Black Sales Journal

If you are like many sales professionals you may be looking for a new position for any number of reasons.  If so, you undoubtedly recognize that the resume’ is the window to your qualifications, and even though it has it’s good and bad points as a tool, it is necessary.

That brings us to the notion that the resume is the ‘crow bar’ that opens a crack in the door to give you consideration and, hopefully an interview. Without the resume’ a hiring manager or human resource representative will have no idea of your talents, or your ability to display them.  Which prompts the question ‘du jour’, should your resume’ be ‘race neutral’?

What is Race Neutral?

‘Race neutral’ is a term used frequently in education to describe the basis for educational policy that supposedly ignores race as a determining factor.  In this case, I am going to use ‘race neutral’ to indicate that your race is not disclosed or detectable.  This might mean the ‘scrubbing’ the resume’ or other correspondence of determinants of race.

I know you are not going to ask why ‘race neutral’, but for those who might wonder I point again to the primary objective: Getting in front of the manager for an interview.  Once there you will at least be able to begin to showcase your values, your abilities, and the fact that you can work in the employer’s workplace, or any other environment.

I believe that the having a race neutral resume was something that helped me early in my career and has helped many a Black professional.  Assuring racial anonymity by means of avoiding references to race, racial affiliations of non-work groups, or activities, was the norm for many professionals of color, but… the world has changed to a large degree.  The primary catalyst for this change is the business-networking site LinkedIn.

The “LinkedIn” Effect

LinkedIn is a major force in the job theater globally boasting over 259 million users in more than 200 countries, as of the end of 2014.  The networking site has grown exponentially over the last ten years, although it is might be pressed to make money, its impact on the job scene for members is undeniable.  Also, once y0u have your coveted sales job, its use as a tool to help you gather information to build relationships is undeniable.

A well-constructed LinkedIn profile is a basic necessity in the sales world, and maybe in most of the business world now.  You can find out pertinent information about your future employer, your coveted clients, as well as your competition.  You can use it to apply for professional jobs as well as take advantage of its reach to keep in touch with colleagues, follow companies that you admire, and be involved in business interest groups.

The pertinent question is whether you should elect to put a picture in your profile to be viewed by associates, potential customers, potential employers, and anyone else curious about “what the heck” you look like.

If you don’t have a picture in LinkedIn, you stir the question of “why not”?  Is it a fair question?  No!  Fair or not, this question that is probable!  Here is why:  As with social media, even though LinkedIn is not considered social media, there are always people out there who don’t mean others well.  When someone withholds a “simple” picture there may be something amiss.  In LinkedIn, without a picture, if you ever ask someone to “link” with you and they are not totally familiar with your name, they may avoid approval, as they may believe you not to be who you are.  Should you build a profile on this wonderful tool if you are going to generate suspicion and potential credibility issues by not including a picture?  You will have to answer that.

I believe in the power of a properly constructed LinkedIn profile, and in the usefulness of this tool.  Racial anonymity can play in your favor, or can play against you if they are looking for a Black sales professional.  I think LinkedIn as a tool provides enough benefit and exposure that your will still be an ultimate beneficiary.

As a matter of fact, for many technical, technical sales, as well as other selected professional positions, Black professionals (especially Black females) who have solid credentials are sought out, and even coveted.  In those situations, the pictures are “appetizers”.  As you guess, this situation is controversial, but deserves discussion.  The next couple of topics will show you why.

The Applicant Selection Process – A, B, C, and D (Discard)

Let’s revisit the hiring process. A hiring manager or human resource representative potentially sees hundreds of resume’s to fill one position.  Remember the first goal, which is to get in for a personal face-to-face interview.  Your charm, skills, and ability to respond to questions and situations will be your tools, but you have to be able to showcase them.

If you follow some simple logic, many of these resumes are going into the ‘D’ stack, as they lack the basic qualifications that were advertised.  Some are going into the ‘B’ and ‘C’ stack as they have many of the qualifications, but are unlikely to be contacted, as there appears to be better candidates available.

Then there is the ‘A’ stack.  This stack has candidates who meet the basic qualifications, and have some points that create attraction to the reviewer.  As a reviewer you start at the top of the ‘A’ Stack and work downward.

Remember, the process of separating into stacks (A, B, C, and D) includes personal input on the part of the manager or HR representative.  This area of discretion is a “wild card” for the manager or HR rep.  You must end up in the ‘A’ stack, and hopefully at the top of it to get a strong opportunity to be interviewed.  I hope you recognize that almost anything can put you in the wrong stack, so don’t give anyone the excuse to put you there.

Something that might influence the stack your resume ends up populating might be affected by some things that are out of your control.

Don’t Miss Part II –  Your Resume and Racial Perceptions, Racial Preference, and Racial Prejudice!

Monday we will examine the effects of the 3Ps, racial perceptions, racial preference, and racial prejudice on the acceptance of your resume.  This post will give you valuable information about your resume and how it is accepted. Don’t miss it.

Your comments are always welcome. Feel free to write me at michael.parker@blacksalesjournal.com.

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 play 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 the southern 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. Nonetheless if race has played a role in an injustice, then what must be done must be done, just have your proof ready!

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 though 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. You can reach me at Michael.Parker@Blacksalesjournal.com.