Hi Alexei, forgive me; my response may be long, but only because you raised some salient points. Thanks for sharing your perspective. It opens up a crucial dialogue beyond a single experience or viewpoint.
Indeed, tailoring a resume and cover letter to fit a job description is a common strategy for many job seekers, including myself. This approach is often necessary when one's experience far exceeds what's outlined for the position. It's also useful where your skills and knowledge are more tangentially related than directly. I've frequently found myself in situations where I am more qualified than my supervisors, not least because of my international background. This dynamic adds another layer to navigating professional environments, particularly in the U.S.
Having been on both sides of the hiring table, I recognize the value of potential employees who bring diverse and related qualifications. Training and on-the-job experience can elevate their contributions significantly where their fit may not be perfect, but aptitude and attitude ring well. However, the reluctance to accept diverse experiences and qualifications often mirrors a broader resistance to recognizing and valuing different life experiences. It's not uncommon for people to dismiss experiences they haven't personally encountered, sometimes out of a defensive reflex or from a place of unrecognized privilege.
Regarding your question about needing "something extra" to compete in the professional marketplace due to the reality of racism—your curiosity is both valid and appreciated. Many Black professionals, myself included, pursue additional qualifications with the belief in a meritocratic system that rewards hard work and competence. This belief is particularly strong among younger professionals, under the age of about 45, who hold onto the hope that undeniable competence will force acknowledgment and equitable treatment.
My sister-in-law's current pursuit of a PhD while working at a corporate office is a testament to this belief. Yet, the bitter reality she faces is the likelihood of being sidelined, despite being the high-performing, go-to person for training successive white male managers who often lack the qualifications and experience she brings to the table. This scenario is not unique and speaks volumes about the systemic barriers that persist in the workplace.
Yes, in response to your question, I do feel the need for "something extra" to navigate these professional waters. However, the essence of what this "something extra" is remains elusive. The disparity in how qualifications, competence, and potential for growth are recognized and rewarded between Black individuals and their white counterparts, especially white men, underscores a profound inequality rooted in systemic racism and patriarchy. If you don't believe me, look at the endless studies by various organizations on the subject of wage disparities among race and gender (see link below).
The journey towards a workplace and society where people of color receive equitable treatment is fraught with challenges. Until the day when the experiences and competencies of Black, brown, and female professionals are valued equally, my answer, albeit not hopeful, remains a reflection of the current state of affairs.
Your engagement with this topic is a valuable part of the broader conversation, and I thank you for contributing to it. Let's continue to question, dialogue, and strive for a more equitable professional landscape for everyone. Here is the link I promised: https://www.investopedia.com/wage-gaps-by-race-5073258.
