former vice president

Navigating Workplace Sabotage: Advice for People of Color & Their Employers

/ Myron Pope / Leave a comment

Workplace sabotage can manifest in various forms, including gossip and rumors, undermining colleagues, passive-aggressive behavior, direct confrontations, and exclusion and cliques. Gossip and rumors involve spreading false or harmful information about colleagues, leading to mistrust and hostility. Undermining colleagues means deliberately sabotaging a colleague’s work or reputation by withholding important information or providing incorrect guidance. Passive-aggressive behavior includes using sarcasm, giving the silent treatment, or making backhanded compliments to create a toxic atmosphere. Direct confrontations involve engaging in open arguments or heated discussions that disrupt workflow and increase workplace tensions. Exclusion and cliques entail forming exclusive groups and excluding others, leading to feelings of isolation and resentment.

As a person of color, my professional journey has been marked by distinct experiences. At times, I noticed a difference in how I was treated compared to my peers. Reflecting on these experiences, I acknowledge that while not always the case, there were instances where peers made efforts to create a challenging workplace environment for me. This was unfortunate, and sometimes these actions may have been unintentional. However, in other situations, I perceived these challenges as deliberate acts of workplace sabotage.

I believe sharing my experiences could be valuable to other professionals of color facing similar workplace confrontations perceived as sabotage. It’s important to navigate these situations with awareness and resilience, seeking support and utilizing resources within the organization. Addressing such challenges requires a proactive approach, documenting incidents, seeking guidance from mentors or HR, and advocating for a supportive workplace culture that values diversity and inclusion.

The Unique Impact on People of Color

People of color often experience workplace sabotage differently and more intensely due to systemic biases and racial discrimination. The impact can include increased scrutiny, where people of color face higher levels of skepticism regarding their capabilities and contributions, making them more vulnerable to sabotage. Isolation is another issue, as exclusion from informal networks and social circles within the workplace can limit their access to critical information and opportunities. Stereotyping leads to biased evaluations and unfair treatment, further exacerbating feelings of inadequacy and frustration. Microaggressions, which are subtle, often unintentional comments or actions that reinforce negative racial stereotypes, can undermine confidence and create a hostile work environment.

Examples of Workplace Sabotage Against People of Color

Examples of workplace sabotage against people of color include questioning competence, withholding information, overloading with work, credit stealing, and negative performance reviews. Questioning competence involves doubting or questioning the qualifications and capabilities of people of color, often without basis, undermining their confidence and professional standing. Withholding information is the deliberate exclusion of people of color from important meetings or withholding crucial information that could aid their job performance. Overloading with work means assigning excessive workloads or menial tasks to people of color, making it difficult for them to succeed or advance. Credit stealing occurs when others take credit for the ideas and contributions of people of color, hindering their recognition and career progression. Negative performance reviews involve giving unfairly critical performance reviews based on biased assessments, which can impede career growth and job satisfaction.

I recall one situation where a peer noted that the functional area that I was supervising had encountered a few findings based upon a routine institutional audit.  I was shocked as the area always was meticulous in its operations.  I did my research and discovered that in this case, they had done everything that they were expected to do also.  They had asked for an exception to a policy through another department, and that department had granted the exception.  They had the information in writing.  I was relieved because the errors seemed to be out of character for the department.  When I followed up with the colleague who mentioned the findings to me regarding what I had discovered, they elected to ignore them.  They made it a point to report to my supervisor and other institutional leaders that these audit findings had been discovered in one of my areas.  The ability to triangulate my findings was not difficult as the individual supervised the department that made the exception.  After bringing it up on several occasions, I was literally told that there was nothing that could be done, as “that ship has sailed”. 

The Impact of Workplace Sabotage

The consequences of workplace sabotage are far-reaching and can affect both the individual and the organization. Decreased productivity is a significant impact, as the stress and distraction caused by sabotage can lead to decreased focus and efficiency. Lower morale is another consequence, as persistent sabotage can erode morale, leading to disengagement and dissatisfaction among employees. Increased turnover is a likely outcome in a hostile work environment, prompting valuable employees to leave and resulting in higher turnover rates and loss of talent. Health issues can also arise, with prolonged exposure to a toxic work environment causing physical and mental health problems, such as anxiety and depression.

