Tami Jackson, Advancing Diversity, Equity, Inclusion, and Justice in Workplaces

Tami Jackson is an Instructional Designer with The Winters Group, Inc. She creates customized learning experiences that engage and push learners towards solutions that advance diversity, equity, inclusion and justice within their workplaces, communities and themselves. Tami is passionate about creating content that engages and transforms learners by remaining intentional about centering the needs, shared experiences and perspectives of those who’ve been historically excluded — with special care towards Black women, femmes and others impacted by misogynoir.

In the newly released RACIAL JUSTICE AT WORK: Practical Solutions for Systemic Change (Berrett-Koehler Publishers; Publication Date: February 14, 2023; ISBN: 978-1520003624: $24.95) Mary-Frances Winters and The Winters Group team focus their narrative on reimagining policies, practices, procedures, and ways of working and being that foster fairness, equity, and opportunity for all. Tami Jackson’s chapter focuses on “professionalism”.

FWM: When was the first time you realized you would need to completely change who you were to be successful in the workplace?

Hmm. If I am being honest, I was made aware and taught that I had to change who I was to succeed from the beginning of my insertion into the educational system. So many Black kids, teens, and young adults are taught from a very young age to assimilate, code-switch, and mask for survival and for a chance to “make it.” The socialization began pretty early in my life, but it certainly worsened as I entered my late teens and early adulthood. So many elders, relatives, advisers, bosses, recruiters, and HR directors spent a lot of time and energy reminding me (both directly and indirectly) that if I were to be taken seriously, get the job, garner respect, or even be heard when I spoke. I would need to assimilate and behave a way that made white folks and those who upheld the norms of white supremacy comfortable with me.

I would not say there is no one incident in particular but more of a generally forced socialization that happened throughout my coming-of-age. The bottom line is this: I was taught and expected to assimilate for both safety and success – for many before me; the concept is hand-in-hand and intrinsically linked. 

FWM: When you adapted yourself for white comfort, did you realize then and there that you were losing a piece of yourself? How did you handle that?

One of the first things I realized when I consciously made changes to my personhood to adapt to the expectations of the white gaze as it relates to professionalism in the workplace was that I learned real quick that it didn’t matter what I did or what changes I made or how much I adjusted, there was always something about me because I was a Black woman. A large Black woman of generous size and stature. I would always be seen as a disruption because both Blackness and womanhood are not seen as the standard in most workspaces. My existence in the space disrupted the expected cultural sightlines within those workspaces, and as such, I was constantly experiencing friction and expectation to conform until all aspects of my personhood was dust. I literally stand out in multiple ways. The perpetual nail that sticks up, just begging for the tools of white supremacy to hammer me into submission. 

So yeah, I was hurt initially and very early in my career and had difficulty processing that hurt. After I metabolized the hurt, I started to defend myself. And when I say, “defend myself” I mean to defend the entire wholeness of who I am.  

I also started to get really familiar with the internal policies and procedures at the places where I was employed. I found in doing this, I was better equipped to navigate challenging situations and advocate for myself and my work with better fluency. Honing that skillset allowed me to shift to being confident in knowing I was a culture add and not someone who was simply a culture fit. 

You know how if you ever get a perm, but no matter how much you wrap your hair at night, avoid water and sweat, and use that ceramic flatiron, that new growth will still push through and you’ll eventually need a touch-up? 

So, I took the “natural girl” way and just started to let my “new growth” grow slowly on its own but first got rid of the split ends. This process was intentional and it was strategic with the understanding it would not come without conflict or risk.

FWM: In RJAW you mentioned that through this process of reconstructing yourself to fit ‘white norms’ that your mental health was hindered because of this. What were the steps of the healing process led you to this point?

Yeah, I mentioned that BECAUSE of the expectations to conform and perform what I like to call “Professionalism Olympics,” my mental health took a major hit.  I started off with a choice to take my mental health seriously. I was starting to pick up patterns that were indicators that my mental health was in jeopardy. 

For instance, I remember laying on the bathroom floor of the executive woman’s restroom one late night (you know their bathrooms are gonna be clean *eye roll* ) and emptying out the contents of my lunch in that cold, white porcelain because I was physically getting sicker and sicker keeping up this performance. There were even times I had to check myself into the urgent care because I was confident that I was having a heart attack or going into cardiac arrest – only for the nurse to run a test and tell me I was physically fine. What I was physically experiencing, were physical manifestations of how the stressors of fighting for my humanity in those toxic-ass spaces were tearing me up from the inside out. 

FWM: When it comes to organizations implementing DEIJ into their workforce, you mentioned that the current structure and policies need to be looked at. Why is that crucial not only for diversity and inclusion but to ensure the safety and wellness of Black women and marginalized groups.

