additional representation might be needed.
Rebuilding Yourself After Experiencing Perceived Bias
What should you do in these situations? How do you get past it?
I’ve learned to focus on my mentality first and foremost. I haven’t found any point in dwelling on the situation. Instead, I’ve pushed myself to strive toward making others regret passing me over. It’s easy to think that you’re not good enough when the complete opposite is true. How do you build yourself back up? What does a focus on your mentality look like?
Review your qualifications and accomplishments.
In a previous post, I brought up the idea of championing yourself by owning, knowing, and sharing your accomplishments. The strategies I brought up there could serve well in this situation too. One simply involves keeping a running list of all your accomplishments to help you remember all the successes you’ve already had in life.
Lean on your mentors and friends.
Outside perspectives can help ground you if you find yourself amidst an internal negative spiral. Recognize that you have a lot of people around you who care about you and can give you honest takes on the situation.
Lean into areas where your value is appreciated.
True appreciation and recognition can do wonders to your self-image, so lean into that by spending time with people or in areas where your value is appreciated. This practice can help you remember the different ways you provide values to others.
Focus on getting results.
It can be really hard to argue with data, so rack up as much data in your favor as you can. People won’t have any legitimate arguments they’ll be able to make against your progression when there’s a significant amount of data in your favor.
