In The Community
Professionalism has been defined to me in a myriad of ways, but I distinctly remember being told once early on in one of my first office jobs that my facial expressions were “unprofessional” and “overly expressive” for the nature of my role.
This feedback was met by me with confusion. After all, what does my face have to do with being a professional? I soon realized that this feedback was given by a coworker of mine who frequently engaged in microaggressions towards me, her attributing my normally loud voice, clothing, hairstyle, direct communication style, and overall expressiveness to me being “such a Latina.”
I’ve had this conversation a lot recently with my friends. We’re finding that although we’ve always worked to be in professional roles, we’re also finding out that these “amazing” jobs we’re given aren’t all they appear to be.
Many of us grew up in homes where going to college and landing a professional job would be considered the pinnacle of success. To many Latine and immigrant parents, having their children occupy professional spaces complete with degrees and fancy benefits is the ultimate dream.
However, once we’re in these spaces, many of us discover that we’re not in a place to express anything negative with either the work or the office, only to be told “be grateful for having a job like yours, mija!”
Expressing any of this means running the risk of being dismissed as too picky and being told to be grateful for the opportunities. But doing so means we’re compromising some of the best skills in our professional toolbox: autonomy to make decisions and advocate for ourselves.
I’m far from the only Latina who has been told to deal with mistreatment from employers and that I should be happy to be included. Which is why we need to redefine how professionalism works for us.
It’s time to set the record straight on why Latina professionals shouldn’t be grateful to just be included in these spaces.
Latinas are setting the new normal of what it means to be an accomplished professional through advocacy for our working lives. Being a professional woman, especially a Latina, doesn’t mean we let ourselves become doormats to our employers. Inclusivity isn’t a reason to take mistreatment or abuse from an employer.
With a good title and salary also comes stress, obligations, and an overcommitment to work and situations we weren’t initially prepared to navigate. The leadership skills we develop can end up being reframed as too “aggressive,” while being expected to adjust to microaggressions and workloads that don’t give us any space to exist outside of our jobs. On top of all of this, the shiny benefits like paid time off don’t actually get used when we’re stressfully checking emails after working hours.
There’s real value in being a Latina professional that’s able to advocate for herself. This includes joining Latino-focused, professional development groups, finding an online community to network, working to create your own spaces/groups in your field for others, and forming camaraderie among your professional contacts that are feeling just as displaced as you are.
While I will always disagree with the notion that Latinas need to be expected to say “gracias!” for even having a space at the table, I know it’s important to use our positions of power to make sure there’s a seat for the ones coming after.
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We've all been there. The workplace can be a minefield of social cues, under-the-radar biases, and those sneaky "small" remarks that aren't so small after all - they're microaggressions. These little zingers can sting, especially when they're aimed at our identity, including our race or ethnicity. This time, we're pulling back the curtain on microaggressions faced by Latino people at work. We'll break it down with real-life examples, explore why these seemingly insignificant slights matter, and give you some tools to tackle this head-on.
Examples of Microaggressions
Here are some common microaggressions that Latino folks might encounter at the workplace:
- Ethnic Stereotyping: "I bet you're a good dancer." “You don't look Latina." Colleagues or superiors may make comments or jokes that perpetuate stereotypes about Latino people. Examples include assuming all Latinos are good at dancing, suggesting that a Latino colleague must be "fiery" or "passionate," or associating Latinos only with manual labor positions.
- Language Assumptions: "Your English is very good." "Say something in Spanish for me." There is often an assumption that all Latinos speak Spanish or have a 'Latin accent'. Conversely, Latinos who don't speak Spanish might be seen as 'less authentic'.
- Assumptions about Legal Status: "So, where are you really from?" "Do you have a green card?" It's surprising how often Latino people get asked about their immigration status or where they're 'really' from. As if their nationality somehow needs further validation.
Why We Should Care
You might be thinking, "So what? These are just tiny slights. Why the fuss?" Microaggressions, although seemingly subtle or minor, can have a considerable impact on the recipients. These impacts can include:
- Psychological Effects: Chronic exposure to microaggressions can lead to feelings of isolation, anxiety, and depression. It can also lead to lower self-esteem and self-efficacy.
- Performance and Job Satisfaction: Ever tried to focus on work when you're stressed or upset? Not so easy, right? The stress and discomfort resulting from microaggressions can lead to decreased job satisfaction, lower performance, and higher turnover rates among Latino employees.
- Organizational Culture: No one wants to work in a toxic environment, and a company's reputation can take a serious hit if it's known for microaggressions. A high prevalence of microaggressions can negatively impact the organization's culture, making it less inclusive and causing damage to its reputation.
- Reduced Diversity: If unchecked, microaggressions can deter talented individuals from diverse backgrounds from joining or staying in an organization, reducing the diversity that drives innovation and growth.
How to Deal With Microaggressions
The good news? There are ways to address this issue. As an organization or employer, here are some of the steps you can take:
- Awareness and Education: The first step towards addressing microaggressions is recognizing their existence and understanding their impacts. Workshops, seminars, or diversity training sessions can help with this.
- Encourage Open Conversations: Provide safe spaces for employees to discuss incidents of microaggressions, how they feel, and how they would like the situations to be handled.
- Establish and Enforce Policies: Organizations need clear, strict policies against all forms of microaggressions. These policies should include reporting mechanisms and fair consequences for those who violate the policies.
- Support Affected Employees: Provide resources and support to employees who experience microaggressions. This could include counseling services, mediation, or reassurances of their value and belonging within the organization.