I mean, Imma keep it 100% with you — it’s vital to implement these policies because any other effort is perfunctory. You have to get to the problem from the root. The way Black (btw, I ALWAYS capitalize the “B” in “Black”)  women and other historically marginalized groups are treated in these spaces is the fruit of a tainted and poisoned tree. You can prune and pluck the fruit off all day, and still, the core, the source of the where the fruit comes from, is poison. Policies are about both culture and accountability. And while some of us can and do have influence at the highest levels to influence policy change within an organization, the vast majority of us may not. That is why it is important to move with intention when we are searching for our next career opportunities and have conversations about the organization’s culture and policies from the very beginning of your professional relationship. Prior to 2020, would you have asked any questions about the organization’s recent DEI commitments? Would you have been curious about the racial, gender, sexual orientation, etc., demographics of both the team and organization at large? How about if your manager had ever managed a Black woman before, and if so, what did they learn from that experience? Who was the last person that left the team, and why? Who was the last person promoted? Has the organization recently had layoffs? How have their DEI efforts changed and grown since 2020? These are just a few examples of questions to think about as you plan your next move.  

With that said, organizations that genuinely wish to make a lasting organizational change must spend time revisiting, revising, restructuring, and rewriting their policies and procedures to be inclusive of their entire workforce. The corporate workforce is an institution — small societies that are created with their own rules, regulations, and expectations that the larger body agrees to. We need to understand what those policies and cultural expectations are before we commit to a workplace.

It would behoove those who are looking to become more inclusive leaders to audit how Black women and other historically marginalized folks on their teams may experience the workspace very differently than them, even if they happen to share similar identities. Flat out. Otherwise, it’s just DEI cosplay, and there will be zero accountability or staying power when DEI policies are not embedded in the business outcomes of all departments — not just HR. 

FWM: In the RJAW you mention it’s essential to confront these concerns upfront, preferably in the interview process? What are some tips you can give to build the confidence to do this?

Listen, I will tell you like this, something an OG told me that stuck: How do you expect change or support from anyone if you don’t even know what type of support it is that you need? That nugget stuck with me, and I applied it to my work life (and all other relationships, for that matter). Once I started looking at work similar to a relationship — that clarity really sunk in for me.  

So, I took the advice that the OG gave and got very clear about what it was that I needed to succeed, and I wrote that shit down and put it on paper. When I got stuck, I asked myself, “In a PERFECT world, what would my work experience look like? How would I like to be treated by my manager, coworkers, and clients? How would I prefer to communicate? How would I best like to receive feedback on my work? On what frequency? Basically, I took the Ciara prayer and applied that to work. You have to get curious about what it is you need to succeed and have psychological safety and you need to get granular.  

By doing so, I was able to get clarity on what it was I needed so I could communicate, exchange ideas, and manage up. 

Clarity allows us all to move with more purpose, seek out the experiences and skills we seek to gain from the environment, and use it as a litmus if the space is not the right fit. And don’t get it twisted — this does not mean you will not experience challenges, but it will ensure you are clear on your worth and why you are there. That process has been my north star for all relationships, and it’s helped me a lot. 

FWM: What are some protective styles you think work best for those who find themselves in a similar situation that you were in when being confronted with the idea of not being professional?

1. I ain’t even gonna hold you — I actually don’t think that any protective hairstyle is one that is a “best fit.” I feel like the best fit is the one you feel the most confident and comfortable with and can best manage. When I entered the corporate game, I was taught to wear my hair straight with a perm, but that’s b.s, and I refuse to pass that trauma down as a standard. If that is how you wanna rock your hair, then by all means, get into it. But frankly, I started interviewing with braids and different hair colors out the gate because that is who I am. It is an exercise in self-love and acceptance. I also found in doing so, the shock and awe about when and how my hair looks became less of a factor than had I played this part and switched it up on the back end. 
2. It’s important to acknowledge that I get if you need to do what you gotta do to get the job so you can eat and pay your bills. I feel that, and I have been in that position. Just make sure you are strategic and move with intention the next time you’re interviewing and allow your current gig to finance your search for the next gig that is a better fit for you. Trust yourself. You’ll intrinsically know when it’s time to stick and move differently than you have been in times previous. 

The bottom line is: Changing our hair ain’t gonna change our skin color, heritage, or how Blackness is viewed in a hegemonic, white dominant patriarchal society. And as soon as I got honest with that truth, it became easier for me to see things as they are and identify the spaces and places I could make the best impact and when. I started to learn, through trial and error, that my most authentic self would not protect me from challenge or friction, but it also made room for me to do my best work because I stopped shouldering the burden of trying to juggle impractical expectations on my personhood. That is not my burden to carry. 

FWM: What are some of the staple pieces in your closet that you feel still represent who you are, while also maintaining a professional image?

