Unfortunately, scheduling appointments, drafting memos, and taking care of the collective needs of the team always seem to fall to the women team members, including women of color and younger women. Williams and Multhaup’s research also indicates that women and workers of color are often assigned the office housework. It turns individual contributors into valued “superstar” workers with more job security than others, because managers will actively notice the superstars’ absence and will have to fill the hole they leave behind if they exit the company or are poached by a competitor. Glamour work, on the other hand, gets you promoted and earns you fame either on your team or across the company and even potential appreciation across your whole industry as a subject-matter expert. Nor will it earn you accolades from your colleagues (at least, not until you leave the job, and everyone says that they don’t know how they’ll get by without you). And while it may keep the organization or team working smoothly toward the group’s collective goals, office housework is highly unlikely to be the kind of thing brought up at your next performance review. (O)ffice housework may be the things that have to get done, but that work is often in the background, away from the eyes of decision makers. The following excerpt is from Henry’s book, which publishes June 7.
Luckily for me, they confirmed my suspicions: I wasn’t alone, I wasn’t unusual, and there are ways to succeed in spite of other people’s prejudices. Williams and writer Marina Multhaup, both of whom have studied workplace marginalization for years.
THE COLLECTIVE HOW TO
And to find out how to break the cycle of marginalization - where I was assigned busywork to “prove” myself while my privileged colleagues scooped up the high-profile work that got them raises and promotions - I spoke to professor and author Joan C. When I found myself in that very situation, where regardless of my actual success I was powerless to push back against someone else’s prejudices, I turned to Ruchika Tulshyan, speaker and author of “Inclusivity on Purpose,” for ways to protect myself. Whatever the root cause, being marginalized means you have something extra to navigate when you go to work: In addition to your job, you have to fight back against other people’s prejudices to succeed, whether you want to or not. Perhaps they have preconceived notions about people of your racial or ethnic background, or maybe it’s about class and socioeconomic status.
The reasons why can vary, but it’s important to remember it’s rarely about you. It looks like being excluded from projects that will move your career forward, not being included in discussions in the workplace that actually impact you, or learning that no matter what you do or what skills you bring to the table, you’re always on the outside looking in. Subscribe here to get it in your inbox two Wednesdays each month.īeing marginalized at work takes many forms.
Below is an excerpt from The Collective, Poynter’s newsletter by journalists of color for journalists of color and our allies.
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