- Promote Inclusive Leadership: Encourage leaders to set the tone for inclusive behavior. They should model respect for all individuals and cultures, demonstrate understanding and empathy, and take action when they witness microaggressions.
Dealing with microaggressions as an individual can be tricky. It requires a combination of self-care, assertive communication, and strategies to create change. Here are some tips:
- Recognize and Validate Your Feelings: Understand that it's okay to be upset by microaggressions. They can be hurtful and demeaning. Don't dismiss your feelings or let others trivialize your experiences.
- Assertive Communication: If you feel safe and comfortable doing so, address the microaggression directly with the person who committed it. They may not even be aware that their comment or action was offensive.
- Educate Others: Use instances of microaggressions as teaching moments, if you feel up to it. Inform the person about what a microaggression is and why their comment or behavior is inappropriate. Remember, you're not obligated to educate others, but it can sometimes be a powerful tool for change.
- Report the Incidents: If the microaggressions persist, consider reporting them to a supervisor, HR, or another appropriate entity within your organization. Be prepared to provide specific examples and express your concerns clearly.
- Advocate for Change: Push for workplace policies that address microaggressions and support diversity, inclusion, and respect. This could mean advocating for diversity and sensitivity training, creating safe spaces for discussions about microaggressions, or contributing to the development of fair reporting and resolution procedures.
Microaggressions might seem like small stuff, but they're a big deal. By learning to recognize and address them, we can create a more respectful and inclusive work environment for everyone. Remember, it's not just about avoiding the paper cuts - it's about fostering a workplace where everyone feels valued and respected. And that, my friends, is a win-win for all.
While this “syndrome” might not be recognized as a mental health disorder in the Diagnostic and Statistical Manual of Mental Disorders (DSM), the commonly felt experience can definitely have negative effects on mental health and wellbeing in the form of anxiety, low self-esteem, and/or depression.
The exact causes of imposter syndrome aren’t fully understood, but most mental health professionals point to a complex mix of individual, social, and cultural factors. After dreaming the dreams, working hard to make those dreams a reality, scaling every imaginable mountain in the way, and finally arriving, the self-doubt begins to set in like a thundercloud ready to burst.
The thoughts and feelings of not being good enough, not learning fast enough, or not feeling as capable as those around you feel very real, and yet, once objectivity is achieved again, it’s clear that all those manufactured narratives weren’t very real at all.
What do we know about imposter syndrome?
Psychologists Pauline Rose Clance and Suzanne Imes coined the term after studying the behaviors of high-achieving women who, despite their accomplishments, believed that they were not actually bright and had just fooled everyone into believing they were. It’s also been attributed to believing success happened solely because of luck or chance and not through hard work or innate talent.
The phenomenon is very much recognized but not very well researched, therefore the causes aren’t entirely known. However enough is known that a few generalized theories can be attributed to the persistent feeling of self doubt. Factors can include personality traits of people who are highly conscientious, perfectionistic, and/or self-critical. Family and cultural background that includes growing up in a family or culture that emphasizes achievement, success, or high expectations that fuel feelings of inadequacy.
Social comparisons can often be to blame. In recent times the rise of socia media platforms where posting is often performative and/or altered or fake, comparing oneself to others and feeling that others are more successful, talented, or capable can lead to the feelings of imposter syndrome.
People who have experienced discrimination or marginalization may be more likely to doubt their abilities and feel like they don't belong. Latinas face many challenges in the workplace that can be directly attributed to membership in not just one, but two marginalized groups: women and people of color.
Being the only Latina in the room
White, land-owning men built American society, which means that Latinas experience systemic racism and gender inequality in every single workplace no matter the kind of work. From silent discrimination like lower wages for equal work to loud and proud racism in the form of harassment and verbal or phyical assault, trying to succeed in a system not built for you is exhausting and inspires constant doubt.
A highly accomplished woman often knows that she is highly accomplished and talented, but what happens if her peers don’t recognize her as such? For many Latinas, the problem stems from being “the only Latina in the room” and therefore doubting if they actually belong there. Why don’t men suffer from imposter syndrome as much as women do? It’s simple; society teaches men that positions of power are where they’re meant to be.
Therefore part of overcoming imposter syndrome is understanding this reality. Getting mansplained isn’t because you don’t understand; it’s because culture and bias towards your race and gender have overinflated many white men’s egos.
Of course, the degradation Latinas experience at work and in many facets of life isn’t just limited to white men. The entire hierarchy of color means that race and gender play a critical role in creating environments where imposter syndrome runs rampant, and more so amongst women of color.
How do we defeat imposter syndrome?
An internet search will produce thousands of results and suggest many self-help books, and sure, there are things women can do to overcome these baseless beliefs, but the problem is deeper than that. Authors Ruchika Tulshyan and Jodi-Ann Burey wrote, “Stop Telling Women They Have Imposter Syndrome,” an interesting take on how imposter syndrome has to be eliminated through systemic changes and not through internal work by the individual. They write, “Imposter syndrome is especially prevalent in biased, toxic cultures that value individualism and overwork. Yet the “fix women’s imposter syndrome” narrative has persisted, decade after decade.”
So while there is always value in personal development, a critical component that must be understand is that a major part of this problem doesn’t have to do with women at all and everything to do with the sexist and racist systems women are forced to exist in. The solutions then, seem to lie in the dismantling and rebuilding of these systems so that better, more equitable systems can foster talent rather than privilege.
But in the mean time, a daily affirmation can’t hurt. Repeat after us: I AM CAPABLE, TALENTED, AND MORE THAN ENOUGH. Now go slay as you always do.
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