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Black identifying persons

Black identifying persons

Owned by Amanda Vos
Last updated: Jan 20, 2025
16 min read


The job application and interview process can be inherently stressful at any career stage. For Black people, this process introduces additional barriers and nuances that can significantly impact well-being and self-confidence. We acknowledge these challenges and aim to validate your experiences while providing information to help you navigate this process more effectively.

Networking

Networking is the action or process of interacting with others to exchange information and develop professional and social contacts (Oxford Languages, n.d.). Networking is a proven strategy in job searching as it can equip job seekers with important resources and signal information about the quality of a job seeker to potential employers (Castilla, Lan, & Rissing, 2013).

Given that career experts estimate that the hidden job market makes up 70 to 80% of all open positions, networking is especially important for those actively hunting for a job (Forbes, 2023). Unfortunately, this use of social networks disadvantages members of historically marginalized groups (Pedulla & Pager, 2019).

Furthermore, it has been found that Black job seekers are less likely than their white counterparts to know someone at the companies they are applying to and less likely to have members of their network contact potential employers on their behalf (Pedulla & Pager, 2019).

Validating and naming common experiences

Navigating networking and job seeking as a Black person has unique aspects. We want to name some of these experiences and offer potential approaches to navigating them.

Naming some common fears:

As a Black person, it can be hard to network in certain spaces. You may feel confined to only networking in predominantly Black spaces and too nervous to network in predominantly white spaces due to the fear that you will not be accepted or treated equally.

It may also be harder to relate to your non-Black peers, making networking more challenging. Additionally, anxiety about how you physically present yourself in these spaces, including your hair, dress, language, accent, etc., can be a compounding factor. These fears can also affect your online presence. For example, you may worry about how you present yourself in your LinkedIn profile picture and on social media.

These concerns are understandable and are, unfortunately, symptoms of the system that we live in. While you may face racism and prejudice while networking, we encourage you to try to show up confidently as your authentic self in all spaces.

Expand your network in a way you’re comfortable with and be confident enough to put yourself out there. You’re talented and skilled and deserve an equal playing field! Furthermore, professionalism is subjective. It should not necessarily be about your appearance but how you conduct yourself in certain settings; you can still be your authentic self and be professional.

“Professionalism does not mean wearing a suit or carrying a briefcase; rather, it means conducting oneself with responsibility, integrity, accountability and excellence. It means communicating effectively and appropriately…” (U.S. Department of Labour, n.d.).

We encourage you to reflect on this definition of professionalism, which speaks mainly to your inner character rather than some of the common stereotypes about professionalism.

Reflection

There is no right or wrong way to network as a Black person. But we want to encourage you to reflect on a few things and decide what may be the best way for YOU to navigate networking:

  1. Where to network?
    Deciding how big of a net you want to cast when networking can be challenging. Think about the field you are interested in - is a specific targeted strategy more beneficial or a broader one? What are your comfortability levels? While we want you to be confident in putting yourself out there, we also want you to be safe and to respect your boundaries. If you feel safer networking in smaller circles, then take that strategy!

    Using online spaces such as LinkedIn may also be a great starting point and less intimidating than in-person settings. You can also use your community; finding a Black mentor who has experience navigating predominantly white spaces could help you build confidence as you embark on your career journey.

  2. Code-switching and physical appearance
    While we encourage you to show up as your authentic self, we also know that navigating the professional world as a Black person can be difficult. There is often a temptation to code-switch or manipulate one's appearance to appear desirable to certain employers. Consider reflecting on your values and what feels the best to you in terms of the way you speak and present yourself physically. There are no wrong choices, only what feels best to you!

Resources

See the following non-exhaustive list of resources that may be useful to you as you navigate networking.

Centre for Career Development (CCD):

Black Networking Spaces:

 

Applying

Validating/Naming

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.

Reflection

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.

Resources

The following resources have been curated to help you as you search and apply for work. This is not an exhaustive list, but we hope it helps you get started.

*Note: some items on this list are inspired by the University of Toronto’s “Resources for Black Students” list*

 

Validating/naming

In our Interviewing section, we have identified several common barriers that may arise during job interviews. While we've highlighted only a few examples, and not all race-related barriers, we believe these insights will help validate your experience. For each barrier, we provide a definition and a couple of examples to illustrate how it might manifest. We aim to acknowledge the harm these barriers cause and support you in preparing for your interviews.

We hope you find this information helpful and reassuring as you reflect on and prepare for your job search.

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.