When I have encountered these situations, it has caused a tremendous amount of stress and anger.  I tried to navigate through them, but there are some who are very well-equipped in strategizing to create difficult situations for their “colleagues”.  Many people of color like me have not been taught this game.  They are not ready for these situations.  They have not had mentors who have provided them with the reality that these types of games are played.  I was naïve enough to believe that if I showed up and tried to do the right things professionally that others would support me.  Over time, I realized that these types of things did occur, and it diminished my appreciation of the workplace and those around me who engaged in these situations.  The toxicity caused me to have many reservations about trying to collaborate as trust had been deteriorated because of the environment that was created.  I spent more time trying to figure out ways to get work done around these individuals rather than being able to be strategic.  When employees of color experience these situations, it creates undue stress, second guessing, and overall a lack of desire to exist in the environment.

What to Do If Workplace Sabotage Impacts You

If you are experiencing workplace sabotage, it’s important to take proactive steps to address the situation. Start by documenting incidents of sabotage with specific details, including dates, times, and individuals involved. Keep a record of any emails, messages, or documentation that can support your case.  I didn’t do a good job in this area.  I wrote things off and continued to try to move forward.  No one wants to be the “snitch” as some may perceive it as weakness or that you are not a team player.  However, at the end of the day, your ability to be effective in your work is diminished anyway, so why not be proactive in addressing the issue head on.

Consider discussing your concerns with a trusted colleague, mentor, or supervisor who can offer guidance and support. Raising awareness of the issue within the organization can sometimes prompt action to address the sabotage. Talking to mentors and colleagues for support is crucial, even if some may not have the authority to intervene—they can still provide a listening ear. Personally, I struggled in this area because I didn’t share my experiences widely. It’s important to note that those who engage in such behavior are often adept at preemptively shaping a narrative. When you approach your supervisor, they may already have framed the situation in a way that undermines your credibility. It’s unfortunate, but it’s a tactic used by some individuals.

Seeking professional advice or assistance from HR or an employee assistance program (EAP) can also be beneficial. These resources can provide confidential support and guidance on how to navigate the situation effectively. I am delighted to see that there has been more openness by people of color to discuss mental health, but I grew up in an environment where you were perceived as weak if you requested assistance.  It was a societal perception, and it was a part of black masculinity.  I have since been engaged in much counseling and support, but I left a lot of money/benefits on the table because I did not take advantage of EAP back then.  Don’t allow that to happen in your case.

Additionally, prioritize your well-being by practicing self-care and maintaining a healthy work-life balance. Dealing with workplace sabotage can be emotionally draining, so it’s essential to take care of yourself physically and mentally.  I always joked that as a black man, my life expectancy is much shorter than other groups.  As people of color overall, that tends to be the case.  Don’t allow these jobs to kill you.  Take care of yourself and establish boundaries.  Create physical and mental well-being structures in your life to overcome these challenges.

Lastly, consider exploring your options for recourse within the organization, such as filing a formal complaint or grievance if the sabotage persists and impacts your ability to work effectively.  It is not always an easy situation, and it is not the preferred solution, but if you plan to remain at the organization, you have got to put an end to this harassment.  Speak up and act to save yourself and your career.

Addressing Workplace Sabotage

You should not be alone in experiencing this type of harassment in the workplace.  Your leadership should be proactive in making sure that they are not complicit in allowing this to happen.  To combat workplace sabotage, organizations must implement proactive measures. Preventing conflicts in the workplace is as crucial as resolving them. Organizations can achieve this by creating a positive workplace culture that encourages teamwork, trust, and inclusivity, helping employees feel valued and reducing misunderstandings and disputes. Recognizing achievements and fostering camaraderie through team-building activities can further enhance this positive environment. Additionally, providing conflict management training equips employees with skills in communication, negotiation, and emotional intelligence, enabling them to address and resolve conflicts constructively. Such training promotes active listening and empathy, helping employees engage in productive conversations and prevent conflicts from escalating.

Open communication is crucial, encouraging open and honest dialogue about workplace dynamics and conflicts to identify and address sabotage early. Diversity and inclusion initiatives are essential to foster a culture of diversity and inclusion, reducing biases and creating a supportive environment for people of color. Clear policies on acceptable behavior and conflict resolution procedures should be established and enforced. Support systems, such as mentorship programs, should be created to help people of color navigate workplace challenges and build strong professional networks.

