Let Them See You: The Guide for Leveraging Your Diversity at Work

by Porter Braswell

The guide to getting hired, being promoted, and thriving professionally for the 40 million people of color in the workplace—from the CEO and cofounder of Jopwell, the leading career advancement platform for Black, Latinx, and Native American students and professionals.
 
Let Them See You is a collection of Braswell’s straight-talking advice and mentorship for diverse careerists, from college students to mid-level professionals. It’s also an invitation for diversity champions to listen in on the guidance and perspective Braswell provides, particularly for young diverse workers—the population that will make up the majority of the US workforce by 2030. In Let Them See You , Braswell briefly chronicles how the majority-culture workplace evolved and why it’s a business imperative to have a more diverse workforce, and then explains how you

·      overcome not-so-invisible obstacles
·      create perceived value
·      get recognition
·      be true to yourself at work
·      build a personal brand
·      harness fear of failure
·      embrace uncomfortable conversations, and
·      drive diversity and inclusion, whether you’re entry-level or in management
 
In essence, Braswell delivers all the context, tactics, and language you need to let them see you.

Genres: Nonfiction, Professional Development, Business

224 pages, Hardcover

Published January 15, 2019

About the author

Porter Braswell is the CEO and co-founder of Jopwell, a technology platform that helps Black, Latinx, and Native American students and professionals unlock opportunities for career advancement.

Under Porter’s leadership, Jopwell has formed partnerships with more than 100 of America’s leading companies and has facilitated tens of thousands of connections between the Jopwell community members and its clients. In 2017 alone, the company was recognized as Entrepreneur Magazine's "100 Most Brilliant Ideas," Fast Company's "World's Most Innovative Companies," and Business Insider's "One of The Hottest NYC Companies to Watch."

Porter's professional awards and recognitions include LinkedIn's 2015 "Next Wave, Top Professionals Under 35," Inc. Magazine's 2016 "30 Under 30," Fast Company's 2017 "100 Most Creative People In Business," Crain's 2018 "40 Under 40," Vanity Fair's 2018 "Future Innovators Index," and most recently Adweek's 2018 "Young Influentials."

Porter regularly speaks about the importance of diversity in the workforce and has been featured in numerous publications and articles discussing the topic.

Reviews

[Bookworm · Rating 3 out of 5]

My interested was piqued by the title and the cover on how one could leverage diversity at work. And as it now Black History Month in the US, it seemed fitting to begin the month with a book by author Braswell, who is the CEO of Jopwell, an organization dedicated to helping Black, Latinx and Native students and professionals. I was curious to see what he had to say.

Unfortunately the book wasn't really what I was looking for. I had been hoping for more unique insights but a lot of what he talks about are familiar tips (creating a personal brand, understanding some of the dynamics that are in play, finding a mentor, etc.). I had read many career development books right after college and so it just didn't seem like there was much that was a revelation.

Granted, there were some tips that were helpful, such as understanding what factors might be playing if you're not being recognized at work despite the good and hard work you're doing. But overall a lot of it seemed really familiar and some I wasn't sure about: for example, the author discusses how you shouldn't talk about politics at work. But what "politics" is can differ from person to person and the advice is to not make a fuss.

It's understandable advice but also ignores there are situations where discussing politics is necessary in places like government jobs or political campaigns. And that this doesn't cover what to do if what's being said is genuinely harmful towards the listener or another party. I do understand where and why the author wrote this, but I am really not sure if I agree and that this is something that can't really be put down in a book. It seems like that's going against the title or only letting people "see" you in a way that makes them comfortable. I wouldn't advocate for going out and talking about super controversial or uncomfortable topics or engaging on them at work but this section gave me pause.

It might be a good book for someone entering the workforce or someone who's been away for awhile, but overall I don't think I'd recommend this one unless there's something specific a reader seeks.

[Alina · Rating 5 out of 5]

