Muchas gracias

However, I have seen preference given to colleagues that were raised in a better socioeconomic background regardless of race. After some observation, I found that it was due to their more aggressive strategy. They were more willing to negotiate better compensation packages, simple perks like items that the company must have on the desk waiting for them, and additional benefits. Meanwhile, I realized my compensation and benefits were lower. Why? Several reasons; I am new to the professional level, I do not have role models, i.e. parents that are knowledgeable and can provide advice or show by example how to negotiate and ask for what I want, I came in with a behavior pattern that I am grateful to have employment at this level, and I am self-taught where children/young adults at the next level up are taught by others.

However, there are individuals who discriminate (overheard in cubicles) and based on personal experience. For example, one time my husband (foreign born Latino with a slight accent) called a company to ask about a job position, they told him the position was no longer available. Curious, as the ad was just placed in the paper that day, I called the company to ask about the position, they told me it was available and asked when I could come in to complete an application. Another example, but in reverse happened to me when I applied for a bilingual position. They liked my resume and application that had gone to the HR department. They liked my telephone etiquette (in Spanish) and asked me to come in for a meet and greet. My Spanish sounds like a native speaker as I learned it from my mother in law. When I arrived for the meeting, I could see the shock and disappointment on the interviewer’s face (Latina) when I introduced myself. I did not receive a call back. So, I called them. The receptionist stated that the position was filled; however, the position remained open on a job board. I was a bit disappointed; however, a better bilingual opportunity became available and I moved on. A third example really bothered me. It involved an African-American woman colleague and a white male colleague. She had a Master’s degree with twenty years experience in the field. He had a Bachelor’s degree with ten years experience in the field. The managers (most of whom were white males) would go to him to ask about the financial reports. Only one manager (white female) would go to her to ask about the financial reports. At first I thought it was a racial issue; however, it could have been a double discrimination of race and gender. In this case, she had the job, but I could see there would be a challenge for promotions. She has since moved on and opened her own (successful) business. He still works there.

There is a more complex dynamic at work. Race is only one factor of many. There are socioeconomic background and gender issues as well. Finally, companies and organizations that have a diversity committee along with holding diversity as a core value versus those who do not tend to have fewer issues. When I worked at a local college, diversity was highly valued and colleagues sat down together for meals regardless of race, gender, position title, and education level. What a shock to me, when I choose a private sector employer who did not highlight diversity. While they employed a diverse employee group, there was quite a separation in the lunchroom. Table seating was silently separated by race, gender, education level, and position title. I was the only one who ‘table hopped’ and was given the cold shoulder treatment in the office. I did not stay there very long. Although the monetary compensation and benefits were well above my prior employment, my integrity and value for diversity led me to choose new employment. Some employers do not realize that compensation and benefits alone will not retain an employee. It has to come with a positive and diverse environment as well.