{"id":32609,"date":"2019-03-11T11:50:21","date_gmt":"2019-03-11T15:50:21","guid":{"rendered":"https:\/\/www.wework.com\/creator\/creator\/?p=32609"},"modified":"2020-02-26T14:28:03","modified_gmt":"2020-02-26T19:28:03","slug":"5-experts-share-how-they-navigated-their-career-paths-as-a-person-of-color","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/5-experts-share-how-they-navigated-their-career-paths-as-a-person-of-color","title":{"rendered":"Navigating career paths as a person of color"},"content":{"rendered":"\n

Rena Chase, the founder and CEO of One Home Away<\/a> real estate, knows first-hand the downsides of being the only person of color in a room. \u201cBeing a person of color and the CEO is challenging,\u201d she said. \u201cPeople say to me, \u2018I want to talk to the person in charge.\u2019 When I say, \u2018Here I am,\u2019 they go, \u2018No, really\u2014the person in charge.\u2019\u201d<\/span><\/p>\n\n\n\n

The entrepreneur\u2014who, seven years after starting her company in her mother\u2019s kitchen in Brownsville, Brooklyn, has hired eight employees and moved her startup into <\/span>WeWork 3537 36th St.<\/span><\/a> in Astoria, Queens\u2014was speaking at a panel discussion among black industry leaders hosted by We of Color, a resource group for The We Company employees of color, at her WeWork building in celebration of Black History Month.<\/span><\/p>\n\n\n\n

Chase and four panelists shared the challenges they\u2019ve encountered along the path to success\u2014microaggressions and outright bias that have made scaling the ranks feel precarious at times. <\/span><\/p>\n\n\n\n

\u201cThe truth behind those very linear-looking bios on LinkedIn can often be a lot of pain,\u201d said Craig Robinson, the global head of Powered by We<\/a>\u00a0services at WeWork, where he is focused on helping enterprise clients devise an ideal employee experience, and the event’s moderator. But he and the speakers also shared how they have managed to rise in their respective fields. Here are some of their inspiring takeaways.<\/span><\/p>\n\n\n\n

Find mentors and sponsors\u2014and understand the difference. <\/b>There\u2019s a key difference between mentors and sponsors.”A sponsor can be an advocate for you getting the job when you\u2019re not in the room,” Robinson said. “A mentor helps you figure out how to be successful once you’ve got the job.”<\/span><\/p>\n\n\n\n

Establishing a mentor-mentee relationship takes time, vulnerability, and sometimes luck. \u201cOutside of my hometown in Atlanta, I\u2019ve had to search for that a little bit more,\u201d said Curtis Friends, director of sports marketing at ESPN<\/a>. <\/span><\/p>\n\n\n\n

After sitting in a meeting with someone he wanted to get to know better and learn from, Friends sent the man a note saying that he\u2019d love to talk periodically: \u201cI see you as a mentor. You really know the media industry, and it\u2019s something that I\u2019m just breaking into. Can we do that?\u201d His direct approach worked\u2014the two began to meet for breakfast from time to time.<\/span><\/p>\n\n\n\n

\u201cNobody pulls you aside and says, \u2018This is what you might face,\u2019\u201d said Sakita Holley, founder and CEO of House of Success PR<\/a>, explaining that she started the popular Hashtag + Stilettos<\/em><\/a> podcast for just that reason. \u201cI can help change the conversation, especially in the black- and brown-beauty space.\u201d <\/span><\/p>\n\n\n\n

Sometimes, Holley said, black entrepreneurs need to be their own mentors. Her advice: Pay attention to the people who are running events you care about, who are being featured in trade publications, and who are sharing knowledge on social media. <\/span><\/p>\n\n\n\n

Seek out places that are already leaders in diversity and inclusion.\u00a0<\/b>\u201cI felt a big shift in diversity when I moved to New York from Chicago,\u201d said Lauren Williams, the vertical marketing director at Pandora Music<\/a>. \u201cIn New York, people of color are fleeing from advertising because they don\u2019t have the mentors or the support.\u201d For those who remain, \u201cit\u2019s a competition between me and you because there can only be one black woman at the top.\u201d <\/span><\/p>\n\n\n\n

Williams eventually went to a company that was more inclusive. Like an increasing number of tech companies, Pandora publishes its diversity and inclusion goals <\/span>online<\/span><\/a>; theirs is to reach 45 percent employees of color in the company\u2019s major offices by 2020.<\/span><\/p>\n\n\n\n

