The Wrong Negro
Don’t Make This Mistake
Don’t rush to show your support of Black lives and pick the wrong Negro. Read this first.
Thurgood Marshall, the first Black Supreme Court Justice of the United States, retired from the bench in 1991. At his retirement announcement, he was asked if another Black candidate should take his place. He said the most important factor in selecting his replacement was, “picking the best person for the job, not on the basis of race one way or another.” Acknowledging that the next Justice would most likely be Black, he said selecting a Black person should not be, “an excuse for doing wrong.” He elaborated, “picking the wrong Negro and saying, ‘I’m picking him [just] because he’s a Negro,’” would be a mistake.
Clarence Thomas is considered one of the most conservative Justices on the Supreme Court of the United States. He is the Black man who replaced Justice Marshall. His opinions and actions are debated because they often hurt people of color. Issues of inequality and injustice are defeated under his watch. White people like him. Black people don’t trust him. He is married to a white woman; some people judge him. A Black man with his views is not common.
A Black face with a white voice is disastrous for Black people. It’s a problem for white people too.
Django Unchained (2012), a Quentin Tarantino film, reveals a gruesome depiction of slavery in America. The film is a story of a newly freed slave, Django, and his partnership with a bounty hunter, killing bad guys on their journey to find Django’s sold-off wife. Their adventure takes them to a plantation owned by a young slave-owner who delights in orchestrated, violent battles between Black people. His name is Calvin Candie. And, he murders for fun.
Stephen, the plantation’s “house slave,” is Calvin’s mentor. Stephen came from a long line of house slaves. Like his predecessors, he inherited his job to take care of the Candie family and run the plantation. He is treated differently from the slaves in the field. Other slaves are owned, but he has a birthright. Stephen is untouchable throughout the film. White people listened to him too. He knew this gave him power and he wielded it against the other slaves. When Stephen had to be in the field, he pretended to be like the slaves — beaten down, troubled, and worn-out. It was a front. He had bought into the institution of slavery and maintained the status quo by working for the Candie family directly. Stephen benefitted from his position. He used his house slave connections selfishly, because he knew he was more valuable, and sold out the field slaves to the master.
New slaves on the plantation who acted out of order suffered brutally at Stephen’s hands. For example, when Django and his partner first arrive at the plantation, Calvin Candie welcomes the pair into the main house. Stephen vehemently opposes the offer, openly questioning Candie’s generous hospitality towards Django. Stephen’s performance of opposition is observed by slaves in the field. As a white man, Candie’s goodwill towards Django betters the view the slaves in the field have of him. He is seen in a positive light, despite being their master. This scene also shows Django as an exception to the rule. When Stephen ultimately acquiesces to Django’s entrance, he’s sending a message to the other slaves, don’t dare think you can act like Django, you are not like him.
If you want to help Black people, stop picking the wrong Negro.
Leaders in every sector of society make this horrible hiring mistake, wittingly or unwittingly contributing to modern day slavery. In the Black community, Black people who sell out to white interests are often called, “Uncle Toms,” a reference to the main character in Harriet Beecher Stowe’s, 1852, best selling novel, Uncle Tom’s Cabin. Uncle Tom was an enduring fictional slave. His character is often debated being synonymous with servility and self-hatred, like a kind of sellout. White leaders choose “Uncle Toms” because they are more likely to comply with existing institutions, and thus are easier and more comfortable to work with. Uncle Toms can be strong, capable, and smart. What makes them different from other Black people is their alignment with whiteness. Most Uncle Toms do not live their lives purposely trying to be white. More often than not, their alignment is a survival mechanism, a necessary persona to fit into white environments. Uncle Tom is a “good fit” for white leaders, but his anointing sometimes hurts other Black people. His existence keeps other Black people down, acting as if white and Black relations are mutually beneficial.
I’ve been accused by family and friends of “acting white,” “working for the man,” and being an Uncle Tom.
Here are the qualifications for the Wrong Negro. The selected candidate will receive Executive-level compensation, report directly to the President, and qualify for performance-based bonuses.
