Decisions to Promote

Managers and supervisors have a whole slew of factors they consider when deciding things, such as promotions. When all things are equal (in regards to reviewing the qualifications of staff being considered for advancement) managers will often pick the person who:

· deserves the opportunity to advance;
· will be accepted;
· will make the manager feel more comfortable and secure in their decision;
· will make the manager look good.
· will make subordinates feel more comfortable; and
· who the company will be proud of.

Let’s say a manager has to either promote a White worker or a Black worker and all things are equal regarding their skills, education, etc. Who do you think the White manager will promote about 9 out of 10 (some would say 10 out of 10) times?

Again, we’re not talking about qualifications because all things are equal.

Well, despite all things being equal, many managers will often pick the person to advance that they believe will “fit” the expectations of all staff and members of management. The person that is perceived as best fitting in at the company and with coworkers is often the White worker.

You see, when it comes to race in the workplace, rarely are all things truly equal. Any Black worker can tell you because we’ve all heard the rationalizations being provided, when White coworkers received promotions, special out-of-cycle pay raises, etc. There’s always this so-called x-factor that shifts the entire scenario into a White worker’s favor.

It reminds me of a Black coworker I worked with a few years ago. She resigned, in part, because she was assigned to report to a White manager whose credentials and education were nearly identical to hers. How did their backgrounds differ? The Black worker had an additional degree that her new supervisor didn’t possess. So, the reality was these two individuals were not only “not equals,” but the White manager should have been reporting to the person that the company made her subordinate. And, this is exactly the type of incident that repeats itself over and over all across corporate America.

Let’s be real. Those who hold most of the power in this country are White. Who do you think they will favor, when it comes to promotions? What would research studies tell us about human nature? Many of these White managers, on an unconscious level or conscious level, will often give the promotion to a White worker.

People don’t seem to get it. Most Black workers aren’t looking for a handout. All we want is what we’ve earned. We’re tired of having delayed justice. In other words, we’re tired of having to wait twice as long as White workers to get the same promotion. We’re tired of finally getting the promotion, only to report to the same White person that was on an equal level, when we both started at the company. The pace for advancing through many companies is inequitable and that is by design.

We talk about a living in an equal and fair society, but we often don’t live up to our words, our pledges, and our promises—as a country. Out of one side of our mouths, we brag about the concept of America. But, out the other side of our mouths, we discriminate, harass, and mistreatment people simply based on racial, cultural, physical, etc. differences.

Far too many people don’t have a problem negatively impacting someone’s livelihood and career to simply further their own biases. They will pass over employees for promotions and not give it a second thought. I’ve lived with this for years. Many of you have probably done the same. It’s disheartening, demoralizing, and ridiculous. When you think about some of these people, who would intentionally stifle some of their most talented employees by putting racial biases ahead of business success, it reminds you of just how stupid and ignorant a person of this ilk really is.

Following this July 4th holiday, I just wanted to remind everyone that we must be vigilant in pursuing our rights, fighting for what we have earned, and speaking out against injustices in the workplace.

Keep up the struggle!