Keep the Conversations Going Series
Published: December 4, 2024
By: Cherise V. Stewart, MS, SPHR
The Black HR Experience in HR Leadership: Honest Conversations and Hard Truths was a candid discussion with Four Black HR Leaders in the Philadelphia region reflecting on the complexities faced while advancing in their careers, and the importance of upholding equity and inclusion in the workplace. Their experiences illuminated the intersection of race, identity, and professional resilience while offering insight into both the personal and systemic challenges faced by Black HR professionals. Here are the core themes that emerged from those conversations as shared by Kelly Jones, Senior Vice President and Chief Human Resource Officer, Federal Reserve Bank, Celeste Warren, Vice President Global Diversity & Inclusion Center of Excellence, Mary Walker, Vice President of Human Resources at PECO and Fenimore Fisher, Vice President of Diversity Equity & Inclusion, Aramark. The session was moderated by the President of the Philadelphia chapter at NAAAHR, Danita Jones, Corporate Director of Recruitment & Engagement at Kintock Group.
Walking a Fine Line
The session started with Celeste Warren sharing how as her career progressed, she felt an increased pressure to be “objective,” aware that her actions might be interpreted through a racialized lens. An example she recalled was when she had been promoted to a business partner and had to deal with an employee relations issue. The concern was whether Celeste would be more lenient with other Black or Latino employees. It was tough for her, but she knew she would have to navigate the extra pressure and scrutiny even though this was something that her White peers didn’t have to do.
Mary Walker expressed a similar sentiment, revealing that she felt compelled to conform to the norms of corporate culture. She learned to “modify her messaging” to fit expectations, a form of code-switching that many Black professionals adopt to advance in spaces that may not fully accept their authentic selves. While Walker believes in self-awareness, she acknowledged the delicate balance between being transparent and navigating perceptions in a workplace unprepared to embrace diversity of thought and identity.
Redefining Success and Strategies for Advancement
Success in the corporate world, particularly for Black professionals in HR, requires more than technical expertise.
Kelly Jones noted that career development for him is a “three-legged stool”: planning, reputation, and collaboration. He stressed the importance of understanding how one is perceived within the organization and building a strong network of allies and sponsors who can champion one’s work. For Jones, the key to professional fulfillment lies not in titles but in staying true to his values and contributing meaningfully to the organization.
Fenimore Fisher shared his experience of being a strong advocate for his values, even when faced with opposition. Grounded in his background and influenced by mentors like Reverend Jesse Jackson, Fisher explained his commitment to pushing for policy changes—a more impactful, long-term approach than merely changing individual minds. For Fisher, learning from the past and carrying forward lessons of resilience has been crucial in his career.
Both Jones and Fisher emphasized the importance of identifying who your champions are when you’re not in the room.
Warren’s career philosophy, a departure from the traditional “career ladder,” involves a thoughtful evaluation of whether a position aligns with her values and aspirations. By taking lateral moves that allowed her to build comprehensive knowledge and relationships, she was able to strengthen her professional foundation without compromising her integrity. Her experience underscores the importance of aligning one’s personal goals with organizational objectives.
Similarly, Walker took on challenging assignments that others avoided, recognizing the opportunity to grow and differentiate herself. By stepping into roles outside her comfort zone, she advanced her career while building a network of trusted advisors and collaborators. Her journey is a testament to the power of taking calculated risks and continually seeking growth, even when it means facing isolation.
Navigating Isolation and Advocating for Representation
Isolation and exclusion often mark the journey of Black leaders in predominantly white spaces. Walker shared her approach to managing these feelings by owning her place at the table and never hesitating to voice her perspectives. She stressed the importance of self-assuredness in the face of exclusion, understanding that her presence itself challenges norms and opens doors for others.
Warren recounted a frustrating experience where her voice was disregarded in a meeting, as her ideas were directed toward her white male supervisor instead. Rather than remaining silent, she asserted herself by physically moving her chair, forcing the room to recognize her contributions. Her story captures the emotional toll of repeated exclusion and the necessity of courage in reclaiming one’s voice.
Fisher highlighted another dimension, recalling how, in the wake of George Floyd’s murder, he was disproportionately asked to represent the Black perspective for corporate social media. He described the frustration of being seen merely as a mouthpiece rather than as a collaborator in crafting meaningful change. Yet, by aligning himself with sponsors who shared his values, he found ways to elevate his message without compromising his identity or integrity.
Retaining Black professionals and fostering a culture of belonging is a responsibility that each executive takes seriously. Jones believes in actively ensuring that all voices are heard. By making the workplace a space where individuals can contribute fully without fear of being tokenized, organizations can create an atmosphere of genuine inclusion rather than mere performative gestures.
Final Reflections and Advice for Future Black Leaders
Each leader closed the discussion with advice for emerging Black leaders. Warren reminded attendees not to underestimate themselves, acknowledging the imposter syndrome that often accompanies underrepresented leaders. Walker urged curiosity as a career superpower, while Fisher emphasized the need to understand and navigate power dynamics skillfully. For Jones, the lesson is to recognize that one’s true value lies in their unique experiences and insights, not just in the company they work for.
This conversation underscored the resilience, adaptability, and vision of Black leaders in HR. They have not only advanced their careers but also paved the way for others by challenging norms, advocating for equity, and striving to create spaces where everyone can thrive. Their stories remind us that true progress is made not only through individual accomplishments but also by transforming the systems that shape our workplaces and communities. Meaningful change requires both courage and commitment, and the journey toward equity is one we must all share.
The Black HR Experience in HR Leadership: Honest Conversations and Hard Truths was a joint presentation of Philadelphia SHRM and The National Association of African American Human Resources (NAAAHR). NAAAHR’s mission is to create a safe space that promotes collaboration, connection, and networking opportunities that cultivate excellence, leadership, and education in human resource best practices.
About the Author
Cherise V. Stewart, MS, SPHR is the Vice President of Human Resources at Valley Youth House, a non-profit organization providing valuable services to children and youth. She holds her Master’s in Human Resource Development from Villanova University and is a certified Senior Professional in Human Resources with over 15 years of experience working in various industries and roles. Cherise also serves as an executive team member of the IBB investment group dedicated to the education of investing and economic empowerment in the African American community. She is an active member of Toastmasters and is an avid traveler having visited 27 states, 23 countries, and 5 continents thus far. Cherise is also a member of the Philly SHRM Thought Leadership Team.
Editor: Dennis Paris
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