Conclusion

Workplace sabotage can significantly hinder the productivity and well-being of employees, particularly people of color who may already face systemic biases and discrimination. By understanding the unique challenges they face and implementing effective strategies to address and prevent sabotage, organizations can create a more inclusive and productive work environment. Open communication, supportive management, and a commitment to diversity and inclusion are key to fostering a harmonious workplace where all employees can thrive.  I learned much through my many years of professional experience, but there are many things that as I continue to reflect on this career that I now realize that I still have opportunities to grow.  Experiences in the context of workplace sabotage is just one of them.

No Excuses…Lessons Learned from a Missed Workout

/ Myron Pope / Leave a comment

Picture from the locker room after the 1992 SEC Championship Game Courtesy of Ken Gidley, University of Alabama Athletics (Myron L. Pope, Former Vice President of Student Life, University of Alabama)

This morning, I recalled a situation that I experienced many years ago during my playing days at the University of Alabama. The memory stemmed from very valuable lessons that I learned about so many things to include responsibility, accountability, and verifiability.

Coach Gene Stallings was the coach during my last three years at UA, and I had a healthy amount of fear of him. That fear was not so much a fear because he was going to kill me, but that was possible. The fear was more so respect and reverence. Growing up in Marengo County, Alabama, we were taught to respect our elders and not question (be disrespectful of) authority. I spoke only when spoken to because that level of respect was what I was taught. It was who I was.

Along those same lines, I followed orders, and I made sure that I followed the rules that those in authority set. I didn’t want to be disrespectful, and I didn’t want to break any rules. I was not hard core perfect by any means, but I respected Coach Stallings and the rest of the coaching staff.

Around this time of the year, just before spring practice, we would engage in these “special morning” workouts. We would get dressed and be on the field a little before 6 am. We performed these exercises in the 80-yard indoor football facility. I note this because at that time, the facility was only big enough to accommodate an 80-yard field. I was pleasantly surprised to see that it had expanded to a full football field recently. Anyway, we would line up and start stretching with our guts in knots because we didn’t know what gruesome form of torture the coaches had in store for us each morning. One thing was certain was that the training staff was available in case anyone needed medical attention, and the huge 55-gallon trash cans were strategically around the indoor facility. I must highlight here that these were not available because we were trying to do our part to keep our beautifully pristine campus clean. They were available for unexpected revisits with your past night’s dinner. The workout experience was a grueling one with each of the position coaches being stationed at various corners of the facility to take you through a set of agilities before sending you to the next station. After stretching, we would move by position (Tight Ends, Linebackers, Offensive linemen, etc.) to each station with the coaches. We would run through cones/shuttle runs, do burpees, pushups, and other circuit workouts for about five minutes before moving on to the next station — typically about eight overall. It made for a very unwelcomed wakeup call on those mornings. We did these for a couple of weeks as part of the off-season conditioning program, but it was so much more than that. It built endurance, but it built trust. It caused us to focus on our teammates and to encourage one another. It made us not want to quit. As an alum of the infamous Bear Bryant Junction Boys’ experience, Coach Stallings understood the value of such early morning experiences. It was what made us so successful not only during the season, but through life. Even today, I remind myself that if I survived that experience, then I can survive anything. It goes without saying that no one missed these workouts because he valued this so much in our overall football programmatic efforts.

Well, one morning, I missed. As I mentioned, I revered Coach Stallings, and the last thing that I wanted to do was to let him or my teammates down. However, on that morning, my alarm clock did not go off. I was meticulous about setting my alarm clock far in advance of when I was supposed to get up because of my fear of missing the workouts. My roommate at the time was a former football player, and one of my fraternity brothers, Dan Webster. Dan had decided to give up football to go into body building, and he worked quite often at the local bars as a bouncer as he was quite the physical specimen. He was the nicest guy ever, but as you looked at his 20-inch biceps, you questioned whether you wanted to challenge him, even after a few too many drinks. Anyway, on the night in question, Dan came in after a long night of work at the bar and reset the alarm unbeknownst to me. It was a complete accident that almost changed my life in a most negative way.

