Black Sales Journal

I run this post every every once in a while.  It will always be relevant and I believe it is true.    Do remember that the no matter what your color, the your use of race  or ethnicity in your assessment of whether you were treated fairly in receiving a promotion or favor is in essence ‘playing the race card’.  Only involve race, color,  or ethnicity  when you really believe it was truly unfairly utilized against you, and you  have some substantiation to  prove it!

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Are you playing the race card?  Without doubt, this is a loaded question.  Playing the race card in the work setting is similar to dropping a hand grenade in a prayer session.  It is polarizing and negative and changes the landscape and the game.  Quite frankly, it creates an explosion when you do it, and even if there are no casualties, you have created strident enemies all around you.

What is this ‘thing’ we call the race card and is there ever a time to use it?

Simple Definitions

To capture the definition of race card, I visited Wikipedia.  It is not always the most credible source, but it puts a stake in the ground of controversial subjects including this one:

According to Wikipedia:

In the less critical sense, the phrase is commonly used in two contexts. In the first, and more common context, it alleges that someone has deliberately and falsely accused another person of being a racist in order to gain some sort of advantage.[1] (Continued)

In the second context, it refers to someone exploiting prejudice against another race for political or some other advantage. The use of thesouthern strategy by a political candidate is said by some to be a version of playing the race card, such as when former Senator Jesse Helms, during his 1990 North Carolina Senate campaign ran an ad showing a black man taking a white man’s job, intended as a criticism of the idea of racial quotas. The ad was interpreted by many people as trying to play to racist fears among white voters.

Excerpted from “Race Card”, Wikipedia 9/3/2011

The most important portion of the definition of “race card” from Wikipedia above is accentuated here:

“…it alleges that someone has deliberately and falsely accused another person of being a racist in order to gain some sort of advantage.”

Quite simply put, the race card manifest itself in our business environment in a couple of profound ways:

• An individual (let’s say Black employee) suggest issues involving race as the reason for some less than desirable action on the part of a manager or superior, which results in an impairment or disadvantage.  The employee specifically cites race or racism as being evident.
• A manager or another employee attempts to discredit an employee (let’s say Black employee) by falsely suggesting that the employee has cited race as the reason for a particular treatment or actions.

There are other ways that it can play out, yet these represent some of the more prominent issues that have to do with this interchange.  No one wants to be discredited.  Not the manager, nor the employee.  The mere mention that one feels discriminated against is toxic in an organization, so both of these are problematic.

Falsely accusing someone of being racist is a simple concept.  It is wrong and playing that card is detrimental to all Black professionals who are working to be the best that they can be.  Misrepresenting what an employee thinks or feels about any aspect of discrimination to pre-empt an action or discussion is just as wrong.

So playing the race card can mean a lot of things, but it happens both ways.  Both ways are detrimental to good relations, and we should be real careful about alleging that race and racism is a motivation unless it is quite evident.

What if it is true?  If it is true, you might phrase that as ’playing the race card’ as well, yet be very careful as being able to prove the truth is not an easy task.  Even though ‘the truth will set you free’, it may not get you justice in a case like this.

What Can You Prove?

It is always smart to avoid any claim that you cannot prove.  Remember, “It is not what you know, it is what you can prove!” With that in mind, your claims regarding management should be restrained when it comes to racism, and always yield to that which you can substantiate.

If you have a provable claim of disparate treatment, you should have discussions on the basis of that treatment, not racism.  In other words, if you are being treated unfairly, have those discussions with the manager or HR; yet be reserved with any race card.   The best HR professionals will understand you and your claim if you are clear, and if the claim is actionable, they will act on it.  Good HR professionals consider the possibility racism, whether they tell you or not.

I always say “what you can prove” because racism (in this case) is an attitude which is evidenced by how a manager treats his/her employees.  Proving that there is a racist attitude means nothing if it is not accompanied by activities that show discrimination.  What are you trying to prove?  Proving that you are discriminated against is difficult, yet doable, but it is not easy at all

Win the Smart Way

Don’t make assertions based on the race card.  Challenge management to be fair and unbiased, and you can do that without charges that are extremely difficult to prove.  Stand up for yourself and keep good objective records that will substantiate any objective complaints that you might have.

If you suspect that there is a problem, bounce the situation off of a mentor (if you trust him/her) or a confidant in another field or industry for tips on how they would handle it.  Most bona fide professionals can ‘smell’ racism when it is present.  Always base your complaints on fairness and equity unless it is something simple to prove.  Fairness and equity are important and lend themselves to reasonable proof.  Unfortunately racism is insidious and it is never lends itself to easy proof.

An example of fairness and equity is illustrated in this example:

Your manager is giving all of the new prospects to someone else, and you need new prospects, you should consider approaching that on the basis of fairness and equity, even if  you suspect racism.

