Black identifying persons

The job search can be overwhelming and stressful, let alone searching for work while Black. You may wonder if a company is a safe(r) space to show up authentically or whether your race will put you at a disadvantage amongst the competition. Moreover, sometimes you may not have the flexibility to choose a job based on how psychologically safe a company is due to additional intersecting factors such as financial and/or familial responsibilities. As always, we encourage you to make the best decisions based on your unique circumstances.

When searching for work, you may disqualify yourself even before applying because you feel under qualified or “not good enough” for a role. It can be challenging to see yourself in certain employment spaces, especially if not designed with diversity and inclusion in mind. For some tips on how to determine which environments might be more supportive and inclusive, check out the Reflection section for some key questions to ask and reflect on.

It is common for Black folks (and especially Black women) to face the experience of imposter phenomenon as they seek to apply for jobs (Nance-Nash, 2020). Imposter phenomenon manifests in a lack of self-confidence, self-doubt, a fear of being “found out” and feeling undeserving of levels of success attained (Cawcutt et al., 2021). It is important to remember that this feeling is not simply an internal phenomenon but rather something that is rooted in systems of oppression that were created intentionally to exclude us and actively encourage the feeling of being an imposter (Bano & O’Shea, 2023).

It can be powerful to reclaim this title, and rather than seeing oneself as an imposter see oneself as a “resistor,” infiltrating and succeeding in a system meant to keep you out. As such, it is a powerful act of resistance to apply for a job even if you don’t think you are completely qualified. Also, remember that job postings are “wish lists”; if you have most of the skills required, it can be a great idea to apply! Research has shown that folks who meet 60% of the job requirements are just as likely to get an interview as someone who meets 90% or more of the job requirements (Umoh, 2018). This is great evidence for applying even as imposter phenomenon is feeling prominent.

When submitting a job application, you may be thinking about whether it is safe to share that you are Black – whether that is through naming your identity, linking to your LinkedIn, which may include your photo, or describing experiences that focus on Black identity (e.g. affinity clubs, social justice organizing, etc.).

You may worry about whether you will experience racial discrimination from your employers, preventing you from getting an interview. This is a valid worry and one that is tricky to navigate. Racism in hiring processes does happen, and it can be difficult to find a strategy that works to mitigate those systemic harms (Kang et al., 2016).

Kang et al. (2016) explain that as a strategy to avoid stigma and protect oneself from discrimination in the job search process, racialized candidates may attempt to conceal or downplay certain aspects of their identity in their application to increase their chances of getting an interview. This can be quite complicated, as sometimes, concealing aspects of one’s identity can help you access employment opportunities.

At other times, it can be a detriment as you are hiding vital aspects of your strengths and experiences that make you a highly qualified candidate (Kang et al., 2016). Sharing your identity in your application can be beneficial as it allows you to show up authentically, highlight the strengths of your Black identity and lived experiences and show employers what makes you unique. Your Black identity and lived experience deserve to be celebrated. The choice of how much to share on an application is so individual, and all potential choices are completely valid. Regardless of your choice, you deserve to (and have the right to) be in these workspaces and show up in the way that feels most authentic to you.

When searching for a role, it can be helpful to look at the public profile of the company to determine whether it’s a good fit (Phillips, 2020).

Factors such as the language used in the job posting, the tone of their social media (i.e. how performative versus genuine it is), the representation of Black folks in leadership roles and more can help you determine whether a company might be a supportive/safe(r) space for you as a Black person (Phillips, 2020).

Some questions you might ask yourself as you review a company include:

• What are the values of the companies that you want to apply to?

• Do they have Black staff?

• Do they have Black or racialized folks in leadership positions?

• Do they have Black or racialized folks in leadership positions that are not DEI roles/focused on identity?

• Is their Diversity, Equity and Inclusion (DEI) policy specific and action-oriented?

As mentioned in the previous section on networking, it can be helpful to connect with other Black folks in the field when assessing fit. You may ask contacts you already know about the company or reach out to the LinkedIn profiles of Black folks working there to get their perspectives on the workplace. Sometimes, it feels intimidating to bring up race in a professional context. Remember that folks in the field often want to give back, as they’ve had to navigate the same system as you. To ensure that the person is comfortable talking about this topic, you can connect and check in before diving into questions by saying something along these lines:

“Hello! Hope you are doing well. As a Black individual seeking to apply to X company, I am trying to assess whether this would be a safe(r) environment for me. Would you be open to providing me with some insights on X company and your experience there as a Black individual?”