This book got into my hands by accident and OMG what an absolute treat. Wish I came across of it when I started my professional journey.
Notes:
1. have catch up messages with your manager: Meeting with a maneuver- frequent communication 2hrs: 1. A Win last week 2. Problem and accoutre your experiences, how you solved it. 3. A challenge you need a guidance on. 4. Request a feedback from your manager on your performance. 5. Sent email recapturing discussion
2. Building accountability: on projects: Ask yourself how long will it take to complete the project in the context of other work. Do you know where to get the information I need to complete this task, do I know where to get this information to compete this task? Whole to ask? How sure am I that they will get back on time?
3. Show investing in the team by communicating with team members, getting involve into projects, watch you default mode by clocking out not talking engaging having headphones. Balance focus of your own work and the team.
4. Identify who can guide you in your career - talk about your background, how you like working there - elevator speech- calendar meeting. Lessons he learned: Be present, listen. Be humble - value of empathy. Be honest - what you need to hear not what you want to hear. Find a right mentor- develop and advocate on your behalf, collaborate on the projects. Define first what do you want to get out of the relationship - where you want to be in 5 years, build relationship with people who already there. Have clear objectives will help elevator speech, who you are, where you want to go, why they are suited, tell them you are aware about their schedule
5. Make a performance plan:
- Identify what you would like to achieve this year eg raise, Chang a role, promotion. This objective has to be beneficial for you and organisation in measurable way.
- Determine the steps to make this objectives to be more of the reality and what small objectives you need to have to achieve this. Eg if you want a promotion what do you need to do.
- Create a short list of tasks you need in order to perform. Eg learning new skill. Real progress. Set deadlines, keep it realistic. Long term goal should be achievable within small steps (5 step rule) Smart goal, what is my long term goal; how does this help me as a professional; how does this add value to my employer; what short term goals I need to accomplish to make this happen? What will I do to make my long goal happen in the short goal concept? What will be my due date. Measure progress every week. Keep yourself accountable. Share a plan with a manger. - what are the most reassuring way to achieve it?
6. Highlight achievements early and often !!!! Be recognized !
- be prepare the work you done, for coercive you gain, value you done
- Keep the record of what you do- any special training, other education especially outside working hours, expertise seek from other teams, stayed working late-> Process, skills developed, value added
7. Validate first
Does my work merit recognition??????
8. Query feedback. Keep a track what you do, how it ads value to the organisation.
9. Stay true to authentic self: 1. First know what that is for you, use Mayers test for example to help you identify key personality/characteristics that you want for people to associate with your brand 2. Build you brand 3. Be mindful, work on developing self validation e.g. be mindful and present, if something annoys you ask yourself - why does this make make feel this way about my work. 4. Stay true to yourself. Ask yourself: "WHY self judgment holds you back, from being who you are at work? Set professional boundaries: sharing about hobbies, engaging at the events outside work, capable of being vulnerable, uncomfortable giving feedback, can receive constructive feedback, willing to work weekends to meet the companies goals. Ask why you don't share those?
10. How to talk about politics in work?? Know what is acceptable or not? Use Socratic method- seeking to understand than to argue. Learn what is true and what is not. Why do you think I asked this question?
11. "implicit bias"
12. "Be the lead for change(take initiative); be aware of implicit bias; you will be noticed and observed in the office use to your advantage- volunteer on projects and extra curriculums; when you are being discriminated for your differences address appropriately"
13. "Where can you add value outside your daily routine by truly understand the needs of your business. And how over driver without sacrificing performance? Bring it with your manager- like to be make sure that my work has a maximum impact on the business overall goal, what I can do in addition to my responsibilities"

[Sarah Jensen]

Book Review: Let Them See You: The Guide for Leveraging Your Diversity at Work
Author: Porter Braswell

In Let Them See You: The Guide for Leveraging Your Diversity at Work, Porter Braswell offers a powerful and practical framework for individuals seeking to navigate and thrive in today’s increasingly diverse professional landscapes. As a Black entrepreneur and co-founder of the career platform, Jopwell, Braswell draws from his personal experiences and extensive research to compellingly advocate for the importance of embracing one’s unique identity as a strategic advantage in the workplace.

Overview
The book is structured around the central premise that diversity is not merely a metric for compliance or social responsibility, but a source of strength that can enhance creativity, problem-solving, and organizational success. Braswell’s writing is both engaging and reflective, making complex ideas accessible to a broad audience. He combines anecdotal evidence with practical strategies, encouraging readers to harness their individuality to foster personal and professional growth.

Key Themes
Embracing Diversity as an Asset: Braswell argues that leveraging diversity should be viewed as a strength rather than a challenge. He encourages readers to embrace their unique backgrounds and perspectives as assets that can contribute to innovation and a more inclusive workplace culture. This theme is backed by research that demonstrates the positive impact of diverse teams on performance and creativity.

Navigating Workplace Dynamics: The author provides actionable guidance on navigating the complexities of workplace relationships and dynamics. He discusses the importance of authenticity and vulnerability, encouraging readers to share their stories and experiences as a means of fostering connection and understanding among colleagues. This approach aligns with contemporary understandings of effective leadership and collaboration in diverse environments.

