This is what “it” sounds like….

“Congratulations! We want you to give the presentation at this year’s industry-wide conference.”

“We’d like to get a photo of you and a quote to include in our recruiting brochure.”

“You’ve been selected as a feature in ‘The Employee Experience’ and will appear on our website.”

We’re made to feel like we’re being “honored,” like we’ve been “chosen” from among all other employees.

No.

We’re being “chosen” because the company needs a Black face (or two) that will….

serve as its DEI currency

augment its “commitment” to racial equity and inclusion

show the outside world that Black employees matter

These “honors” bestowed on the one to few Black employees who work in non-support roles are the posturing of companies that seek the appearance of racial diversity/representation.

And the “DEI-splay” is rarely ever positioned as an ask.

That we will comply is understood. By the way, the expectation of Black compliance is a carryover mindset that originated with slavery.

It’s the unspoken rule.

The language wrapped around the “opportunity” is a distinct coded message positioned as “an offer we can’t refuse.”

Our employment and advancement in the company are hanging in the balance if we dare object to this common practice.

At the same time, our not-so-secret life inside the company is often rife with multiple instances of inequities, exclusionary practices, microaggressions, and emotional and psychological unsafety.

We are the unprotected “beards” for the company which holds hostage our chances for career advancement.

And as long as we go along with it….everything will be fine….unless…..

I Was One. A Beard.

/Beard/: A persona non grata, who, knowingly or unknowingly, is given prominence and strategically positioned publicly by an entity in an effort to deceive, conceal truth, and convey a desired narrative for the purpose of elevating said entity’s image.

I was the first Black person the company had ever hired in this particular position.

That I was immediately sent off to take a months’ long remedial course in a subject area for which I was not hired (and in which I would not be working) should have been my first clue. The white male hired with me was not extended the same “courtesy” to take a remedial course in the area for which he was not hired. Another clue.

It’s like they wanted to start off the working relationship by letting me know that I was being hired as a generally inferior member of the team.

Anyhoo, they barely waited 6 months to parade me in front of the industry’s governing board to tout the company’s advancements in diversity and inclusion, and also advancements in the industry overall. They even trotted me out on the road to conferences so that everybody could see that they “finally got one”— a Black person in the role.

There was never a point where I felt that I could have refused and also keep my job. I was young and naive.

Meanwhile I had been fielding microaggressions, bigotry, racial ignorance, and other instances of dumbfuckery from my white male manager, the white male “big-wig,” and several white team members.

When I spoke up and filed a complaint with human resources, I was promptly fired. In an instant, I went from “pet on display” to “threat of the day.”

Security personnel was summoned to take my badge, watch me gather my few personal belongings, and promptly escort me out of the building as if I were a criminal. As I looked around expecting someone to say something, folks were pretending like nothing out of the ordinary was happening. Not a single person met my shocked and speechless gaze. Oh my gosh! They were in on it!

With tears of anger and humiliation streaming down my face, I glanced into the rearview mirror as I drove out of the parking lot. Security personnel was still standing there watching me. Sure, I thought. He was instructed to make sure I had vacated the premises.

So much for my being the valued employee they had said I was. That ship had sailed…..with me as “disposable cargo.”

On the same day, they also fired and escorted from the building a “race traitor” who had dared to defend me and back up my allegations.

I don’t know if I’ll ever consider it a “happy” ending, but I sued and “won my case” before it could even go to court.

The experience has always left a bad taste in my mouth and was a major contributing factor in my decision years later to leave Corporate America, which for me had been like a strong-arm of white supremacy.

I’ll never forget how during depositions, my attorney got the gatekeeper Chief Human Resources Officer to admit under oath the reason they had fired me:

“She complained about racism.”

Boom! And just like that….there it was!

After her admission, the company was quick to settle. The CHRO and all the other players kept their jobs, and it was back to business as usual for the company now that the “Black complainer” was gone.

At that point, I was sooooo over it. The stress on me and my family had been overwhelming. Though victory did not come by way of a public court battle, the admission of the CHRO was on the record. On. the. record.

