Black Sales Journal

Few incidents are as striking as the one that surfaced in the media last week regarding  industrial giant ThyssenKrupp.  ThyssenKrupp manufactures, services, and sells almost everything industrial in all four corners of the globe.  ThyssenKrupp Elevator is the division involved in this major issue.

If you have not seen the a video of the incident which happened in 2010, you might want to take a look here:

German Firm ThyssenKrupp Apologizes For Racial Discrimination: MyFoxCHICAGO.com

Defining happenings include:

(A) supervisor applied brown makeup to his face to make his skin tone darker during a skit at a sales conference in Indianapolis, according to the report, which concluded that there was “substantial evidence” that Reese, who worked in the Westchester, IL office, was harassed because of his race.”

The article continues… “Though the supervisor later claimed that he was impersonating a rapper of Asian descent from the musical group Linkin Park, the skin-darkening showed the company “fosters an environment of accepted racial intolerance,” the report states. -Excerpt from Chicago Tribune article

“I never felt more alone in my life. I was in a depressed state. I would sit in my car for 20 to 30 minutes prior to entering the building, because I couldn’t handle being there. These were the people directly responsible for my success in the company. I had to tolerate it. But after that blackface incident, I couldn’t take it anymore. I resigned in one of the toughest job markets in my lifetime, but I didn’t care. It was a regional conference. Management on every level was there. And that was funny to them. It wasn’t behind closed doors. It was out in the open. It was a collective atmosphere created by everyone. Without question, it was tolerated. There was no secret what was going on, because everybody participated.”Montrelle Reese, Former ThyssenKrupp Elevator Sales Representative

“We have had to realize that mistakes were made, for example, the use of epithets to describe a tool to service elevators or disparaging remarks about [black] neighborhoods. … We realize that we need to take further measures to prevent the repetition of this type of behavior…. We will dedicate whatever time and resources are necessary to further education our workforce on the lawful and appropriate treatment of all employees, including the engagement of experts to assist in this education.” ThyssenKrupp CEO Rich Hussey

It is obvious that there are infractions here. I question if we would have even heard about the 2010 incident had ThyssenKrupp not elected to bring a location to the city of Chicago. Although the incident was denied by ThyssenKrupp, the city of Chicago, once advised of the story, brought the situation to the mainstream spotlight by publicly denying any knowledge that TK had such an egregious act happen just west of the city prior to the announcement

Hats Off to Montrelle

I have viewed the interviews of Montrelle Reese, as well as read his written depictions and quotations.  His appearance is solid, and it is difficult not to believe his story.

My hat is off to him because he hung in there and did everything that he could do to maintain employment. He reported it to is organization just as he should have done.  There is nothing that he could do about the fact that the office he worked in and the management that surrounded him were so wrong and insensitive.  Mr. Reese also did what he had to do in leaving.   It takes courage to leave as well.

If there is a God, Mr. Reese’s recompense will be a job in an organization that will treasure his talents, and appreciate the difference that diversity makes.  Sure, he will get paid as the things that happened seem egregious, but more importantly we can all learn from what happened.

The Westchester, Illinois office of ThyssenKrupp has proven that “All that is necessary for the triumph of evil is that good men do nothing (Burke)!” Hopefully, those who participated will be dealt with severely as is indicated by CEO Rich Hussey (ThyssenKrupp).  I would note even more that those who stood by and watched without comment can’t escape some culpability.

This was Racial Harassment and Racial Bullying

Let’s not be confused, this was not a crude gesture or comment, it was racial harassment and racial bullying pure and simple. It may never happen to you, and I certainly hope it doesn’t.  They were picking on him because he was different than majority and having no voice with human resources, or any other facet of the organization.

I will repeat from other editions of Black Sales Journal that if you are a Black sales professional you will work with, and for, some good people.  There are those who are not  good, and you will be exposed to them as well.  In cases where there is insensitivity remember the two items below and be familiar with the tactics.  When it is grossly egregious as in the Reese case, you will need some different tactics.

• Reacting to Improper Racial Comments From Managers

• Reacting to Improper Racial Comments From Co-Workers

For safekeeping we will include how you might react to comments from customers as well:

• Reacting to Improper Racial Comments From Customers

If You Get Harassed or Bullied

This one is difficult as it can come in many different forms. Objectively, You should always follow a few different actions when you feel this type of activity taking place:

• Always document the actions, including exact times, dates, and places of any incidents.
• Note all participants to a conversation and incident and all that were present when it happened.
• Inform HR when there is an incident, and don’t believe that this is a ‘chumps’ way out.  This is what you should do, and who you should be able to go to for counsel.
• If it is co-workers, management should be informed in writing, and HR should be included.
• If it is your direct manager, it is particularly important that any of your co-workers who witness this are noted.  They are a very important piece of this.
• Save any memos, notes, videos, audios, or whatever might be available

I also think it is important to tell the manager or co-worker verbally that you did not appreciate the comment.  The reactions might be interesting.  Whether you get an apology or an excuse, you need to look them in the face and advise of your sentiments.  Don’t give them the opportunity to say in the future that they did not know that they offended you….don’t give them the chance!

