Around the Web: Maintaining Professionalism In The Age of Black Death Is….A Lot

Today's Around the Web is a Medium article by Shenequa Golding that I could barely get through reading without crying, because I have not been able to confront my feelings about the world I have to live and work in. Prior to the COVID shutdowns, I lost two close relatives, and I kept working. The world came to a standstill, death and illness seemed omnipresent, and we were all forced indoors, and I kept working (my work increased). This past week, something finally broke there was no more denying and pushing through all of my feelings. I cried and worked and cried. One of the biggest threats to Black achievement, and even existence, in Corporate America, is the unspoken requirement that Black workers compartmentalize and suppress the challenges of existing while Black in a system designed for racists by racists. 

Shenqua Golding's article captures this feeling:

"We’re biting our tongues, swallowing our rage and fighting back tears to remain professional because expressing that hurt caused by witnessing black death is considered more unprofessional, than black men and women actually being killed."

Read the full article here.

Authenticity: Who You are is Non-Negotiable, by Caroline Wanga

Caroline Wanga shares her insights on authenticity in the workplace and beyond. 

Around the Web: Ellevate presents 10 Rules of Success for Women of Color at Work

"Keep showing up, persevering and demonstrating your best efforts. While your work may go unnoticed at times, it’s important to consistently show up and bring your best contribution to the table." - Solonge Lopes

Ellevate.com published an article written by Solange Lopes, CPA providing career advice for Women of Color at work. Here are a few of our favorite excerpts:

Stop being afraid of being yourself.

"Most people in the corporate world wear a mask. It’s just a fact. However, for women of color at work, wearing a mask has many times been a necessity. According to studies by the Center for Women Policy, 21% of women of color do not think they can be themselves at work. Another 28 to 44% believe they must downplay their ethnicity to increase their chances of success at work.

While this is still the reality in many, if not most, corporate environments, authenticity is still the best way to change the dialogue about women of color at work. The more we hide behind our corporate masks, the less we can bring focus on the actual issues faced by women of color at work."

Get used to being uncomfortable.

"Being a woman of color at work rhymes with being uncomfortable. Not only are there very few other women of color in the room, but our lack of representation can also make it challenging for others to understand the struggles we may face.

However, being uncomfortable is also an advantage. The more uncomfortable you are, the more prepared you tend to be. Getting used to uncomfortable and challenging environments is also the key to being innovative and a high performer."

Breaking and Entering: Your Unconventional Path to an Entry-level Corporate Job

Not everyone gets a corporate job right after graduating from college or grad school. Here are a few tips for breaking in once you are no longer a student. 

• Join an industry association - Many corporate professions have industry associations which host local and national events. Join a local chapter and/or attend local events sponsored by the group. If you are open to relocating for work, consider attending national conferences to build your network and gain industry insight. 

• Secure a Mentor - Some professional associations have formal mentoring programs, but you can also source and obtain your own mentors. Industry events are a great place to meet potential mentors. Your college or graduate school’s alumni network may also provide a viable mentor pool. 

• Optimize your LinkedIn - The recruiting and career functions of LinkedIn can be a great resource if you optimize your profile by highlighting the type of skills companies in your industry are looking for. Make your LinkedIn a part of your job search. Pro-tip: Use LinkedIn to source the job openings, but apply directly to the position on the company's website when available.

Around the Web: BE Recognizes "Most Powerful Women in Corporate America"

Today's Around the Web comes from Black Enterprise's editing staff. It is a list of the most powerful Black Women in Corporate America. Among other criteria set out in the article, the list includes "Top-tier executives who serve as corporate officers or members of the senior leadership team."

"A black woman may not be the image that comes to mind for most people when they hear corporate power—and it certainly won’t be the result of a Google search—but around here, we know better. Women of color are remaking the face of leadership teams and C-suites at corporations across the country and around the globe.

So we’re celebrating the fearless female executives who have managed both to stand firm in the face of hostile corporate environments and to take the bull by the metaphorical horns, powering their careers to the top.

The recent Women in the Workplace report from McKinsey and LeanIn showed that black women receive the least support of all women (and significantly less support than men) from their managers, with just 35% reporting that their managers create opportunities for them to showcase their work, promote their contributions to others, or socialize with them outside of work. 

So how have dozens of black women overcome these obstacles to make it to the top of the corporate ladder? By owning their power, of course."

A few names on the list which boasts 136 women leaders include: JoAnn Jenkins (CEO, AARP), Patricia Maryland (EVP, Ascension), Rosalind Brewer (COO, Starbucks), Ann-Marie Campbell (EVP, Home Depot), Rhonda Ferguson (CLO, Union Pacific), Carla Harris (Vice Chairman, Morgan Stanley), Freda Lewis-Hall (Chief Medical Officer, Pfizer), and Wanji Walcott (General Counsel, PayPal).

Check out the full article here: Most Powerful Women in Corporate America

Lex Reflects: Making Black Women in corporate leadership positions more visible is so important for the future of Black Women in leadership. IncorporatingU salutes Black Enterprise for this important effort. 

Retaining Yourself in Corporate America

The question of diversity in Corporate America has historically been approached from a model of getting more diverse candidates in the door. Recently, retention has taken on a larger role in diversity programming, though many companies still struggle to retain diverse talent beyond the junior ranks.

I often ask my more senior intra-organizational mentors what they like or dislike about their positions, mainly because I'm trying to figure out if I want the job one day. What many companies miss when asking the retention question about us is that retention starts with providing clear information about what it means to be retained. If they see a future for us, then they should show us the vision early and often. Further, the present lack of diversity in the upper levels of many  companies makes it even harder for young, Black Corporates to see themselves in those ranks.

Ellen McGirt recently published an article on Fortune.com about the retention of African-American executives. The article highlights the research of Dr. Lawrence James, Jr., "a Chicago-based clinical psychologist-turned-leadership-consultant." In his white paper Journey to the Top, Dr. James explores the key elements to career advancement for African-Americans on the executive track, which include relationship building, business acumen and self-insight.