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Abstract

ales Department, but less than 20 are minority. This company has a tendency to award one, or two, that’s a minority, to lessen the concerns of racial disparity and favoritism.“Excuse me, Jack, may I have a word with you?”“Sure, LaMar, what’s up? Let’s step into my office.”“Jack, I’m happy for Joe, but I’m also concerned.”“What seems to be the problem, LaMar?”“Jack, you and I both know I had the highest sales this week, as you informed me yesterday, in our weekly one-on-one meeting, that I have top sales overall this week. So, that’s why I’m concerned, as to why I’m not Top Salesperson this week.”“Well, you see, we have other variables we take into consideration, and there’s also an algorithm system that helps us make the decision.”“I’m sorry, I’m confused. We’re talking Top Salesperson award, so what other variables are there and what algorithm system? Shouldn’t it be based primarily on top sales?”“LaMar, don’t jump to conclusions. We’ve always taken into consideration the number of emails we receive on behalf of our Sales team. Also, the system lets us know how often each Salesperson is actively logged into the system, the length of time they’re working, and so on and so forth.”“But, I was never told about that, and I don’t think some of the other Sales staff are aware.”“It should be in the handbook, and I think there was an email that was sent out years ago. If I’m not mistaken, it should be on the company’s website.”“Okay, thank you for your time, Jack.”“Sure, no problem. The door is always open. Feel free to come in anytime w

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ith questions.”LaMar returned to his desk, fuming on the inside, but trying to keep a professional demeanor. It’s like he’s fighting a losing battle. Also, he feels as if he’s in a no-win situation, as HR always sides with his boss, and will substantiate their decisions based on dated company policies, that seem to be curtailed to their liking.“So, what happened in there? I saw you go in, and the door was closed,” says Kenya, a Black Salesperson.“Nothing much really. It was a waste of time. The usual…I voice my concern, and it gets shot down with some BS about how they have to adhere to company policies and systems.”“Don’t worry about it. You are good at what you do, and will find another company soon, that will recognize your talent. When you do, just put in a word for me too,” Kenya whispers, as they both start to laugh.“Yeah, you’re right. It’s just that this company is well-known in the industry, and looks good on my resume.”“Umm…you need to be more open-minded and think outside the box. Do you think Amazon was always as well-known as they are now? Everyone and every company has to start somewhere and work their way up. Maybe, go to a start-up company, or even start your own company.”“Thanks, Kenya. You’re right, and I’ll definitely keep that in perspective.”Given that LaMar voiced concerns about there being a lack of diversity in management, HR filled the latest management position, which LaMar applied for. The position was filled with an internal employee, whom happens to be biracial, and also plays golf regularly with Jack.© Tony Young, Jr. 7/20</article></body>

A Popularity Contest

We all do the same work, but only some get the recognition.

“The Top Salesperson this week is Joe!” Jack screams, VP of Sales.

The applause makes its way around the conference room. There are some stares among the Black employees, as they know any one of them should’ve had a better chance at receiving this recognition, given that it’s Black History Month and the company was promoting products this month for their Black demographic. Throughout the year, and over the years, awards have primarily been given to people that aren’t a minority.

Every so often, a minority will receive an award, so the company doesn’t seem prejudice. Recently, LaMar, whom is Black, voiced his concerns to Jack about the possibility of him being promoted to a management position, as there’s an opening. As in the past, LaMar was told to apply and he’ll be considered.

LaMar is concerned that he may be in “promotion jail”, owing to the fact that he voiced his concerns to HR that there seems to be a lack of diversity in management at this company. Over the years, LaMar and several of his other colleagues, that are a minority, has been nicely compensated, but never given recognition in terms of major awards and being promoted to management positions.

There are over 100 people in the Sales Department, but less than 20 are minority. This company has a tendency to award one, or two, that’s a minority, to lessen the concerns of racial disparity and favoritism.

“Excuse me, Jack, may I have a word with you?”

“Sure, LaMar, what’s up? Let’s step into my office.”

“Jack, I’m happy for Joe, but I’m also concerned.”

“What seems to be the problem, LaMar?”

“Jack, you and I both know I had the highest sales this week, as you informed me yesterday, in our weekly one-on-one meeting, that I have top sales overall this week. So, that’s why I’m concerned, as to why I’m not Top Salesperson this week.”

“Well, you see, we have other variables we take into consideration, and there’s also an algorithm system that helps us make the decision.”

“I’m sorry, I’m confused. We’re talking Top Salesperson award, so what other variables are there and what algorithm system? Shouldn’t it be based primarily on top sales?”

“LaMar, don’t jump to conclusions. We’ve always taken into consideration the number of emails we receive on behalf of our Sales team. Also, the system lets us know how often each Salesperson is actively logged into the system, the length of time they’re working, and so on and so forth.”

“But, I was never told about that, and I don’t think some of the other Sales staff are aware.”

“It should be in the handbook, and I think there was an email that was sent out years ago. If I’m not mistaken, it should be on the company’s website.”

“Okay, thank you for your time, Jack.”

“Sure, no problem. The door is always open. Feel free to come in anytime with questions.”

LaMar returned to his desk, fuming on the inside, but trying to keep a professional demeanor. It’s like he’s fighting a losing battle. Also, he feels as if he’s in a no-win situation, as HR always sides with his boss, and will substantiate their decisions based on dated company policies, that seem to be curtailed to their liking.

“So, what happened in there? I saw you go in, and the door was closed,” says Kenya, a Black Salesperson.

“Nothing much really. It was a waste of time. The usual…I voice my concern, and it gets shot down with some BS about how they have to adhere to company policies and systems.”

“Don’t worry about it. You are good at what you do, and will find another company soon, that will recognize your talent. When you do, just put in a word for me too,” Kenya whispers, as they both start to laugh.

“Yeah, you’re right. It’s just that this company is well-known in the industry, and looks good on my resume.”

“Umm…you need to be more open-minded and think outside the box. Do you think Amazon was always as well-known as they are now? Everyone and every company has to start somewhere and work their way up. Maybe, go to a start-up company, or even start your own company.”

“Thanks, Kenya. You’re right, and I’ll definitely keep that in perspective.”

Given that LaMar voiced concerns about there being a lack of diversity in management, HR filled the latest management position, which LaMar applied for. The position was filled with an internal employee, whom happens to be biracial, and also plays golf regularly with Jack.