Benefit – It puts everyone on notice that you recognize that you are not being treated fairly.

Weakness – You don’t change what has happened in the past, only go forward.

In this situation, you speak to the manager openly and frankly about what you believe is the disparity.  The manager should be the first stop, and he or she will recognize that you are being a professional by bringing it to him/her first.   If it persists, your next stop is HR to discuss the actions.  You will get some advice from there about how to proceed, yet realize that you need your “ducks in a row” as you consider going above your manager.

If it is repairable, it normally can be done at that level.  Always be the professional in your actions.  It will pay dividends.

Your comments are appreciated.

Your outside  sales position comes with some assets that are not always thought of as benefits.

Items such as:

Company Vehicle & Company Fuel Card
Company Credit Card
Company Issued Smart Phone or PDA
Company supplied laptop Computer

There are other items as well and the premise is the same with all of these devices.  They are designed to help you be the best that you can be in the sales position, reducing the need for inside assistance, reducing administrative costs, and increasing convenience for the user.

These items present some significant opportunities for unintended neglect as well as abuse and should be managed carefully.

Most long term sales professionals know how these items play into performance evaluations, company policies, and continued employment, yet a recap could never hurt as there are always new professionals entering the workplace.

Electronic Devices – Your Responsibilities and Changing Times

The world is changing, and you have no choice but to be a part of it.  Your access to company and customer data is an important convenience, and it creates some rather interesting changes as compared with a few years ago.

Your laptop computer or even  a pocket-sized device can easily come up missing and could potentially contain the following information that you currently may take for granted:

• Privileged company information (Your company’s trade secrets)
• Customer/Client information (contact lists, phone, addresses)
• Customer Confidential Information (Credit card, financial, and other)
• Your company’s system access information

The information above, as well as  other important information that could be on drives, media cards, etc, can send your company’s IT professionals into “Def Con One” in terms of actions to protect customer’s privacy and your company’s systems and information.

Losing your laptop or Blackberry/iPhone/PDA sends into action a wave of activities designed to protect that information.  This could include “wiping” which is the remote erasing of all of the data on either device.  This falls under the category of “better safe than sorry.”

Depending on what industry you are in, there is also the possibility of federal laws being violated.  If you are in the health or medical industry, which includes health insurance, your responsibilities are even more strenuous, because of health information privacy.

Losing your brief case would be tough, and would potentially put some information in the hands of some who might read it or use it incorrectly.  Losing your PDA creates a different exposure that includes the possibility of improper access of gigabytes of information (thousands of briefcases) and a gateway to other information.

The most important action you can take if you make the mistake is to inform your IT department immediately after the problem happens.  Before that, take all necessary steps to protect it.

Company Vehicles & Fuel Card

Fewer companies provide the benefit of company vehicles now, and that is fitting.  The “tests” that qualify sales professionals, even though they are in outside sales are strenuous, and limiting.

If you do have a company vehicle, you should recognize that not only is this a company asset, but also your company is watching everything you do with it.  Fleet companies and your own HR department are doing what they can to insure that this company asset that could easily be valued up to $25K to $40K is protected and maintained correctly.  It only makes sense.

With this in mind:

• Respect and follow all maintenance schedules. These are recorded and the paper trail is easy to follow.
• Use your fuel card correctly.
• Document according to policy.  Maintain confidence by following the rules to the letter.

Above all, treat the vehicle as if it is your own.  Keep it clean in appearance and it will be noticed.

Company Credit Card

More mistakes happen with company credit cards than you might believe.  Sometimes the mistakes are harmless errors, but some are as a result of mistakes of character.

You can know your company’s expense and credit card policies to the letter, yet there is another test that is even simpler.  If you are in doubt, do not use your company credit card.  This short section is less a review of company expense policy than how you actually use the card.

Remember, if you use the card once for a personal expense that is not business related, you have crossed a boundary that breaks a confidence.  Improper use goes past using the card for personal expenses it also includes using it in the “wrong” places.  I am totally amazed at any sales professional who uses the company credit card at a “gentleman’s club” or any like establishment.  What more indicting activity can you have on your judgment than to use a card with your employer’s name on it at an establishment like this?

Be smart and careful with this valuable asset.  Many organizations require that you use the credit card for any business expenditure.  This increases control, and makes it even more necessary to be discrete.

In Summary

Always know the policies of your operation, and always use common sense.  Improper use usually comes from improper judgment and an ignorance of the ground rules.

Protect your electronic media with your life.  You don’t want to have that information floating around out there, but you really don’t want to undergo the “Spanish Inquisition” that will result from losing it when your IT department and your manager begin their query.  Care is necessary as anyone can lose one of these devices.  What happens if you lose two of them?

Your comments are always welcome.