Being the “only one” on a team, especially the only Black person, is not just a statistic. It’s a daily emotional, mental, and professional experience that comes with unspoken dynamics and deep implications.
In the recent Episode of Beyond Management™ Web-Series, titled “I’d Be Fired in a heartbeat: The Reality of Being the Only on My Team”, we pulled back the curtain on what it really feels like to carry the weight of being the ONLY, especially in professional settings.
🚧 The Harmful Dynamics of Being the “Only One”
Let’s break down what trends of what happens when someone is the only on a team:
- Hyper-Visibility Meets Invisibility You’re noticed, but not heard. Your mistakes feel amplified, but your ideas often go overlooked. It’s a paradox, always being watched, but rarely being seen.
- Silencing Through Risk Voicing discomfort is a risk. Raising issues is a risk. Even existing in authenticity is a risk. Why? Because one misstep might be perceived as a threat to the comfort of the majority.
- Code-Switching and Emotional Exhaustion Many employees wear a mask. Polished. Controlled. Careful. It’s not about professionalism, it’s about protection. The toll? Burnout. Disconnection. Disengagement.
- Lack of Culturally Competent Leadership When leaders don’t understand or acknowledge these dynamics, they unintentionally perpetuate harm. Silence, in these cases, is not neutral, it’s permission.
🛠️ So, What Can Be Done?
It starts with understanding, but it must move to action.
Here’s what managers and organizations must do to shift the dynamic:
1. Acknowledge the Burden of Being the “Only”
Don’t minimize it. Don’t tell someone they’re “overthinking it.” Instead, say:
“I recognize you might feel isolated. If you’re ever carrying something heavy, my door is open and I’m committed to changing this.”
2. Create Psychological Safety And Back It Up
It’s not enough to say “You can bring your full self to work.” Back that up with accountability structures:
- Call out biased behavior publicly.
- Investigate microaggressions and act.
- Ensure performance reviews don’t penalize “tone” or “fit” in ways rooted in bias.
3. Normalize Feedback From Below
Make space for people to give upward feedback without fear. Ask:
“What’s one thing I’ve said or done that could be harmful, even unintentionally?”
And then: Listen. Learn. Adjust.
5. Train for Cultural Competency, Not Just Compliance
Trainings aren’t a checkbox. It’s not about being politically correct, it’s about being human, and making sure every human feels safe, valued, and respected.
In this episode, we heard what so many are often too afraid to say out loud:
“I walk into rooms where I can’t be myself. And if I ever acted like they do, I’d lose my job.”
That should never be the norm.
Let’s be clear: Inclusion is about reimagining spaces so others don’t have to shrink to belong.
If you’re in a position of power; manager, executive, team lead, this isn’t just about empathy. It’s about responsibility.
Make space. Share power. And remember: silence isn’t neutrality, it’s complicity.
👉 Share it with a colleague. Start the conversation.
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About Netta Jenkins
Netta Jenkins is a distinguished tech CEO and the visionary behind the acclaimed 8-week leadership accelerator, Super Charged Management. As a two-time published author with Wiley, her forthcoming book, “Supercharged Teams: How Every Manager Can Create a Culture of Excellence,” follows her debut work, “The Inclusive Organization,” recognized as a top read in Forbes and amplified by Arianna Huffington to her 10 Million Linkedin Followers.
Netta hosts the Beyond Management™️ LinkedIn leadership web series, powered by Holistic Inclusion Consulting, which has garnered over 10 million impressions. Through engaging, street interview-style content, she fosters meaningful discussions that enhance organizational learning and development, boost brand visibility, and position organizations as thought leaders, driving new customer acquisition and talent recruitment.
A seasoned TEDx and keynote speaker, Netta has captivated audiences worldwide, delivering science-backed insights and strategies with compelling impact. With over 15 years of expertise in global workplace advisory and a LinkedIn following exceeding 200,000, she has been featured in leading outlets such as The Washington Post, McKinsey, Forbes, and Fortune. Her influence earned her recognition as one of the Top 10 Most Influential Black Women in Business to Follow by CIO Views in 2021.
Previously serving as VP of Global Inclusive Strategy at IAC, Netta partnered with brands like Match.com, Vimeo, and Daily Beast. She advises Betterment, consults executives via the Intro app, and is pursuing a doctorate in quality systems. Currently, she collaborates with Marc Lore (former CEO of Walmart) and Preet Bharara (former U.S. Attorney for the Southern District of New York) to build Telosa, a visionary new city in America.
Residing on the East Coast with her family, Netta continues to make a transformative impact in both the corporate and startup landscapes.
