THE TRUTH ABOUT CORPORATE INCLUSIVITY

by Ta’lor Prince

“Oh my god. This is so sketchy.”

“Sketchy?” I ask. “Why?”

Silence. My coworker, who shouted that a neighborhod filled with Black children playing basketball in their yard was “sketchy,” was now silent.

A series of questions run through my head: Did my other colleagues hear her? Do they even care? Did I make her uncomfortable?

A few moments later, the conversation steered away from the “sketchy” comment and found a lighter topic to discuss—lunch.

“Lunch?” I thought. My white colleague wiggled her way out of the conversation by flippantly talking about lunch—and our other colleagues allowed it. They didn’t care to acknowledge what she said prior. They didn’t care how it might have affected their colleague who looks just like the kids she called “sketchy.”

Although this happened months ago, I still think about this day, as it was my first encounter with microaggressions in the workplace—and unfortunately, it wasn’t my last. While working with this team, I experienced everything from hair stares, to accent scrutiny, and the most common occurrence— exclusion. It was hurtful. Haunting, if you will.

“Am I overreacting?” I asked myself daily. “Am I too sensitive?”

I wasn’t.

Instead, I was scared to recount my experiences because not only was I the only Black person on my team, but I was also a junior-level employee. I figured it would be best to keep my frustrations to myself to avoid being problematic—so I did.

My experiences with my coworkers’ biases negatively impacted my contentment in the field, my confidence in my work, and my affinity in the office; it was unhealthy. Despite this, my time on this team contributed to my growth as a professional and helped me realize what I can no longer accept in the workplace—exclusion.

Because of my previous experiences, I started to screen each potential employer for similar toxic practices by crafting a list of questions to ask in every interview, and I want to share them with you, my fellow Black millennials. If you’re looking for ways to see if a company values diversity and inclusion, try asking the following questions at your next interview:

DOES YOUR COMPANY OFFER DIVERSITY AND INCLUSION TRAINING FOR EMPLOYEES?

This question lets you know if the company cares to improve its culture. Of course, no company is perfect, but the answer to this question will let you know if they are at least striving for a diverse office and inclusive space. If the company offers training, follow up with questions about what the courses entail. The more you know, the more you can assess.

HOW IMPORTANT IS DIVERSITY ON YOUR TEAM?

Asking this question may surprise your interviewer(s), which is good, as it will provide you with the most authentic answer. Red flag: If the hiring manager stumbles on the question or responds with “I think it’s important,” without giving a substantial reason why—it’s a strong indicator that diversity has never crossed their minds.

HOW DOES YOUR SENIOR LEADERSHIP ENSURE EVERYONE FEELS INCLUDED?

Yes, many companies boast diversity; however, they miss the inclusion aspect. By asking this question, you find out what leadership does to make sure everyone feels welcomed and comfortable in the workspace. When asking this question, you should look for examples of how they have done this in the past and systems to continue it in the future.

Although my past experiences were tough, they taught me what to seek in a potential company. I want an employer that holds workers accountable for their offensive comments, and I want leadership that strives to make all people feel comfortable—and I’m sure you do, too. By asking the above questions, you can ensure your soon-to-be company will do just that!