1.Lack of Inclusion and Bias: Unfortunately, my experience highlighted several instances of racial bias and microaggressions that created a difficult work environment. On my first day, a colleague made assumptions about where I lived based on my race, which set an uncomfortable tone. There was also feedback indicating that my hire may have been viewed as primarily a diversity decision rather than a merit-based one. Comments like these, along with being told directly that I was hired as a “diversity hire,” left me feeling undervalued and unsupported in my role.
2.Micromanagement and Trust Issues: My direct manager engaged in significant micromanagement, including regular check-ins on minor tasks, which made it hard to work independently or feel
trusted. I was also reminded to account for all equipment when leaving, which felt unnecessary and contributed to a sense of distrust. Such practices can diminish employee morale and self-confidence, especially when applied unevenly.
3. Performative Allyship: Following a tragic shooting in Buffalo that targeted minorities, our manager sent an email that attempted to address the situation. However, rather than focusing on support for affected employees, she discussed her experience at a Coldplay concert and offered to speak with minority staff to “counsel” them. This gesture felt superficial and tone-deaf, lacking the genuine understanding or support that employees dealing with racial trauma may actually need.
4. Lack of Professional Boundaries and Career Support: During our one-on-one meetings, my manager often used the time to discuss her personal issues, particularly around her marriage and feeling like a single parent. This unprofessional oversharing made it challenging to focus on my career growth and professional goals, as each session would begin with her personal matters instead of guidance or feedback on my work. It was frustrating and damaging to have to devote time to listening to these personal issues rather than receiving the career support I expected.