As far as I know, the company has never again hired another Black person in that particular role, but they currently have a Black woman “serving” as Chief Diversity Officer. (My thoughts on this are too extensive and outside the scope of this article.)

Second-Guessing Ourselves

No matter in what stage of our careers we are, being “an only” or “one of few” at a company can be an automatic career hazard that keeps us on constant high alert.

Why?

Because we are always having to evaluate ourselves in the context of “honors” and “opportunities” with which our companies present us.

Do they only want me to do this or to be photographed because I’m Black, and they’re trying to make themselves look good?

This question is not a far-fetched one when we work for a company in which power-dominant spaces equate to predominantly white faces…

when we work for a company trying desperately and performatively to boost its DEI image, internally and externally.

The “DEI-SPLAY” Case

I’m sure an aspect of my firing had to do with my being “ungrateful” for being showcased and put out front. After everything we did for Theresa, how dare she accuse us of racist treatment.

The thinking behind this is that titles or positions of importance, awards, bonuses, words of recognition, “visibility clout,” etc. entitle a company to possess us and use us to their liking. We own you.

If they keep enough of us either consciously or unconsciously “coonfused” [not a typo] about our (non)place in the system, we might even give others the impression that white supremacy and racism exist nowhere near the extent that’s been alleged by society at large.

Keeping us feeling grateful

keeps us compliant.

Keeping us feeling indebted

keeps us controlled.

Saying “No”

I get it. When we’re in that situation, saying “no” doesn’t feel like it’s an option without the risk of retaliation.

Our mortgage/rent won’t pay itself. Our stomach won’t feed itself.

Really, I get it.

Plus, I get private messages about this exact same situation all the time.

Sigh.

To the companies that “pimp us out” and put us on “DEI-splay” —

We. simply. don’t. feel. like. we. can. refuse…..safely.

nd they know it. Shame on these companies.

What all this suggests is that Black employees are working in white-dominant spaces and being “owned.” Yes. I know what I just said again. Owned. O-w-n-e-d.

Think about it.

These companies care more about bringing us in as a way to legitimize the “company DEI card” without investing in necessary changes to the culture.

It’s a new twist on that familiar saying—Do as I say, and see not as I do to you.

Our “abusers” want us to put on a “good face” and positively represent the company while the abuse continues behind closed company doors.

That was my exact lived experience at the company. I was punished for talking about what was really going on. I violated the “secrecy rule”—a key factor in maintaining and perpetuating abusive behaviors and oppressive systems.

Do you think it’s coincidental that certain people get so offended and enraged when Black people talk about our treatment under white supremacy and racism, but the same people get nowhere near as offended or enraged about ACTUAL white supremacy and racism?

Or consider this.

Salt-water fish provided with salt water to swim in won’t see the salt water being a problem for fresh-water fish. The problem must be the fresh-water fish.

That insight alone should tell you what kind of company you work for and what will happen to you if you “talk.”

Here are some questions Black employees can ask a company engaging in “Black DEI-splay”:

• Can you tell me the criteria that was used in my being selected for this “opportunity”?
• In what ways will I benefit by accepting this “opportunity”?
• Are you receptive to listening to why I’m declining?
• Will I experience any repercussions should I decline to participate/to be involved? (You might want to get this one in writing….just sayin.’)
• What other employees were considered for this “opportunity”?

Here are some questions for companies engaging in “Black DEI-splay” to ask themselves:

• What are we doing to ensure that the day-to-day experiences of our Black employees align with what we’re calling on them to convey to others?
• What safety have we created for Black employees to remain in control of their “yes” and their “no” for “opportunities” that fall outside of typical work duties?
• How do we let our Black employees know that we’re receptive to listen and that we care about their experiences in the workplace?
• How does objectifying our Black employees harm Black employees and undercut our overall DEI strategy?
• What message are we sending potential Black hires if we continue on this path?

What other questions should Black employees be asking?

What other questions should companies be asking themselves?

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\o/ tmr