I’m the only Person of Color at my job

Code-switching. Microaggressions. Racism. We are exhausted.

Imagine this; you walk into your first day at work, and you're the only POC at your job. Everyone looks to you regarding diversity and inclusion questions. In fact, they expect you to speak out and represent your entire community. They would make you head of the Diversity, Equity, and Inclusion project or lead the team even if you didn't ask for it. These are just snippets of what it is like to be a person of color. This is what it is like to be black. 

I've had various jobs before I started my career as a black therapist in Los Angeles. From working retail; to college campus jobs, and even up until my most recent therapy group practice job, I was the only black employee. It was so much of my norm that it was strange to me when another Black person was in my workplace. 

How we feel

Let me tell you; it can get really lonely. We don't have anyone to talk to about our experiences, and we constantly fear being invalidated. 

The pressure we feel to succeed is so high. When I was younger, I promised to work to be the smartest I could be so that no one else could say anything terrible about me. As a child, I thought that I could hide my skin's color behind my A's. 

I still carry a lot of that today. Because of how I was socialized, I will always have to work against my internalized racism. 

On top of just worrying about my performance, there are many things that I still have to consider before going to work. I think about my hairstyle because big and curly hair has been seen as unprofessional. I think about the clothes I would wear or the color of my nails since loud colors can be seen as unprofessional. The way I talked was part of what I thought about as well. If I sound too casual, will I be seen as too black? If I speak with correct grammar, will they disregard my blackness? I would constantly feel the pressure to blend in. 

This leads to the next thing I want to talk about, which is code-switching. 

What is code-switching? 

Thought the original definition of this term refers to language. Code-switching in terms of race is adjusting our behaviors as a strategy to navigate interactions with other races successfully. This change happens to advance our career and well-being and even provide physical safety. 

The thing is, we don't want to code-switch. But we have been socialized that in order for us to excel and even be provided the same treatment as our white counterparts, we have to think about eurocentrism as much as possible. Code-switching has now felt natural. It makes me think that I am more compatible and likable in that space. 

And then, of course, it gets a little more complex than that.

Microagressions at work

Even after all the code-switching, the microaggressions don't stop. Microaggressions, which are subtle statements that relay a negative, discriminatory message about a minoritized group, can be emotionally damaging. Although your colleagues may not say these to hurt us, it can still feel invalidating. 

Unfortunately, there are still long-term effects on People of Color. Microagressions can leave a person feeling helpless and unsafe. People of Color internalize their experiences of microaggressions. We may question our belonging and how valued we are in the workplace. Consequently, it impacts our sense of self, resulting in losing our voice. It can negatively impact self-esteem, thus hindering the ability to advance in work.

How employers can help

I'm hearing and noticing that many companies now recognize Juneteenth as a company holiday. This is a helpful recognition, and DE&I actions must extend beyond celebrating a holiday. 

Familiarize yourself with POC history and culture. Be an ally by standing against all forms of bias and discrimination. Since I work with many professionals, I notice that more and more employers are advertising their support for the Black Lives Matter movement (which is fantastic)! The token black person or POC are often asked to lead these projects or are consulted about how to be more culturally inclusive. Though the intention means well, it is essential to remember that it is not our job to educate the white community about culturally sensitive approaches. 

Be vigilant about your biases and fears. Don’t get defensive when BIPOC colleagues confront you about race and identity. Promote BIPOC excellence and invite more BIPOC voices. Recognize who is taking up more space in the workplace and make the necessary changes to promote more diversity. Make an effort to hire and train more People of Color. Understand how to address your BIPOC colleagues and actively try not to single them out. Think about the best things you can do for this person.

Being the only Black person or POC in the workplace is a lot of mental and emotional labor. Just because we got in these spaces, we still have to navigate the racism that occurs in these same spaces. There is trauma, pain, and hurt even after we "get in." 

Just remember that it isn't enough to check in with your BIPOC colleagues. It is safe to say that there is usually something more going on behind what meets the eye.

To learn more about ways to take care of your mental health, contact Camille at camille@diversifiedtherapyla.com