1. All stuff they tell us not to wear. Colors, patterns, a little sequin, and polka dot with some Js or Air Maxes. Big-ass bow or headwrap in my hair or a flower. I wear lots of bright colors and patterns because 1) They make me happy. 2) They make me feel good. 3) They represent my culture and heritage. 4) They allow me to serve as a possibility model for others behind me who have never seen a woman like me honor space around her body the way I do. I am not invisible, so I refuse to treat myself like I am. Or show up as if I am ashamed of who I am just because my existence and the literal space I take up makes some people uncomfortable. That’s not my burden. 
2. I promise they’ll notice you anyway, so you might as well be you to the extent that you feel you best can manage.  
3. But one thing to keep in mind, the professional appearance standards are not the same across the board and for different body types. I have a unique set of challenges to navigate as I am tall, big, and Black. I am as tall and weigh more than the starting defensive end for the Philadelphia Eagles but in the body of a Black woman. So, even when I was in “compliance” with the dress code and professional expectations, I was still getting the smoke because I didn’t and couldn’t fit the convention. So, I started focusing on how the clothes fit and how they made me feel in my “unconventional” body. Sure, I’ll rock a blazer, but it’s probably going to be canary yellow or purple with broad shoulders. I’ll wear trousers and slacks, but they will probably be wide-leg with a print. Or a dress with bike shorts on underneath with a leather jacket and some Js. The better I physically feel in my attire, the better I perform. 
4. I have a few custom pieces that I had made for my body, but they are not cheap, fast, or easily accessible, so when I give “fashion” advice, I try to keep that in mind. Also, do not go into debt trying to show out at work; they are not paying you enough, sis. Get some standards, make a capsule wardrobe at a cost you can afford, and mix and match. 

FWM: If the readers want to continue their research on this topic, what are some more resources you used to gain the knowledge to combat this issue upfront?

I would say scoop a copy of Racial Justice at Work by all of us over at The Winters Group. But I would also say fortify your social media and tell your algorithm what you want to see. What you interact with, like, save, and share will reflect on your IG, TikTok, LinkedIn, and YouTube pages, so start being intentional about disrupting it with what will serve you best. For example, a few of my favorite TikTok content creators are: @mystylefile, @hragentofchaos, @jamylecannon, and  @thegardeningtheologian. Give it up for: Brittany J. Harris, Madison Butler, Sacha Thompson, Dr. Janice Gassam Asara, and Caroline Wanga over on LinkedIn. As for books: Of course, Imma shout out Black Fatigue: How Racism Erodes the Mind, Body, and Spirit by Mary-Frances Winters, I’m Not Yelling: A Black Woman’s Guide to Navigating the Workplace by Elizabeth Leiba, and Right Within: How to Heal from Racial Trauma in the Workplace by Minda Harts. 

FWM: What would you tell the reader if they were in a similar situation, you were in when first starting and being ridiculed for your attire?

1. I would tell her the same thing I have been telling myself repeatedly for years, and you’ll hear me say it often: Sis, you are not a problem to be fixed. But you will need to be intentional about how you show up. 
2. I want readers to know that they are navigating a system. A system that is based in cishet white male standards — yes, even down to the dress. Why do you think the navy blue and black two-piece business suit is seen as the staple and gold standard of professional dress? It’s because it was manufactured in their image and those standards and those policies did not have you in mind when they were designed. And — that is not your fault. But that is often why folks are often so shook when you step outside of that convention. 
3. I would warn her that no matter how you dress or what you do to conform, she will have risk and pushback at some point. My advice is always centered around acknowledging that. She has the agency to do what makes her feel best and perform the best in her workplace. All she needs to do is make sure her work is a value add so that her authenticity has a foundation to stand on. 
4. Also, it’s always essential for me to acknowledge that despite my size, height, and weight, I receive privilege for being light-skinned in a white supremacist society, and due to that, sisters with a darker skin tone and thicker hair texture will be navigating realities that I do not have to navigate. With that in mind, I always want to make sure that we are all clear about how and when our privileges show up in the workplace and how (make sure you spend some time knowing what privileges you do have — not just the ones you do not) they intersect with someone else’s lived experience different from your own. 

FWM: Did it ever occur to you that no matter where you worked you would be faced with the same issues? If so, how did you handle this realization?

1.  Yes. That realization was the impetus to my digging deep and deciding to move with more intention and strategy in my personal and professional life. But, if I am being frank, and I know it is a cliche: You will not get through this life without challenge. The key is to gather as many tools as possible along your journey, like the character Link in Legend of Zelda. Know that everything, all of these challenges are teaching you something, but you have to be still enough and willing enough to self-reflect. Be real with yourself and be honest about both what you are great at and what you struggle with. You don’t wanna find yourself triagin’ your life and forever putting out fires perpetually because you have no plan and no intention with how you move. 
2. This does not mean that ALL of your experiences have to be hard and painful ones, but it does mean getting curious about how to get your spiritual, emotional, and professional skillset weight up so you can stick and move through them with a lot more ease. 

FWM: If there’s one thing you could tell your past self that you know now, what would it be?

You are not a problem to be fixed, little homie. Ask for what you need. Remember what you know.