5 Tips for Students of Color Entering the Workforce

With some statistics indicating that more than a third of college graduates are classified as non-white, it’s clear that a significant number of students of color are finishing school and preparing to enter the workforce.

This begs the question: Are there any unique and specific challenges that people of color (POC) will face as they accept new jobs? And if so, how can people of color prepare for the workforce while still in school?

We spoke with Beatriz Garcia and Marisa Urrutia Gedney, co-founders of Your Truth at Work, a diversity, equity, and inclusion (DEI) consulting and coaching firm, to get their expert advice. Read on to learn more about challenges faced by people of color, how to handle discrimination at work, and how students of color can prepare for their future jobs.

According to the American Association of University Women, in 2020, the U.S. under-18 demographic became a “majority minority.” This means that the number of people who were once considered “minorities” are now actually in the majority. As people in this demographic grow up, become adults, and pursue career paths, the workforce will change accordingly.

In other words: The future workforce will become increasingly diverse as the years go on.

In the wake of the 2020 racial justice uprising, many companies responded by pushing out public statements affirming they would become more mindful of diversity, equity, and inclusion. Many also rolled out lofty initiatives to create inclusive work environments — yet real change takes much more than just declarative statements.

A disconnect between what POC employees expect and deserve (and the values companies publicly espouse) and the reality of working at the company can lead to instances of gaslighting: when employees’ experiences don’t align with what they’re told is happening and, furthermore, receive no support from their companies and their human resources (HR) departments.

Microaggressions, which are subtle instances of discrimination, or more obvious discriminatory situations may occur — and POC staff may not know how to handle it or who to turn to for support.

Garcia and Gedney say it may go so far that POC team members are told — either explicitly or implicitly — a message along the lines of: “What more do you want?” “We’ve made changes, and we’re doing our best.” “You should be happy with this.”

Discrimination can take many forms.

Again, it may be subtle. For example, if you don’t have clarity on what it would take to be promoted or receive a raise — or the goalposts keep moving — that might be discriminatory. Discrimination may also be more blatant, as is the case with salary inequities and different performance and conduct expectations between men and women and for Black and brown people.

If you are experiencing discrimination, Garcia and Gedney recommend you process it outside of the workplace with people you feel safe with.

“After processing and identifying what discrimination you faced, get clear on the outcome you are seeking,” they suggest. “That will inform the approach you will take.

“Because the primary goal for the organization is to reduce its liability, no matter what outcome you decide, document everything. We mean everything.”

Garcia and Gedney recommend that you:

“Also, seek external HR support from your network. You may know someone who can help,” they said.

If you’re a student of color preparing to enter the workforce, you’re not alone —in fact, future projections indicate you may soon be in the majority.

However, many workplaces are still behind the times, and you may face instances of discrimination. If you do, remember to rely on your support network, advocate for yourself, and document your experience to protect yourself.