Reflection

Based on the concept/barriers covered above, consider reflecting on the questions provided below for some insight on how you can move through interviews with confidence in your identity and qualifications:

As mentioned in the above networking and applying sections, it is helpful to reflect on your values and consider how you want to show up in the interview process authentically, weighing in the negative possibilities and benefits of embracing your Blackness. Some steps you can take to mitigate the possibility of racial harm are asking for the names of those who will be on the interview panel, researching their professional backgrounds, and considering how their roles or experiences align with the organization's Equity, Diversity, Inclusion, and Anti-Racism (EDI-R) efforts. This research can provide insights into the panelists’ potential perspectives and values, helping you anticipate the tone of the interview and identify opportunities to align your responses with the organization's stated commitments to EDI-R. Additionally, this information can help you prepare thoughtful, informed questions that signal your own values and set the stage for an authentic, respectful dialogue.

Connecting with other Black folk (LinkedIn) who are current or past employees of the company to ask about possible challenges or harms they might have experienced being Black in their work environment is another way to mitigate harm. These questions are helpful to reflect on so that you show up at the job feeling confident in your skills and competencies and who is qualified for the role. Sometimes if we feel like we don't deserve the role or feel imposter phenomena, we might internalize the bias and racial harm that may have been experienced during the interview.

Resources

For further reading and resources on navigating racial dynamics in job interviews, you can refer to the following sources:

Responding to microaggression

Interview preparation and career development support for Black youth

Salary negotiation resources

 

Bano, S., & O’Shea, C. M. (2023). Factors contributing to imposter phenomenon in doctoral students: A us-based qualitative study. International Journal of Doctoral Studies, 18, 251-269. https://doi.org/10.28945/5195   

Castilla, Emilio & Lan, George & Rissing, Ben. (2013). Social Networks and Employment: Mechanisms (Part 1). Sociology Compass. Social Networks and Employment: Mechanisms (Part 1) - Castilla - 2013 - Sociology Compass - Wiley Online Library  

Cawcutt, K. A., Clance, P., & Jain, S. (2021).  Bias, burnout, and imposter phenomenon: The negative impact of under-recognized intersectionality. Women’s Health Reports, 2(1), 643-647. https://doi.org/10.1089/whr.2021.0138   

Ellis, J., Otugo, O., Landry, A., & Landry, A. (2020). Interviewed while Black. New England Journal of Medicine, 383(25), 2401-2404. https://doi.org/10.1056/NEJMp2023999  

Espaillat, A., Panna, D. K., Goede, D. L., Gurka, M. J., Novak, M. A., & Zaidi, Z. (2019). An exploratory study on microaggressions in medical school: What are they and why should we care?. Perspectives on medical education, 8(3), 143–151. https://doi.org/10.1007/s40037-019-0516-3   

Feldmann, J. (2023, March 23). Council post: Job seekers: Four reasons to embrace the hidden job market. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/03/21/job-seekers-four-reasons-to-embrace-the-hidden-job-market/  

Hernandez, M., Avery, D. R., Volpone, S. D., & Kaiser, C. R. (2019). Bargaining while Black: The role of race in salary negotiations. Journal of Applied Psychology, 104(4), 581–592. Doi: 10.1037/apl0000363 

Kang, S. K., DeCelles, K. A., Tilcsick, A., & Jun, S. (2016). Whitened resumes: Race and self-presentation in the labor market. Administrative Science Quarterly, 61(3), 469-502. https://doi.org/10.1177/0001839216639577  

Nance-Nash, S. (2020, July 27). Why imposter syndrome hits women and women of colour harder. BBC. https://www.bbc.com/worklife/article/20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder  

Nathoo, Z. (2021, September 6). Why diverse hires can't always escape tokenism. BBC. https://www.bbc.com/worklife/article/20210902-why-diverse-hires-cant-always-escape-tokenism  

Oxford Languages. (n.d.) Networking. Oxford English dictionary. Retrieved June 10, 2024, from Networking - Advanced search results in Meanings | Oxford English Dictionary (oed.com)  

Pedulla, D. S., & Pager, D. (2019). Race and Networks in the Job Search Process. American Sociological Review, 84(6), 983-1012. https://doi-org.proxy.lib.uwaterloo.ca/10.1177/0003122419883255 

Phillips, b. (2020, June 25). 6 Steps on How I Apply for Jobs as a Black Woman in America. LinkedIn. https://www.linkedin.com/pulse/6-steps-how-i-apply-jobs-black-woman-america-brittinee-s-phillips/  

Professionalism. (n.d.). Department of Labour. Retrieved June 10 2024 from Soft Skills to Pay the Bills | U.S. Department of Labor (dol.gov)  

Umoh, R. (2018, December 18). Matching half of a job’s requirements might be as good as matching all of them. Make It, CNBC. https://www.cnbc.com/2018/12/12/matching-half-of-a-jobs-requirements-might-still-get-you-an-interview.html

CCD would like to thank the following stakeholders for sharing their expertise and lived experience during the content development phase: Kiya Busby, Tiffany Ange Tchigio Djomou, Tracelyn Cornelius.