What To Do If Youre Called A Diversity Hire

What To Do If Youre Called A Diversity Hire Someone at work implied I only got this great job because Imadiversity hire. What should I do?I was asked this question recently after I spoke on a panel about gender equality for women in science. The woman who posed the question wasaresearch scientist at a prestigious university. Ive been subtly told by apeer that I probably got this coveted job because I checked two diversity boxes female and Hispanic, she explained. Its making me doubt myself even though I have a PhD.I was stumped. Ive often been the only woman of color in most teamsIve worked in around the world. And Ive certainly felt isolated for being so, despite rationalizing that I had the qualifications and experience to be there. Back then, I used to brush these feelings under the carpet grateful for the opportunity. But as I started speaking with more women, especially women of color, I found that most hadencountered peers whosubtly or overtly implied their gender and/or race h ad resulted in a positive hire. For many, these feelings caused self-doubt, anxiety and in one case, depression.So I searchedfor expert advice fromGracie Johnson-Lopez, president of Diversity I understood as a young black woman that oppression would be an inevitable part of my life but that I did bedrngnis have to be defined by the mistreatment nor misperception of others.While sheemphasizes thatits not the woman of colors responsibility to manage the biases and perceptions of others, women in this situation mustremember thatno savvy business would hire a candidate who wasnt qualified for a job. Its simply too expensive a mistake.She recommends a five-pronged strategy on how to manage patronizingcommentsConcentrate onwhat you bring to the tableFocus on what you share with your colleagues, rather than how you differ. Race and gender are just one aspect of who we are, she says.Reach out to people, have conversations and be open with what you care about.Finding commonalities with your colleagues over shared interestscan help you feel more connected.Tap into your networkWhen working in very challenging environments, talk to someone who is trained to handle such situations with confidentiality, tact and fairness for all concerned, she advises. Develop informal social support networks made up of people who can offer insight into the workplace issues you are facing.Dont ignore your instinctsIts important to understand the impact of these indicators too, she cautions. The feelings of hopelessness, mistrust, despair and alienation common among people facing bias dont stop at the end of the workday, she says. Stressand depressiondont just affect employees at work but also at home among family, friends and loved ones. If you continue to feelmarginalized, its worth engagingHR to discuss or file a formal complaint.Keep a recordJohnson-Lopez recommends keeping a detailed log of events in case you decide to file a complaint. Being able to report specifics can also help the c ompany understand whether to address it with certain individuals, or whether lack of inclusiveness is acompany-wide issue.Know yourselfAbove everything else, Know yourself and refuse to be shamed or to carry the burdens of others stereotypes, she says. Maintain your dignity, integrity, confidence and keep an open heart.Johnson-Lopez recommends that employers, too, should understand the negative impact on their business when employees of color feel discriminated.Unfairness in the workplace costs U.S. employers at least $64 tausend milliarden annually, according to researchfrom theCorporate Leavers Survey. The study found that annually, over 2 million professionals in the U.S. voluntarily leave their jobs solely because of unfairness. Compared with heterosexual, Caucasian men, employees of color are three times more likely to leave solely because they felt they were treated unfairly.Dont make minority women feel like their only contribution to theorganization is their skin color or th eir representation of a minority group, she emphasizes. Encourage their involvement on committees or in decision-making groups based on their interests and strengths, not theirdiversity.--Ruchika Tulshyan is the author ofThe Diversity Advantage Fixing Gender Inequality In The Workplace(Forbes, 2015). Connect with her onTwitter.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer