I have a bachelor’s degree from Florida A&M University, a historically black college in Tallahassee, Fla. My master’s studies at New York University focused on the representation of African Americans in media. I’ve mentored high school students as a volunteer for the New York Association of Black Journalists’ First Take program. These are all steps I’ve taken to bolster my professional standing, but according to some career experts, these accomplishments could actually make me a less attractive job candidate because they identify me as black.
Several studies have shown that black people with “unique” or “black-sounding” names are less likely than equally qualified whites to be called for a job interview. Despite being named after black activist Angela Davis, my Anglo-friendly name is highly unlikely to be the cause of my resume ending up in the circular file. Yet, many career experts contend that anything on a resume that hints to being black can curb a candidate’s chances of being considered for a position. Thus, citing the education I pursued to get a job could actually keep me from getting one.
Fortunately, I’m employed at a company that is dedicated to diversity and inclusion, so this is not a dilemma I’m currently facing. However, reading recent blog posts about blacks “whitewashing” their resumes to improve their job prospects has made me reflect on role of race in the recruiting process.
I’ve been aware of racial bias in hiring since I was old enough to work. When, as a high school student, I didn’t get a summer job at the local amusement park where my white classmates were working, my parents explained to me that it was likely because of my race.
Yet, knowing that I could be discriminated against because of the color of my skin has never prompted me to try to hide those identifying details from job applications or resumes. In fact, I proudly display my race-focused education credentials and professional affiliations. If a company won’t hire me because of my race, I would rather know before I spend time interviewing and getting excited about the prospect of an opportunity.
Studies that look at the impact of race in hiring tend to focus on the percentage of calls for interviews applicants receive; however, there’s little data about how often those interviews result in job offers. In fact, many blacks who have eliminated race-identifiers from their resumes have reported that an interviewer’s interest cooled after meeting face-to-face. I may be cynical, but I think the chances that someone with a racial bias will have a 180-degree change in thinking after meeting a candidate in person are pretty slim.
The fact that this is even an issue for discussion illustrates that there is still a lot of work that needs to be done around diversity and inclusion. While an organization as a whole may be committed to hiring those of all races and creeds, prejudices of HR recruiters and hiring managers can undermine these efforts. Instead of expecting black applicants to deny who they are just to get an interview, companies need to work harder to ensure that those representing their organization are practicing biased-free recruitment practices.
And I encourage black job seekers to be more proactive in their hunt for work. Up to 80 percent of jobs are found through word-of-mouth. Very few are gained as the result of responding to job ads. Focus on building your professional reputation and network. Having those who can vouch for you and alert you to potential job openings will go farther than figuring out ways to conceal a part of who you are.
Have you had to minimize your blackness to get ahead professionally? Let me know on Twitter @DBPBlack or drop me an email.
About the Author
Angela Johnson Meadows is the editor-in-chief of Diversity Best Practices.
Follow Diversity Best Practices' coverage of black and African-American issues on Twitter @DBPBlack.
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