When I worked for Chase, people used to ask me a question that always caught me off guard: "Why do you sound like a white boy?" It was a jarring thing to hear, but it was usually followed by a second hurdle. Whenever I demonstrated superior technical skills—solving a complex problem or navigating a difficult system—the reaction wasn't just praise; it was a confused, "How did you know how to do that?"
But the most revealing moment of how the system truly views Black professionals came when I acted with the same confidence as my peers. When I was assertive, firm, and stood my ground—traits that were praised as "leadership" and "ambition" in my white counterparts—it was met with a different label. I was called an "arrogant [n-word]."
These experiences aren't just isolated insults. They are the "dictionary practices" of systemic racism in action. They define the "correct" way for a professional to sound, how much knowledge they are "allowed" to have, and exactly how much space they are permitted to take up.
1. The Educational Pipeline: The "Closed Loop"
Systemic racism often begins long before we enter the workforce. For generations, Ivy League institutions and other elite schools used admissions practices that limited Black student enrollment.
Employers then created a "closed loop" by preferentially recruiting from these schools. If an employer only recruits from the Ivies, they know the chances of running into Black applicants are slim. This creates a "pedigree" requirement that filters out talented people before they even get a foot in the door.
2. The Hiring Labyrinth: The "Paper Ceiling"
Even for those who didn't go to an Ivy, the system has built-in filters. We see this most clearly in the phrase "College Degree Preferred."
The Paper Ceiling: Many jobs "prefer" a Bachelor’s degree even when it isn't necessary. This acts as an automated filter that pushes qualified talent to the bottom of the pile.
The Degree Hierarchy: The system uses degree levels as escalating filters. Associate degrees often silo Black workers into "technical" roles, while Master’s and PhDs are often used to force Black professionals to "over-prove" the expertise that others are simply assumed to have.
3. The Enforced Hierarchy of the Workplace
My experience at Chase is a perfect example of how "cultural fit" is weaponized. When people questioned why I "sounded white," or were shocked by my technical knowledge, or met my assertiveness with racial slurs, they were enforcing a racialized standard of "professionalism."
In this system, a Black man’s competence is treated as a surprise, and his confidence is treated as a threat. This forces us to constantly "code-switch"—adjusting our speech and suppressing our natural leadership just to avoid being targeted.
4. The Way Forward: Competency Over Pedigree
As I pursue my advanced paralegal credential in compliance, I see how vital it is to move toward Skills-Based Hiring. We need to stop valuing the "pedigree" and start valuing the competency. Whether it's in banking, healthcare, or the legal field, we must dismantle these invisible barriers:
Value alternative certifications over "degree preferred" fluff.
Audit recruitment pipelines to ensure we aren't just "fishing in one pond."
Challenge the "Culture Fit" myth that penalizes Black leadership and assertiveness.
Systemic racism is a complex machine, but when we start calling out the "invisible rules," we can begin to rewrite them.
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