"Babyfaced Black CEO's" and preferential treatment
I was recently quoted regarding a study about "Babyfaced Black CEO's" and preferential treatment, read the full story here.
The crazy thing about stereotyping is that it happens so often at a sub-conscious level. Perfectly decent people who claim that they don't discriminate often respond and react to situations with their learned biases. The may honestly value the ideas of diversity and fairness, yet their decisions are unconsciously rooted in their fears. When this tendency shows up in the selection and/or promotion decisions for who gets to become the CEO, it means that we need to ensure that we continue to talk openly about race and biases at the corporate board room level.
I am curious to hear what all of you think about this concept.
I find the study quite interesting, and it will definitely broaden my research interests and goals as I continue my education & career.
As a novist to the professional world, I find that there is a strategic balance between personal appearance and content. My valued mentors have always encouraged me to be more than just a "pretty face". I am often considered a "double minority" as a Black Woman, and find myself having to go the extra mile to tear down stereotypes and stigmas regarding my culture and woman. I have even battled with my own identity and expressions of my culture in efforts not to "overtax" the senses of colleagues who do not share or understand my culture. Gratefully, that was short lived and I began to build up the things that I can offer professionally in addition to maintaining a respectable appearance not only for professional reasons, but simply to be the person I am proud of.
I do believe that it is a natural instinct for us to attract to faces that are more appealing and attribute good or high-level personality, skills, and abilities to those looks (Halo Effect). The symmetry and scale in a person's face often equates beauty when they are in the right porportions. As for "baby-like" features, I would be curious if there is research for the opposite effects of having a youthful appearance and the perceptions of effective leadership skills & ability for a company...
Can appearing too young have countereffects?
What can this study reveal about young Black professionals and students who may not fit the "babyface" description, and their self-image, motivation, and acheivement?
As a country we "walk on eggshells" when it comes to topics of diversity and inclusion, and inevitably that penetrates the work place (at all levels). I would be remiss if I didn't acknowledge that all too often we try to down play our differences instead of celebrating them. What is so wrong with being unique? How do we cultivate that in Corporate America? We have fundamental differences culturally and that's a great thing in some aspects I believe. As cliche as it may sound, I believe that when it comes to humans, there is one race, and that is the Human Race which encompasses various cultures.
Sometimes the term "Race" perpetuates the very thing we are battling when it comes to diversity and inclusion. There were a times when humans were considered nothing more than animals or less, and that seems to be where the term "race" originated regarding the differences between cultures. Thankfully we have come a long way!
This is an awesome discussion & I am curious to learn other peoples' points of view. Thank you for allowing me to share my thoughts!
Posted by
Ngassam
05/13/09
Interesting article. My observations tell me that African Americans face a double edged sword - at times they are not considered or given the right opportunities because management believe they are not ready and this could include how young they look or in this case considered threatening if the "baby face" factor is missing. Per the comment above, for most African Americans in the workplace, it feels like walking on eggshells or walking a tight rope. It becomes a personal decision to decide what one will change and what one will keep that distinctively defines who they are. On an adjacent topic, it would be great to get insights into the leadership styles of the top 10 African American CEOs to compare for similarities, differences and evolution as they ascended the corporate ladder.
Thanks.
Posted by
Steve Mackey
05/13/09
It has been a longtime understanding that attractive leaders are better received. All things equal, the more attractive person is promoted/hired.
I wonder how this study took the impact of attractiveness vs. youth into account? If one took an attractive elderly man vs. a 'baby face' man and asked which one is more competent, I believe they would get a different result. Maybe this was out of the scope of the study? I believe it is something to look into as a follow-up/validation study.
I would also like to hear from the 10 black CEO's and their views on this study. We have to remember they are 10 individuals out of 500 in the entire US. This is a VERY elite group. To imply that baby faceness had much to do with their selection seems like a stretch to me. When CEO's are selected it based on the whole person. Job performance, public opinion, media interaction, ability to be the face of the company at ALL times, board interaction, union interaction, etc.
I agree that there's a personal bias in everything we do. I'm not convinced that baby face is the correct bias or what is really happening. I suggest that attractiveness is the real bias happening. Either way to overlook the HUGE amount of competence that lead these individuals to the top is a mistake.
