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The cumulative effects of discrimination and unfair treatment in the workplace often shows up as mental and emotional exhaustion in the POC agency worker.
When I was first hired, I was just happy to be a part of a content team. I was excited to come to Madison Ave everyday from East New York to do my job. Leaving another agency for [.redacted][agency][.redacted] seemed like it was the perfect career choice for me. Looking back on my last month there I spent every day crying in a talk room or on the roof.
I was plagued with carrying two people's jobs on my team as a Community Manager + Jr. Copywriter for my short lived three month stint at [.redacted][agency][.redacted]. Being the only gay and black person on my team let alone on the entire floor made me a target from the start.
Feeling like I had to prove myself, I spent two months of 12 hour shifts and company paid dinners. The burn out was real. During my one-on-ones with one of their Digital Strategists, I expressed my concern for being overworked too early in, and I was met with, “I should still be performing because we’re all being overstretched”.
Before my firing from [.redacted][agency][.redacted] I was completely shut out of client calls and meetings. I had never been bullied in a workplace in my life, not even working at McDonald’s. Microaggressions lived and had a true home in that office. I had zero coachings or probationary period before my then manager sat across from me at the table and said, “It’s not working out. Your attitude isn’t a good fit for the team.”
This comes after having blatantly racist and homophobic client calls that the Account Directors knew all too well. My client was huge on MAGA and it showed in all of their feedback and dialogue during calls.
[.redacted][agency][.redacted] had zero sense of diversity initiatives. I found myself leaning on other POC in the office to express my frustrations, especially after going to HR & my recruiter about the mistreatment I was getting. I expressed myself multiple times to my team how I was failing under pressure, between the bullying and burn out. After my exit from [.redacted][agency][.redacted], they split my position into two different people. Both being white individuals. From there I knew that it wasn’t about my work but about who “they” wanted to work with.
Long story short, almost two years later I’ve overcome my PTSD of Madison Ave + [.redacted][agency][.redacted] as a whole. It’s scarred my experience of ever wanting to work in the ad industry.
“Feeling like I had to prove myself, I spent two months of 12 hour shifts and company paid dinners… I found myself leaning on other POC in the office to express my frustrations… I expressed myself multiple times to my team how I was failing under pressure…The burn out was real.”
The incoming assumptions of many BIPOC’s entering a new agency is of having to ‘prove their worth’ beyond those expectations placed on their White counterparts. This can show up as taking on extra roles or responsibilities, spending longer hours at work, or simply excessive toiling over work output. The result is a BIPOC workforce that can end up compromising themselves, their well-being and ultimately their performance to overcome a perceived bias against their overall dedication and abilities.
A general lack of support or understanding by their coworkers or superiors can compound the issue. Whether due to a communication gap of how to express or interpret feelings between the two parties or simply a disbelief or unwillingness to address the issue by those in positions of influence, BIPOC’s often turn to those they feel can understand or relate to their feelings. Though beneficial in the short-term, improved communication and increased advocacy for BIPOC’s in the workplace is an optimal long-term strategy.
“I had zero coachings or probationary period before my then manager sat across from me at the table and said, “It’s not working out. Your attitude isn’t a good fit for the team.”
The insufficient support many BIPOC’s experience in the agency workplace can also show up in a lack of transparency, direction or direct feedback from their managers or supervisors. The aforementioned communication gap may then impact the ability or comfort level of communicating negative feedback or constructive criticism.
Employees that represent a ‘good fit’ for an agency fold neatly into the company culture, rarely challenging or disrupting the status quo. Consequently, a transfer of responsibility or blame can occur when efforts to fully understand and address a BIPOC’s unique experiences cause confusion or discomfort. The default position, therefore, is often ‘I’m OK, you’re not OK’ position where the BIPOC employee is dismissed as the issue, versus any introspection or accountability taken on behalf of the agency.
