Congratulations! You are hiring a minority for your organization. You totally deserve an award.
Before you send that employment agreement, be sure you are ready to handle the responsiblity of hiring a minority.
Here are 5 things to watch out for if you are hiring a minority for your organization:
1. They may not look like you.
https://giphy.com/gifs/white-girl-LTzZLc0CS5dyo
Are you expecting them to do their hair, makeup, and dress like you? Don’t. It may come as a complete surprise, but that professional minority you are thinking of hiring may show signs of their culture in their appearance that they literally can not change.
2. They may not express gender like you do.
https://giphy.com/gifs/queen-janelle-monae-le-mien-MSvxBgMnwXP3O
I know, I know, you hired a minority, but if you were expecting them to change how they express themselves physically. Well, nope. They’ll be professionally dressed and that’s it.
3. They may not pray like you or even pray.
Legally speaking this should NOT have even come up during any pre-employment process. But if a discussion of faith or lack their of comes up, be prepared to accept you may have a minority on your hands. Their beliefs will not affect their ability to be a productive member of your organization.
4. They may not work like you do.
They may need to make adjustments and changes to the way they work and how they work to be the rockstar that they are. This is not inconvenient for you.
5. They may not view the world like you do
You know that “slightly not politically correct joke” you tell? It’s not going to go over well anymore. You know that marketing campaign that you didn’t get a diverse opinion about? It’s not going to go over well anymore. Hiring a minority means you’re going to get a perspective you never considered. This perspective is not wrong, it is different and needs to be considered.
Hiring a minority give companies that warm, feel-good in their bellies, but the relationship can go sour if you don’t know what to expect. Therefore, it’s important to put a little more effort in the employment experience after being hired. Especially if that employee is a minority.
Just look at Uber, they attempted to *insert black woman (Bozoma Saint John)* and *insert woman (Liane Hornsey)* to fix their race and gender issues with disatrous results. Uber won’t admit it but,
“according to Reuters, an anonymous group of employees, identifying themselves as people of color, said Hornsey made derogatory remarks about Bernard Coleman, the company’s global head of diversity and inclusion, hired in January 2017, and disparaged and threatened Bozoma Saint John, who stepped down last month.”
Uber failed to realize you can’t solve a diversity problem by hiring a black person, fix your sexism problem by hiring another woman and expect the issues to fix itself. Uber never addressed the structural problems at it’s foundation.
You can not hire pieces of a minority and hope they assimilate at the junctures were their differences are “inconvenient” for you.
The struggle to hire diverse populations will continue until organizations acknowledge structural changes must be apart of the hiring process.
https://giphy.com/gifs/orange-is-the-new-black-diversity-sag-2016-l2JIbCs6LjtldOXIc
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