My own bias in perspective: Ben Wallace intimidates me. Dwayne Wade does not. Does Dwayne have a baby face? I don't know. He's more attractive. He appears nicer and less aggressive in his demeanor. Which may be the very point of the survey.
I ask the next question, who's more likely to follow their career on the court into the media? Why? Probably the same reason these CEO's are selected - competency coupled with looks. But they have to be competent to even get into the room.
Posted by
Verna Ford
05/13/09
Elaine, I read with interest your comments to Mike Hyter, and wanted to respond with these thoughts…
No question, being African-American and/or female has historically been a serious impediment to the attainment of positions of authority. Aspiring executives have adapted by working overtime to 'show up' as well-educated, well-spoken, and well-groomed—-hoping to gain some incremental measure of acceptance.
You described a period when you battled with your own identity in an effort not to "overtax" the senses of colleagues. I have a theory about why you were able to move quickly through that phase, and it builds on a couple of points you made. Overall appearance does and should matter. And as professionals, there is a strategic balance to strike between personal appearance and content. Content being one's character and technical competence. Personal appearance being defined primarily by one's physical features, verbal effectiveness, and choice of attire. But there is a third and equally critical characteristic to factor into the equation: Confidence.
I define confidence as the belief that you are (or can learn to be) smart, powerful, and socially graceful. And when YOU know that you are those things (or can learn to be those things), it matters less what others think. That frees you up to use your intelligence, and influence, and relationships in a way that others find not only acceptable, but attractive. You will see that, sometimes in spite of themselves, people are drawn to you—-what you have to say; how you do what you do.
That's what it takes to move through the phase of proving yourself, to a lifelong and more satisfying phase of improving yourself while producing quality results.
Verna Ford, Executive Consultant NOVATIONS GROUP, INC.
Posted by
Mike Hyter
05/13/09
Steve makes an interesting point. I'm sure the 10 CEO's would not think that their facial features had anything to do with their selection. But the study does tap into the notion that when given an option to look at someone's picture, the majority will likely select the person who appears to be more attractive or less un-attractive as the person more appealing. As a result, one can assume that babyfaced people (whatever that really means) may be less intimidating. Since perceptions are an individual thing (i.e. your description of Ben Wallace vs. Dwayne Wade) it's all relative. The larger picture, especially as it relates to 'race' is that when the population 'sample' is so small, physical appearance can go to the front of the line when someone is assuming that assimilating is more of an advantage for some more than others. I appreciate your comments though and really enjoy reading the other comments that are surfacing.
Posted by
Angela Kenyatta
05/18/09
It was with great interest and significant dismay that I read the Baby Face study results.I didn't doubt the veracity of the findings because the descriptions given in the article mirror my personal observations of the physical attributes of many of the Black male senior executives that I've encountered.
Still, it was unsettling to read yet another example that confirms how deeply rooted the insidious quagmire of racism is in American life. Despite the prevailing "Myth of Meritocracy" that is highly touted as the key to successfully climbing the corporate ladder, the reality experienced by many highly competent Black leaders lacks any such luster.
The study results left me with two immediate take-aways. One, leadership development efforts targeting organizations must begin to more directly address the implicit and explicit factors that impact perceptions and decision making about who is and is not ready to lead. It's an authentic and highly relevant conversation that needs to happen. Secondly, development initiatives designed to support individual leaders must equip Black male leaders, other leaders of color, and women leaders with the tools that they need to maintain a healthy sense of self-defined identity while simultaneously building and selling a compelling case about their capacity to lead; regardless of facial features or any other external variable that is subject to stereotyping ignited by ancient fears.
As America remains rapt in self-congratulatory bliss over President Obama's well deserved victory, those of us who work as social engineers and change agents must recalibrate and turn up the heat on our efforts to help construct broader platforms of opportunity for capable leaders of all hues and facial features. Baby faced or not, great leaders must be given an equitable platform on which to demonstrate their skill and we can help to ensure that those opportunities are actively cultivated and highly leveraged.
Angela Kenyatta
Posted by
Mike Hyter
05/21/09
Well said Angela. Thanks for your perspective. Others?