That morning, I woke up at about 7:15. That was about the time that the team was leaving the field to the showers before heading to classes. I sprung out of the bed and double checked my watch, and I realized that the sun was out. They were all dire indications to me that I had missed the workout. I was mortified. I could have died right there because everything that I had worked for was gone because there was absolutely no excuse for missing those workouts. I sat on the side of my bed and literally cried. I finally got myself together, showered, and made it a point to get to the athletic facility to be in Coach Stallings’ office as soon as possible.

I think that this was worse than Judgement Day. I would have preferred to meet my Maker than have to have this conversation with Coach Stallings about my absence from that workout. Coach Stallings’ assistant, Linda Knowles, was such a motherly figure who was well suited for her job. She was a balance for sure with the gruff and very serious former Junction Boy who served as her boss. I ran in and immediately started telling my story to her, and even though she was patient and listened to my story, she knew that this babbling fool in front of her was in big trouble. She did her best to comfort me and offer me support while waiting for Coach. She was always so nice.

She got me in immediately, and I walked in and greeted Coach Stallings. Even though he was courteous, he had a scowl, which was not unusual for the gruff Texan. I sat down in a chair in front of his desk, and I felt like he was sitting on a throne, and I was sitting in the lowest valley which didn’t help my thinking about my situation. I don’t think I engaged in any pleasantries as I immediately went into apology mode. I was in hyperdrive as I tried to tell my story, but I noticed that the scowl did not let up. I may have shed some tears during the confession. I was asking for so much forgiveness that I may have confessed to the Kennedy assassination, the kidnapping of the Lindbergh baby, and whatever else came to mind. I just knew that I was DEAD!!!

He was very patient during my confessional, and after I finally told myself deep down inside to shut up, he just sat there. In what seemed like an eternity, as I could have sworn that the sun set and came back up several times before he finally asked, “Is that really what happened, son?” I started to say the dumbest things like, “I swear on my great grandmother’s grave.” and “If I am lying, I hope to lose an eye.” or something else that was said in complete anxiousness, nervousness, and stupidity. Whatever it was, as I look back on it now, I realize that I was not helping my situation by continuing to talk. When I finally stopped talking, he paused again for another week or two, as I felt like the chair sank lower and lower, and I just knew in my heart that he felt like I was lying and that I was doomed. Finally, he said, “You go down and see LeBaron and don’t ever let this happen again.” Coach LeBaron Caruthers was our strength and conditioning coach, and he was the one who ran the early morning torture…I mean workout sessions. I may have jumped out of the valley of despair that I sat in and probably considered hugging him, but common sense returned to me, and I just shook his hand and promised even more profusely that I was sorry and that it would never, ever, ever, ever happen again. I think he felt sorry for me, and himself, for having to put up with me. It was the greatest amount of grace that I had been granted in my life to that point, and I thanked God that it was not worse.

I went to see Coach Caruthers. I had to do some extra running, and if you know me, I hate running. However, I would have run all day and every day for the rest of my collegiate career just to make up for that situation. Coach Caruthers probably has never had a player smile so much during timed 400 meter, 70 second timed runs. I survived and lived to tell the story.

I learned much about accountability from my time in athletics. This story just added to the life skills learned through sports. The little lesson I learned was the importance of being accountable and communicating with Dan about making sure that we were on the same page in terms of the alarm clock, but it also made me realize that I needed to be accountable and go out and purchase my own alarm clock. I have carried that sense of accountability with me through the years, and even when I have not gotten things right, I have held myself accountable for my actions. It is the right thing to do. I learned early on that a man has to be accountable for his actions right or wrong, and when they are wrong, make amends immediately.

Also, it taught me verifiability. I remember the quote that Ronald Reagan made many years ago that I am paraphrasing, but “Trust, but verify.” I should have verified that situation with Dan because I knew our schedules had changed with his new job. Talking through these types of situations and expecting the unexpected is important. Never assume anything. This type of thinking ahead allows you to “see around the corner” so to speak. It allows you to not only to verify situations, but it also allows you to determine those things that you didn’t see coming.

Athletics taught me much, and certainly, I learned much from Coach Stallings. I admire his leadership, and I am honored to have been a part of his teams for three seasons. The life lessons continue to be of value to me and to my family and others that I engage with on this life’s journey. I am just glad that I lived through that morning to share with you.