Must be some shade of Black
Well-groomed, conservative appearance
Well-spoken, enough; ability to not offend white people
College degree, preferably from a predominantly white school
Some experience and skills in the industry
Experience in engaging with the community
Agreeable, no fresh ideas or opinions required
Ability to take direction without questions
Good athlete, golf skills a plus
Ability to blend in to predominantly white environments, experiences with other white people or white family members, a bonus
Must have a connection to the Black experience, an empathetic story to share, ability to articulate Black people’s “self-inflicted” failures
Management experience, ability to intervene in sensitive Black-related issues
Adaptable to change, ability to occupy roles based on company needs
Minimizes the existence of racism, respects and advances the current practices
I was a Human Resources leader for many years; I understand the damage this type of selection can inflict. I almost fell into the wrong job myself. My identity was tested then, but it is stronger now. I am not that Negro.
It’s hard to tell if hiring the wrong Black people into certain roles is intentional or just ignorant; probably a bit of both. If leaders are authentic and want to end racist practices in their organizations, this one needs to stop. Leaders must get uncomfortable, get honest feedback from their employees, and dig deep into their organizational structure to understand if their choices are rooted in fear and supremacy, or true growth, for the employee and company overall. Placement and praise of unqualified Black people simply because of color, reflects poorly on the organization if the person is unsuccessful. Even worse, their low performance perpetuates a false narrative that all Black people must not be qualified for important positions, which is an inaccurate stereotype. Inequality is promoted when white leaders intentionally choose Black people who confirm and elevate white supremacy.
The right Black person in a key role is good for business and can improve it exponentially. A key role is not a newly created role vulnerable to job cuts due to its low value, but an established role proven critical to the business. Top Black candidates are smart, educated, creative, socially-connected with all people, natural problem solvers, and courageous, inspiring others with their unique perspectives and fortitude. They don’t align with whiteness for the sake of their peers; they are comfortable in their own skin. They are unafraid to challenge leaders, point out organizational opportunities, share new product ideas, or address inequities that limit human potential. Their perspective is different and white leaders have to be more open to appreciate it. These are the Black people who deserve more attention. Their Black identity is intact. It is not for sale.
I digress to address a very important issue about qualifications and “fitness.” Some white people will use my words to weed out good Black candidates. Black candidates may not come with the traditional backgrounds and experiences as their white peers. They started 400 hundred years behind. White leaders must look at Black candidates through a different lens and focus on transferable skills and experiences that may apply. Black candidates may need more training, mentoring, partnerships, access, and time to realize their fullest potential. Evaluating their background equally to white peers is sloppy, the variables are not congruent.
I talked with a white friend recently about Black politicians. We shared our opinions and she was surprised by my assessments. She asked, “Didn’t you vote for Barack Obama because he was Black?”
Her point reminded me of how white people often hire others like themselves, such as friends and family, with job qualifications massaged to fit the needs of their desired candidate. Black people don’t do that. They probably should. As much as I want to give opportunities to Black people, my efforts must prioritize progress and truth. I expect excellence, regardless of color. I voted for Barack Obama because he was intelligent, educated, experienced, well-spoken, and he demonstrated strong character and values. His wife and daughters are much like him. He is a proud example of a man fit for the office of the Presidency. Being Black was a bonus. Being the first Black President was historic.
Poor hiring decisions reflect badly on business. White-washed voices being thrust to the forefront is disingenuous. It comforts white people and minimizes Black existence. It’s counterproductive for Black and white people alike.
Thurgood Marshall summed it up this way, “My dad told me way back that you can’t use race. For example, there’s no difference between a white snake and a Black snake. They’ll both bite.”
References:
Neil A. Lewis, “Marshall Urges Bush to Pick ‘the Best,’” The New York Times, June 29, 1991, https://www.nytimes.com/1991/06/29/us/marshall-urges-bush-to-pick-the-best.html
Anthony Breznican, “Django Unchained: Samuel L. Jackson on Playing a ‘hateful negro,’” Entertainment, December 20, 2012, https://ew.com/article/2012/12/20/samuel-l-jackson-django-unchained/
