Why Belonging Matters by Mike Lee
Inclusive Innovation: A Series About Cutting Edge Customer Success
As a black man in technology, I knew when I graduated from an HBCU (Historically Black College and University), it would be an uphill battle in finding my place in this industry, but my abilities and talents would shine. With a dual degree in Computer Science and Mathematics and a minor in Physics, my hopes were high as I headed into my professional career to change the world through technology. I was excited to meet new people, live in a new state. I was motivated to become an expert developer, but most of all, I was ready to find a place I felt welcome.
In my career, I’ve had the fortune to see many types of companies, large and small, startups and established, government and private. The one thing that has been a constant, in almost every single role I’ve had, I was the only person of color outside of the “help desk” or “call center.” Although I knew it would be tough making it in the industry, I didn’t realize that my skin color would determine my career progression.
When I graduated, I was able to code in 14 different programming languages fluently. I chose to join a large technology company as a Java Developer and succeeded greatly. I was immediately met with challenges to my knowledge, especially by the senior developers. These challenges would come to light when I could accomplish things with innovative methods that other developers had not worked with before. My fellow white junior colleagues never had to prove themselves, at least not publicly like me.
As I moved to various roles, the same happened. It felt like white employees couldn’t believe a black man from an HBCU could succeed at this level. I was challenged at every turn. Although I consistently received stellar reviews, coding awards, and even CEO accolades, I would frequently be passed over for promotions, placed on subpar assignments using older programming languages and technologies.
I can remember the defining hurt when realizing that I was the only one left off of an after-work event at a downtown Irish Bar and the numbness as those around me laughed and recalled the fun they had. I remember the piercing uncomfortable feeling when not one person recognized that, although I was sitting in the meeting, that I was left off of the invite. That feeling is a very lonely and painful experience, but most of all, it showed I didn’t belong.
I’ve worked for four companies with game rooms which I’ve never felt comfortable using. The first time I used one, I was immediately asked by my manager if my project was still on time. I had never been late. This same thing happened three other times; however, other employees didn’t have to answer the same.
It is frequently difficult to explain these feelings to white colleagues, as it is improbable that they will ever feel this sort of distance. Generally speaking, it is expected that white males will be in the technology industry and leadership positions; therefore, the question of if they belong in the role is rarely asked. When anyone doesn’t fit that exact description, many times, it is questioned. It doesn’t matter how well you can code or the quality of education you had; if you fit that description, no one questions it.
Early on, most black children hear the phrase, “you have to work twice as hard to get what they have.” Meaning you have to work twice as hard as white people to get what they have by default. It is also often said that a black person needs a bachelor’s degree to get the same level of consideration as a white person with a high school diploma. A black person would need a master’s degree to get the same as a white person with a Bachelors, and a black person would need a Doctorate Degree to get the same as a white person with a master’s degree. Although my sample size is minimal, I have found this to be abundantly true.
Belonging is a feeling that I did not understand until I started at my current role at Spreedly. Belonging is a destination that the company’s goals of Diversity, Equity, and Inclusion target. Still, it is difficult to understand if you have never felt that you don’t belong. Often, my white counterparts will try to recognize and even offer suggestions to help People of Color feel welcomed to the organization. There will be celebrations of Black History Month, there will be cultural festivals, and other activities to celebrate the differences among employees. Although those initiatives are great, when you look at the board of directors, senior leadership, and management, and they are all white, middle-aged males or sprinkled with white women, it becomes clear that these gestures are tokens to check a box in the name of DEI.
Being welcome and belonging are two completely different emotions. Let’s talk about being welcome.
In the southern states in the 60s, African American’s were welcome on public transportation. This was because they paid and would frequently ride at higher numbers. Even though they were welcome on the bus, the caveat was that they could only sit in the back and would have to give up a seat if white riders didn’t have enough seats. This was a constant reminder that although you were welcome, you are second class, and we don’t really want you here; we just need your money.
In business, there are many efforts to welcome people of color into the ranks; however, when we are consistently overlooked for promotions for longtime friends of the managers or less skilled white employees, not invited to after-work activities, or our input is regularly discarded, it becomes abundantly clear that although we are technically welcome into the company, we may not belong.
Belonging is another emotion altogether. In the same civil rights era as the above-mentioned bus seating arrangements, some places legitimately welcomed African Americans’ business and presence. They were given seating and access just as any other race. They were served just like any other race, and their feedback and opinions were welcomed just like everyone else. This is a significant distinction as African Americans didn’t have to feel like the “lesser” in those establishments when they visit the business.
The same goes for today’s companies. When you intentionally work at recruiting and hiring People of Color and giving them the same chances of advancement - diversity, equity, and inclusion targets start getting closer. When People of Color have the same opportunities for seats at the table, the same voice, and their ideas are sought for innovative thinking; there is a sense that we matter to the company’s bottom line. In a genuinely welcoming environment where all employees are included in activities and fellowship, one can feel as though the color of their skin has no impact on their ability to succeed.
Working towards belonging is not advocacy to only hire people of color, nor is it a push to not hire qualified white candidates. It is simply stating that if given an open pool of candidates that are not disqualified due to implicit biases, then there will be balance in the overall diversity of employees, and therefore, equal levels of belonging for everyone.
When I started my interview process at Spreedly, I knew this would be a different experience. Early in my interviewing process, maybe the first screening call, I was asked, “As a leader, what are your thoughts on Diversity and Inclusion?” I had never had that sort of question at the beginning of an interview. I don’t think I’ve ever gotten a D&I question in an interview. The mere mention of diversity and inclusion in my interview set the stage of what would become what I feel is the first place in my twenty-four-year career, a sense of truly belonging.
Spreedly has a very deep culture and commitment to Diversity and Inclusion. You can see this reflected in the employees, the management, and the executive leadership levels. We have a monthly D&I companywide training which includes coursework prerequisites. We have parent group meetings, and the contributions, ideas, and thoughts are sought from every employee. But even outside of the corporate-driven initiatives, I have never felt as welcomed as I am to individual employees. I feel my input is needed. I feel as though I am just as important to the company and its employees as any other person, regardless of skin color. This has allowed me, for the first time, to relax and focus on the work at hand. I no longer have to worry if I am good enough or better than the other white leaders. I genuinely feel that I am viewed as Mike Lee, an employee, not just Mike Lee, a black employee.
If you have never felt that you belong in your place of work, I pray someday you will.
Mike Lee is the Director of Customer Success at Spreedly, a payments orchestration company, and author of the recently published book, The HBCU Experience: Marching Band Alumni Edition. Mike is a husband and father of three and is passionate about creating a world where his children can grow up, do whatever their hearts desire, and find a place they belong in a career. Along with his business successes, Mike sits on the Durham County Board of Education as well as other high-impact boards in Durham, NC where he fights for an inclusive community that accepts all for who they are, not the color of their skin.
INCLUSIVE INNOVATION is a Series About Cutting Edge Customer Success curated, and sometimes written, by Jan Young, a CS Insider Founding Community Lead and Consultant with The Success League. If you have something to share with our community about customer centric, employee centric or DEI practices in Customer Success, DM Jan on LinkedIn. If you’d like to read more from this series, you’ll find it here.