Navigating the Workplace as BIPOC Professionals
“I don’t understand how an organization can have these occurrences [microaggressions] and not have a systematic process of dealing with them in a safe and effective manner that brings resolution and growth.” – Nikhat Jehan Ghouse
Meet Nikhat Jehan Ghouse, naturalized American, Pakistani-born of Indian descent. She is the Associate Librarian and Coordinator of Diversity Alliance Residency Program at the American University in Washington D.C., and founder of Jehan Consulting. Nikhat pursued her Master of Library and Information Science from the University of Pittsburgh after working in the periodicals as a college undergraduate student. Drawing on her impressive 20+ year career in libraries and experience as an organization development consultant, she shares advice on how to navigate white workspaces as BIPOC professionals:
Don’t be afraid to ask a search committee questions during an interview to understand the organization’s work culture. You are also interviewing them to see if they are a good fit.
Although you may often feel you need to work harder and longer hours in order to be seen, it’s important for you to set healthy boundaries. Start by understanding your role and written responsibilities.
Find a network that offers support and help when needed. If you don’t have that in your workplace, you’re welcome to connect with the Center for Diversity and Inclusion.
In order to advocate for yourself you must know who you are and what you need in the workplace to survive and avoid burnout.
Be able to communicate your goals and ambitions to your supervisor and those in higher leadership positions.
This is a solid reminder to document incidents and their (re)occurrences.
Get familiar with your organization’s rules and regulations to prepare yourself for when you want to and are ready to report a microaggression incident.
Remember that the efforts of mediating a microaggression incident in the workplace is often your supervisor’s and/or human resources’ responsibility. Continue to hold them accountable.
Engage with supervisors and those in higher leadership positions. Build a foundation with them by garnering trust at your own comfortable pace, so that you can get a better feel for how they would respond to certain incidents.
Manage your expectations because the resolution may not result in your liking and that doesn’t mean you didn’t fight hard enough. It’s okay to let go. When you’re ready to get out, see the last bullet point.
Be intentional with your exit plan when the organization is no longer providing a safe and healthy work environment.
It is emotional labor for BIPOC professionals to navigate organizations that still uphold systems from the perspective of whiteness. Come listen to Nikhat speak more about organization development and how to survive white workspaces in this podcast episode. You may contact Nikhat at nikhat@jehanconsulting.com if you would like to connect or have further questions.