Recommended Reading

by Race in the Workplace special correspondent Erica

Do You Know Your Company’s Unspoken Rules? - All Things Workplace
You have to know both the corporate culture and individual personalities. How formal or casual should you be? How does word travel? Making the unspoken norms into spoken norms can help you make them work to your advantage and possibly help you work around them when they’re not in your favor. (via Gautam Ghosh - Management Consultant)

Why Minorities Distrust Employers’ Promotion Policies and Practices - Monster Career Advice
“‘Most companies don’t do a good job of articulating performance expectations, giving feedback or coaching employees’ career development — for any employee. This leaves all employees filling in the explanations for themselves. Many women and people of color fill in the gap with the explanation that bias must be involved because of their race or gender.’”

When You Have to Fire An Employee - Employee Handbooks
From the legal perspective. Be truthful, tactful, and careful. (via Strategic HR Lawyer)

Adapting to Adoptions - Life at Work
Parents who adopt don’t get nearly the amount of time off that parents who give birth do. In fact, they probably need more help because of the cost of adoption. They don’t have any money left over to support themselves through unpaid time off.

Arneson on What is Wrongful Discrimination? - Workplace Prof Blog
On “the concept of discrimination from a philosophical perspective.”

The Real Road to Green: Don’t Reduce, Distribute! - The Support Economy
The post addresses the obvious environmental benefit to telecommuting. I prefer to think of it in terms of how much happier I would be to have that commute time to myself, and how much more comfortable and productive I could be in the workspace of my choosing. But it alters a big part of today’s office environment which is face time and networking with co-workers at all levels.

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email


  1. Lyonside wrote:

    The article seems to be saying that it’s the minority employee’s fault if they 1) assume that the reason for non-advancement is ethnic/gender/etc. based, and 2) don’t make the mentorships and connections that often lead to advancement.

    Here’s my beef: What if you don’t have that connection or mentorship because of difference? Because there is that nice professional, maybe even faux-personal, distance… maybe they ask about your kids, but you don’t find out about that golf outing until too late. Or it’s harder to relate to (”shmooze”) potential contacts and clients because THEY don’t come up to you without an introduction (essentially telling them that you ARE worth their time)… what do you do then? It’s not always the employees’ fault.

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