I will do a short post on remedies in and out of the legal system.  I am not suggesting anything in particular, as each situation is different.  Knowing the remedies is important, as you will want to match the incident with the remedy.

Always know your options.

Your comments are welcome.

You have been selected to have a preliminary or phone interview as part of the screening process for a job that you want badly.  This job has all of the trappings including the business automobile, protected territory, great compensation plan, and more.

The phone interview, if you are successful, will lead to an in-person interview in another state with the hiring manager.  The phone interview is with the human resources recruiter and you want a home run!

This scenario is not uncommon.  In the sales profession, with candidates often located good distances from the main offices, companies wisely make decisions to screening interviews on the phone before considering bringing a candidate in for an in-person interview.

There are many reasons to use the phone for this purpose; the main reason is that it is cost effective.  Travel which is very expensive now days, and companies are wise to try to avoid some of this expense.  Additionally, if candidates are closely matched in their qualifications, a decision as to who to interview might be determined by some well-directed questions.

There are some tactics that you can undertake that will prepare you and put you in the best light.

You Are the Expert on You

You have heard me say this before, and you will undoubtedly hear it again, “You are the expert on you!” Don’t fall into the trap of waiting for questions that will show your worth, be prepared to give the interviewer the requisite information that makes you shine.

Gather the following information:

• Your Resume – the exact copy that the interviewee has been given.  Know your accomplishments, that is what sets you apart.
• A clear concise salary history (You probably won’t need it, but be prepared).
• A brief ‘elevator pitch’ on yourself describing why you deserve the job.  Brief means 45 seconds or less.
• Your reasons for leaving any job that you have had in the past 10 years.  Reduce it to writing and be strong at explaining it.
• Your sales statistics (this is a big one) that should include percentages of improvement or growth (or the opposite).  Again, it is all about accomplishments
• A clear concise picture of the organization you would like to join.  What are the markets, products, accomplishments, etc.

Your objective is to have this valuable information at your fingertips, as when there is a pause on the phone, the interviewer cannot tell what you are doing.  You need to be prepared mentally, and prepared from the standpoint of reference material on your background.  The most important part is that you should be able to recite it chapter and verse without much prompting.

Any question on your background and talents should be in your realm of information.  Additionally, you should be able to put into words your strengths, weaknesses and professional objectives as these are common questions.

Phone Interview Etiquette

Just a couple of rules for the interview itself:

• Establish what you will call the interviewer. This can be done during the introductions.  If you don’t know, then stick to “Mr. Johnson” until he tells you differently. 
• No background noise at all if possible.  You don’t need Barry White begging in the background, even if it does not distract you.
• No interruptions.  Set it for a time when you will have no interruptions such as young students returning home from school.
• Don’t interrupt the interviewer. Do not step on someone’s sentences, as that will annoy them.
• Use a landline phone if at all possible.  There is nothing more distracting than a dropped call when someone is trying to give you a chance at a career.
• Block call-waiting notifications. If your service allows it, block call-waiting notifications.  Those annoying clicks when your friends are calling are extremely distracting to an interviewer, even if they do not bother you.  (Dialing *70 prior to the call usually blocks the call waiting feature)
• Conference correctly. If you use the conference feature on your phone, be careful with rustling paper and background noise.  No gum or candy, and no pets in the vicinity.
• No Eating. This may sound like a no-brainer, yet people do it.  Have water nearby, and recognize swilling water does produce noise.

It is important to realize that if they are annoyed by your background noise, or the difficulty they have in understanding you, they will ‘check out’ and lean toward another candidate.  Make this a pleasant experience.

Your Objective is Simple – a Face-to-Face Interview!

Go in knowing what the prize is, but also know that your chance to make the impression is increased if you can get face-to-face.  So…your phone interview might be done in racial anonymity, especially if your resume and other correspondence was done in a race neutral format. I am compelled to explain these briefly here:

Racial anonymity – Meaning there has been no disclosure as to race on your part, and none was asked.  The interviewer has no positive verification of your race, and presumably makes the decisions on the basis of the quality of the telephone interview.

Race Neutral Format – The resume, and any supporting information gives no indication of race, fraternal or sorority involvement. The reviewer is left to make the decision on the basis of your qualifications and the telephone interview itself.

You are not concealing anything, you are answering their questions and attempting to get the position.   The more level the playing field, the less of an effect that preference can have in the initial screening process (Refer to Black Sales Journal 12/30/2010 – Preference, Perceptions, and Prejudice and Your Employer).  I know that there may be issues that don’t allow racial anonymity including which college or university you attended, and some voice intonations, yet it is worth the effort if you can sound as race neutral as possible.

Above all, recognize that you will not have a chance without getting past this initial screen.  Approach it with vigor and a plan.  Be prepared!

Your comments are welcome.