\u201cWe have an amazing D&I team, and they make sure that is 100 percent part of our culture,\u201d said Williams.<\/span><\/p>\n\n\n\n

\"\"
Panelists (from left) Lauren Williams, Sakita Holley, Soffiyah Elijah, Curtis Friends, and Craig Robinson, share career stories at WeWork 3537 36th St.<\/span><\/a> in Astoria, Queens.<\/figcaption><\/figure>\n\n\n\n

Know that your race can be a double-edged sword. <\/b>Holley intentionally focused on black and multicultural brands when she launched her PR company, but she says that black professionals sometimes shy away from \u201cthings that are innate to us\u201d out of fear of being pigeonholed as \u201cthe black brand person.\u201d  <\/span><\/p>\n\n\n\n

\u201cWhen we see mistakes happen in the marketplace, we\u2019re like, \u2018You need to hire black people!\u2019\u2014but if the black people are running away from those opportunities, how can they staff?\u201d she asks. \u201cWe understand the language and the nuances. We\u2019re an asset because we <\/span>are<\/span><\/i> the customer.\u201d<\/span><\/p>\n\n\n\n

Soffiyah Elijah, the executive director of the Alliance of Families for Justice<\/a>\u2014a nonprofit for families with incarcerated loved ones\u2014has had a different experience. <\/span><\/p>\n\n\n\n

\u201cI personally have loved ones who have been incarcerated, so there\u2019s an authenticity, empathy, and rapport that I can bring to my work,\u201d Elijah says. \u201cHowever, when it comes to getting grants, my demographic doesn\u2019t seem to be an asset. The reality is, racism permeates the nonprofit world\u2014and so I just call it out.\u201d<\/span><\/p>\n\n\n\n

Tailor your battles to the arena. <\/b>When asked how to deal with microaggressions or outright bias from colleagues and clients, Williams suggested taking a moment to breathe, then \u201cfind a diplomatic way to speak up.\u201d <\/span><\/p>\n\n\n\n

\u201cIf you\u2019re angry, process that first,\u201d she said. \u201cThen take the person aside at a more appropriate time and explain how you felt.\u201d<\/span><\/p>\n\n\n\n

Elijah noted that context also plays a key role in your response. She recalled a time a court supervisor implied she\u2019d gotten to where she was because of affirmative action. <\/span><\/p>\n\n\n\n

\u201cIn one surrogate court, the supervisor told me that I was an NAACP plant,\u201d she said. \u201cHow I handled that might have been different if I were talking to a funder and needed to raise $100,000 for my nonprofit. Know when you\u2019re in a position to do something about it, and when you might have to lay in the cut and wait.\u201d<\/span><\/p>\n\n\n\n

Find allies who can push for change from within. <\/b>Although it might feel counterintuitive, Williams said that people of color should sometimes take a backseat in discussions about race if there are trusted colleagues and supervisors who can do the work instead. <\/span><\/p>\n\n\n\n

\u201cA lot of times, black women want to push the agenda forward, but it\u2019s not necessarily [us] who should deliver that message,\u201d she says. \u201cWe have to be open to having strong allies who don\u2019t look like us because they can have conversations with people who look like <\/span>them<\/em><\/span><\/i>, to help them understand.\u201d <\/span><\/p>\n\n\n\n

Find a way to bring your full self to work. <\/b>Robinson called it a luxury to be \u201cin this season of my life and career where I expect to have permission to bring my authentic self [to work], and to be at a company that welcomes and embraces diversity.\u201d<\/span><\/p>\n\n\n\n

Curtis said that reserving particular parts of himself for certain communities isn\u2019t inauthentic, but simply a way to deal with the reality of being black in corporate America.   <\/span><\/p>\n\n\n\n

\u201cI do have a Work Curtis, an Atlanta Curtis, and a Home Curtis\u2014a Dad Curtis. All those things exist and I\u2019m OK with that,\u201d he explained. \u201cI don\u2019t feel like I\u2019m a sellout. It\u2019s just different versions of yourself, and you have to find the best way to live with that. That\u2019s who you need to be to play the game.\u201d<\/span><\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

On managing microaggressions, forging relationships between mentors, and mentees and other hard-earned wisdom<\/p>\n","protected":false},"author":1698,"featured_media":35075,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[43902,43909],"tags":[],"class_list":["post-32609","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-professional-development","category-management-leadership"],"acf":[],"yoast_head":"\nNavigating career paths as a person of color<\/title>\n<meta name=\"description\" content=\"Hard-earned wisdom and seasoned advice, from managing microaggressions to forging relationships between mentors and mentees.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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