Once you’ve received their consent to ask some questions, you might ask some questions like these via message, email or a phone call:

• What has your experience been as a Black person in this environment? Do you feel like you are able to show up as your authentic self?

• Has your career growth been supported as a Black staff at X company?

• What is the company culture like?

• Are they truly committed to diversity, equity and inclusion or does it seem more performative?

• Would you recommend this work environment to another Black person? Why or why not?

Asking these questions and reflecting on these various considerations can help you determine whether a company is potentially safe(r) for you as a Black person. You deserve a workplace where you can thrive and be celebrated for all that makes you, you.

Deciding how much of your identity to share in your application can be complicated and is a very individual decision. These questions below can be helpful to reflect on when navigating this choice:

• How comfortable do I feel naming that I am Black in my application? How comfortable do I feel using my given name? How about mentioning my work in cultural/identity-based/community spaces?

• Is it helpful for me to share my lived experience as a Black person for this application? Will it help or hinder my application? If it is helpful, how comfortable do I feel with doing this?

As we have mentioned, these are all very individual choices; however, reflecting on some of these questions can help you make choices rooted in what is most important to you.

Throughout the interview process, as a Black applicant, you might encounter subtle yet harmful comments or behaviours known as microaggressions.

Microaggressions refers to ‘everyday subtle put-downs directed towards a marginalized group which may be verbal or non-verbal and are typically automatic.’ In contrast to outright racism, microaggressions are more nebulous, hard to identify and are noted to be a less visible modern form of racism. These interactions, whether intentional or not, negatively impact your performance and hinder your chances of acceptance into the role you are interviewing for (Espaillat et al., 2019).

Examples include comments like, "Wow, your hair is so wild," or assumptions about your nationality or intelligence based on your appearance or mannerisms. These microaggressions can undermine your confidence and ability to perform at your best.

Navigating a microaggression during a job interview can be both frustrating and triggering. Some strategies to help navigate microaggressive remarks during an interview include:

Assess the environment and consider if this comment is reoccurring during the interview or consistent with things you have picked up on while researching the company to prepare for the job interview.

Learn more about when and how to respond to microaggressions during the interview.

Black applicants frequently experience tokenism, where they are recruited solely to fulfill diversity quotas rather than being genuinely valued for their skills and achievements. This insincerity undermines their sense of belonging and can lead to feelings of isolation and doubt (Nathoo, 2021). Examples of tokenism can include being hired simply to fulfill a diversity requirement without genuine appreciation for your qualifications or any true equity policy changes in the workplace to reflect an equitable environment.

The pressure to conform to negative racial stereotypes weighs heavily on Black applicants during interviews. This stereotype threat, exacerbated by the lack of representation in interview environments, can significantly impact their performance and confidence. Examples include feeling the need to code-switch or alter your behaviour to avoid being stereotyped, which can affect your authenticity and comfort during the interview process.

In environments lacking diversity, such as interview settings dominated by white individuals, Black applicants may feel excluded or disconnected. This phenomenon, called homophily, drives much of Black applicants’ discomfort and isolation. The concept of homophily was popularized by Paul Lazarsfeld and Robert Merton in 1954. Although the tendency to socialize with people like oneself creates opportunities for positive, lasting relationships, homophily can lead to applicants being excluded based on differences (Ellis et al., 2020). This sense of isolation is intensified by the natural tendency for people to associate with those who are like themselves, further hindering the sense of inclusion and belonging for Black applicants.

"During an interview, the applicants comment and connect on similar hobbies and lived experiences that the Black applicant does not share" (Ellis et al., 2020). As a result, exclusion of Black applicants persists, as the interviewer naturally gravitates towards hiring an applicant that they believe “organically” connects with claiming they are best suited/qualified for the job.

Hernandez et al. (2019) examine the influence of race in salary negotiations, revealing that racial minorities often face bias and discrimination during these crucial discussions. This bias can manifest in several ways, such as lower salary offers or limited opportunities for career advancement, thereby perpetuating inequities in the workplace.

Examples of racial bias in job offer negotiations include the following:

• Offering lower starting salaries to Black candidates compared to equally qualified white candidates

• Providing fewer benefits or incentives to racialized folks during negotiations

• Assigning racial minorities to lower-level positions or departments despite their qualification

• Offering fewer opportunities for mentorship or professional development to racial minorities

To learn more about negotiating job offers while acknowledging the additional barriers and challenges or race, check out “Navigating Job offers” workshop through the CCD offered once a semester.