Strategies for Career Advancement: Braswell outlines specific strategies for leveraging one’s diversity to advance in a career. He emphasizes the importance of visibility and representation, challenging readers to advocate for themselves and seek out mentors who recognize and value their contributions. By sharing practical tips on networking, personal branding, and communication, Braswell equips readers with the tools necessary for professional success.

The Role of Organizations: The book also addresses the responsibility of organizations in fostering inclusive environments. Braswell urges companies to create cultures that not only prioritize diversity but also actively promote inclusion and equity. He outlines the benefits of implementing diverse hiring practices and the significance of providing platforms for underrepresented voices within organizations.

Personal Reflection and Growth: Throughout the book, Braswell invites readers to engage in self-reflection, encouraging them to explore their identities and the ways in which their backgrounds influence their professional lives. This introspective element adds depth to the narrative, allowing readers to connect personally with the material.

Strengths
One of the significant strengths of Let Them See You is its combination of personal narrative with empirical research. Braswell’s authentic voice resonates throughout the text, making it relatable while also grounded in evidence that supports his claims. His ability to intertwine storytelling with practical advice enhances the reader’s engagement and encourages application of the concepts discussed.

Moreover, the book’s structure is well-organized, with clear chapters that guide readers through each theme systematically. This clarity, paired with actionable insights and exercises, makes it a valuable resource for both individuals seeking to improve their professional lives and organizations aiming to foster diversity and inclusion.

Conclusion
In conclusion, Let Them See You: The Guide for Leveraging Your Diversity at Work is an essential read for anyone interested in the intersections of diversity, personal identity, and professional success. Porter Braswell adeptly demonstrates how embracing and leveraging diversity can lead to meaningful career advancement and organizational effectiveness. This book is recommended for professionals, leaders, and anyone looking to cultivate a more inclusive workplace culture. Through his insightful analysis and practical guidance, Braswell empowers individuals to celebrate their uniqueness and harness it as a catalyst for growth and success in their careers.

[Steve Brown · Rating 5 out of 5]

Please note that my reviews aren't really review, they are more like my cliff notes that I take while reading books.
Diversity - it's not about lawsuits and being pc, it's about better financial performance
POC = People of Color

In the next dozen years POC, will be the majority. Now's the time to attract them as both employees and consumers.

In the early years, all diversity training focused on compliance and people either were upset about forced integration at the possible cost of performance or got just a cursory over-view in order for companies to be deemed compliant.

Today, millennials consider culture, inclusion, and diversity important when choosing where to work and where to spend their dollars.

There's a 10% increase in revenue for each POC added to the C-Suite

Stay focused. Change won't come quickly or easily. There will be bumps along the way

The values that helped propel Earvin Magic Johnson into the HOF are applicable in the business world, too: discipline, hard work, adaptability, confidence, competitiveness, and teamwork.

Understanding and exceeding expectations:
What's my job?
Why does my role exist
How does my manager judge me? (this is key)?
Where can I add value beyond my day-to-day responsibilities?

Build a successful relationship with your manager:
Open and frequent communication - talk about wins and challenges you're meeting. Ask for help
Accountability - do what you say and own up to mistakes.
Visible Investment - join cross functional teams, attend group events, etc.
Mutual Trust
Collaborate and Solicit Feedback - accept it openly, don't be defensive. Act on it.

Don't assume that a POC is going to speak for all people of their race.

Create a personal brand and be aware that you need to be consistent at home and work.
This goes hand in hand with defining your core values and letting them guide you.

Become and remain your authentic self. If you "tone it down at work" you are not being your true self and in turn your company won't get your best work. Your unique thoughts, feelings, and experiences are what make you who you are and help provide a different and important perspective.
Often, the majority doesn't understand or share your perspective. This again is an opportunity for both of you to learn and grow

Beware of explicit and implicit bias
implicit bias - assumptions we make based on stereotypes and may not even be aware of it (ex: assuming they like basketball or spicy food)
explicit is when you knowingly have bias.

[Paul Young · Rating 4 out of 5]

To clarify, I really like portion of it. It was all interesting and I thoroughly enjoyed and appreciated the first two thirds of the book. The final third didn't do it for me. Made me interested in seeking out more from Porter Braswell, for certain!

[Ella · Rating 5 out of 5]

Life changing.

[Rosalyn Brown · Rating 4 out of 5]

This book is a powerful guide on why representation matters and how to show up authentically in professional spaces. The statistics don’t lie: companies with diverse teams consistently perform better financially. A must-read for professionals navigating corporate spaces while staying true to themselves.