Stereotypes
Minority candidates face positive and negative racial stereotypes, which may surface more once they are on the job. The positive stereotype is the "Jackie Robinson figure," which Howard explains is the expectation of being an immediate superstar. He handles that by always trying to do his best. One negative stereotype he sees is that because he is an African American male, people assume he is an avid sports fan. In one meeting, a professional colleague jokingly suggested Sports Illustrated was a journal of black enterprise that they should use to raise majority awareness of the minority professional class. Howard and everyone present responded with silence, which let the person know that his joke was ill advised and the stereotype unwelcome. You can let people know that you don't like racial stereotypes in a variety of ways, by either saying nothing, as Howard did here, or by telling them directly. Or, you may use a humorous reply to convey your reaction. As Howard says, how people handle negative stereotypes is highly subjective. Find a way that works for you in a given situation.
"Interact, not isolate," recommends Howard when handling the stereotype that minorities don't network across racial lines. The American College of Healthcare Executives/NAHSE study points out that the lack of informal socializing can impede the professional networking of minorities. Howard makes an important distinction between social self segregation and sanctioned segregation. If you don't want to be part of the group at a nonworking lunch, you don't have to force yourself to join in. But you should participate in organization wide activities, such as group outings or holiday parties. "A good manager will make the rounds," says Howard. You can combat all stereotypes by allowing others to know you, as an individual, with your own preferences, shortcomings, and strengths.
Another stereotype he sees is the channeling of minorities to support service rather than clinical settings. Also, you may encounter the stereotype that minorities have succeeded or can only succeed in the public sector. Respond to these stereotypes rationally. For example, in the public versus private sector debate, you can argue that, in the past, the publicly funded health care organizations were more apt to act affirmatively. Whatever the stereotype, do not allow others to limit you.
Biggest hurdle
Howard has experienced two big hurdles. The first one may or may not be race neutral: he moved around a great deal and was often asked, "Why are you leaving your organization already?" He moved to advance his career. The second obstacle, responding to the "right fit" argument, does pertain to race. Whenever he applies for a new position, makes it through the process, and does not get the position, Howard asks for a critique to learn areas of improvement. Years ago, he was told that there wasn't the "right fit," which he interpreted as that particular organization's unwillingness to hire a minority at the senior level. He has heard this same response several times since. Nonetheless, Howard did not lose his focus, or his ambition or his optimism. He kept working. In his view, there is an attitudinal barrier against racial minorities at the CEO level, which he compares to the glass ceiling faced by women executives. This barrier has become easier to cross in the last three years, so he urges you to keep interviewing and to keep striving, so that as organizations do become more willing to recruit and promote racial minorities, you will be one of those individuals in demand.
Advice to "up and comers"
Select internal and external mentors. (These individuals need not be members of a minority group to benefit you) Consider professional opportunities outside of the traditional organizations. Build a reputation as both a generalist and a specialist. Right now, specialists have an edge, but the leadership requirements include the generalist's perspective. Achieve this balance by asking for responsibilities outside your area of expertise and by acquiring management skills in your continuing education and professional development. If necessary, strengthen your communication skills. There is a bias against minorities at the professional level because some majority colleagues may not have worked with minority professionals before. To be competitive, any candidate must speak and write well, especially minority candidates. Do not underestimate the value of community service. When you do apply at majority organizations, use your involvement as a selling point. Your commitment to the community that your organization serves reflects well on it, as well as on yourself.
Handling the "solo" and "token" roles
The likelihood that you will be the first, or the only, minority to have held a particular position is decreasing all the time. Still, you just have to handle the pressure, says Howard. Being a trailblazer carries an additional burden. If race makes you metaphorically and literally visible, Howard believes that you must "stretch up" to the expectations of others in your organization, for your sake as well as other minorities who follow you.
"We didn't get here by ourselves; we are standing on other people's shoulders," says Howard, in tribute to both the leaders of the civil rights movement and the founders of NAHSE such as Haynes Rice. As you attain leadership roles, you can build relationships with the politics of inclusion. When he was the first African American administrator at a majority hospital, Howard recalls that a couple of the managers sat back waiting to see if they would sabotage or support him. In time, by his efforts, they supported him. He succeeded.
Identifying oneself as a minority in employment correspondence
You should certainly identify yourself in the professional correspondence as a member of a racial minority for two reasons, advises Howard. First, it is better for the search consultant or hiring committee to know that you are an African American sooner rather than later. Second, in some instances, this may be a selling point for getting an interview. To best convey this fact professionally, Howard recommends the understated approach. For example, list your membership in NAHSE, or a black sorority, or the leadership position in a civic group that serves the minority community. In this way, you focus on your accomplishments and represent who you are at the same time.
