In large, conservative industries, there’s historically been a trend of promoting a small percentage  of minority professionals, who the organization then considers to be sufficient for equitable representation on their leadership teams. As a result, the one or two people of color who do make it into senior roles often have to overcompensate, or act as the “model minority.” There is huge pressure on their shoulders to assimilate in order to make themselves more palatable for their non-diverse team members, along with a fear that, if they don’t, their opportunity may be taken away.

• Together, these factors lead to increased feelings of isolation at work, and also feed into a false myth that there can only be one successful person of color in any organization.
• So, if you’re a young, professional of color, how can you avoid the model minority trap and bring your whole, courageous self to work early in your career?
• First, When applying to jobs, look for companies that rank highly on diversity and inclusion index reports and have a proven track record of promoting underrepresented professionals.
• Second, build yourself a support system who can provide you with advice when you face challenges (or biases) in the office, and champion the unique perspectives you have to offer.
• Finally, while the work ultimately falls on leadership teams (and not you personally) to build inclusive environments, there are still ways you can prepare yourself for the worst-case scenarios in order to protect your physical and emotional health.
• Build a script around how you want to respond to biased comments that you encounter during work. Taking the time to think about the tone, language, and message you want to send will empower you to speak out when the timing feels right.