Navigating White Workplaces as a Black Professional in 2024

A personal reflection from Different’s co-founder, Milka Milliance:

Yes, in 2024 this is where we are. In the past months we have seen countless Black women like Dr. Gay at Harvard, Dr. Candia-Bailey and many others in positions of power, in white institutions, get the boot because of trumped up charges or were mercilessly harassed and emotionally abused, to the point where death by suicide felt like the only option. Yes, we do have a target on our backs, once it became widely-perceived that we opened the floodgates of social justice and racial equity. As usual, we opened the door for everyone as we rightly advocated for more intersectionality in DEI to make space for everyone, especially those who are perceived as the least of us and on the margins.

In turn, what we are seeing now, is the dismantling, co-opting and weaponizing of DEI by just about every group of people with grievances and who are committed to maintaining white supremacy as the prevailing paradigm of the world. Like a tsunami, this wave is a rising groundswell of the politicization, obfuscation and misdirection that has already rendered DEI as a scheme to get Black people into positions they did not “earn”. And yes, the very team you work with may also judge if you deserve to be where you are.

Here are 3 ways you will be challenged and some strategies you can use to keep your sanity and mental health in tact:

1. Accept that you will be uncomfortable most of the time. No matter how informed your peers are, they have read all the requisite books, they know all the DEI catch phrases and can easily tap into them to demonstrate their knowledge, the empathy that was extended to Black folx during the pandemic and after Floyd’s murder has since waned.

2. Your white team members, no matter their gender identity or sexual orientation will first and foremost center their identities because it's their lived experience, It’s what they know and within the context of DEI that is ok. What is not ok is if they intentionally belittle or degrade others who do not share their lived experiences with their whataboutisms. While you may be hyper vigilant about racial bias and microaggressions, they may not see it if it is not overt. They may even unknowingly gaslight you and invalidate how you feel if they lack empathy and sensitivity. While you can read between the lines of what is unsaid in majority white space about race, pick your battles and don’t shy away from calling them in and then calling them out if the first approach does not work. Choose wisely because you will get push back.

3. Your loyalty will be tested time and time again and it will look and feel differently every time. One of the more insidious ways I have seen this play out in the workplace, is when a white team member finds another Black person or person of color to make their target. Their goal is to see if you will play along, align with them, ignore them or call them out.  At other times it will be jokes or side comments about how “unique” or “difficult” a person is, particularly Black women leaders.

If you choose to call them in or call them out. Be prepared to be gaslit, met with hostility  or to be confronted with crocodile tears. Over the years, as a coach, I have given my share of feedback to white executives in positions of power who rarely receive it, never mind from a Black woman. This is how I mentally and emotionally prepare myself and some thoughts on how you can engage.

Once you have pointed out their behavior to them, expect these emotional reactions:

• Frustration, anger and excuses for exposing their behavior

• Expressing that they feel attacked and accusing them

• Shame spiraling, causing them to feel bad about themselves

• Either challenging you publicly or using passive aggressive tactics to put you on the spot and defensive

The emotional tax from code switching, microaggressions and invisibility in the corporate plantation is real and over time will erode your self-confidence and self-regard. Over time, if you are not careful, you will lose your sense of self. To keep that from happening here are three strategies:

1. Own Your Story. When others try to project their insecurities and fears on you, have mantras or affirmations nearby to re-ground you in your truth so that you don’t get pulled into theirs and start believing lies about who you are and your experiences. .

2. Maintain Firm Boundaries. “No” is a full sentence and one that does not need explanation or elaboration unless it is warranted. Be professional and kind but don’t fall into the trap of niceness, which only builds chronic stress and resentment over time.

3. Get Regular Mental & Emotional Health Support. I used to believe that a therapist was only for a season and once I got over the hurdle I was faced with, I could move on. However since the pandemic I have come to value having an ongoing support system. If you can afford a culturally competent executive coach or a support group of like-minded folx, make the investment, because it is worth it, especially when you are in a DEI-related role or the “only” on your team.

Being the “only” in an organization is lonely and often you can feel isolated so take heart. More importantly, if you are in a position to build your own team, be very careful of who you bring on because they can either support your success or become your greatest adversary so choose wisely.