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4 Reasons to Stop Using the Word BIPOC…Like Now!

I pride myself on being a continual student of life. I am always looking to learn more about what I do not know. I also know that if I am going to continue to do my work in the area of diversity, equity, and inclusion, I can never become too arrogant to think I have it all figured out. Enter the word BIPOC, which is a word I am afraid to admit I just learned about in 2020. I first thought it meant “BIsexual People of Color.” From what I have learned about this term, I have come to believe that this term is problematic for several reasons and organizations especially should stop using the term immediately.

According to the New York Times, the term first started appearing in social media circles in 2013. The term started to gain more prominence in 2020 in the wake of protests over the killings of George Floyd, Breonna Taylor, Ahmaud Arbery, and others. Since then, the term has sprung up everywhere. Organizations such as the BIPOC project are centered on a mission to “build authentic and lasting solidarity among Black, Indigenous and People of Color (BIPOC), in order to undo Native invisibility, anti-Blackness, dismantle white supremacy and advance racial justice.” They also state that they use the term BIPOC to “highlight the unique relationship to whiteness that Indigenous and Black (African Americans) people have, which shapes the experiences of and relationship to white supremacy for all people of color within a U.S. context.” While I respect their mission and the sentiments of others who identify with this word, this term should no longer be adopted into our lexicon for the following four reasons.

  1. The term “BIPOC” is like a double negative (or double-positive if you prefer).

If Black people are “people of color” and our indigenous or Native American people are “people of color” than the term itself is repetitive.

  1. Black & Indigenous people don’t have that much in common.

While the term BIPOC exists to express solidarity, it groups together a group of people whose histories could not be more different. The experience of Native Americans is like no other and is an extremely understudied aspect of American history. Native American history is often told from the perspective of the people who arrived on boats as opposed to from the perspective of people who were on the soil whereas black people were brought to this country through the transatlantic slave trade.

Both black people and Native Americans have experienced great oppression but their stories are also complicated by the fact that some Native Americans were also owners of enslaved Africans. Then of course, we can talk about the African American soldiers known as the Buffalo Soldiers who killed Native Americans in the 1800s. So what do these two groups really have in common? Queue reason #3 to stop using BIPOC—whiteness.

  1. Uniting around whiteness is not the way to go.

Black people and Native Americans have experienced severe forms of oppression at the hands of white colonizers and enslavers. Native Americans were also enslaved by colonizers. There are indeed countless examples of Native Americans and black people working towards unity, demonstrated in the 20th century by the fight for equality and civil rights and black & brown empowerment movements. The point here is that historically, most of the times that Native American and black solidarity has been demonstrated has been in response to white oppression. Is this reason enough to combine these groups in such a generic fashion? We cannot build movements based off of opposition to another group because real solidarity does not fully exist if it can only exist with a common enemy.

  1. Why do white people just get to be white?

I have seen so many terms used to describe non-white people throughout American history from Negro, colored, and Hispanic, to Indian, people of color, and LatinX. Now we have BIPOC. Throughout all of this, white people just still get to be called white. Not only is this annoying because, last time I checked, white is a color too, but also because the more terms we come up with, the more white people are viewed as being the original people and everyone else is colored into that white narrative of originality. Putting white people basically at the center of creation is not historically accurate. I have written more extensively about the broader problems the term “people of color” creates and why we should not use it so I will not revisit that here. I will just say that the more time we spend coming up with new terms to describe nonwhite groups, the more we actually strengthen the narrative of white Eurocentric dominance in America.

At the end of the day, I do not have the right to challenge how any one individual chooses to identify with a culture or identity. I am speaking to the challenges that exist on a collective level when we continually create new terms for people who ultimately do not have that much in common, as we have done with the term “people of color.” I argue for us to be intellectually energetic enough to treat each group with the respect they deserve in the same way we do white people. Both white people and Native Americans owned slaves but no one has come up with the term WIPOC to express solidarity. Let us tell the story of Native Americans, black people, and all cultural or racial groups with the individual respect they deserve. This is crucial in your commitment to creating communities where everyone is celebrated and not tolerated. Let’s GO!

Watch the video here.

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Three Misconceptions About LinkedIn That Could Be Hurting You

Three Misconceptions About LinkedIn That Could Be Hurting You

In my roles as an executive branding expert, coach and speaker, I often hear misconceptions from both my clients and audiences about LinkedIn. When we accept these misconceptions as fact and operate on them, where we end up is not where we intend. This month I share three misconceptions and why they lead you astray on your journey to be memorable and to find opportunities –  clients, customers, and new challenges – that are right for you.

Misconception #1: LinkedIn is Just for Job Seekers

Although this may have been true in the past, it is certainly not the case today. LinkedIn is where many people will form their first impression of you. It’s where they look for evidence that they may be able to know, like and trust you – all prerequisites for doing business with you.

Today, executive leaders are waking up to the idea that sharing their authentic brand online is an asset for their company, because when they share their purpose, business passion and principles, they attract the talent they seek to hire.

If you are operating under the misconception that LinkedIn is just for job seekers and you are not seeking a new position, you are unlikely to tell your business story in a way that helps you stand out and be memorable. You are unlikely to sow the seeds of know, like and trust into your profile, and unlikely to be found by LinkedIn’s search function for opportunities that are right for you.

Also, if your company decides that they can do without you (it happens!), you are unlikely to be ready to search for your next role.

Misconception #2: Less is More

There are many situations when less is more. When the customer is already sold, we should stop talking. We appreciate white space in written documents; we know they will be less of a chore to read. And every Marie Kondo fan rejoices when they’ve achieved a kitchen counter devoid of all clutter.

But on LinkedIn, less is NOT more. This is because LinkedIn is a search engine in search of keywords. One of the primary determinants of whether you appear on page one of the results of someone’s search is the number of times the keyword being searched for appears in your  profile.

People who write their LinkedIn profile as though less is more are likely to have a very brief About section (or worse, no About section at all). They are likely to have little information in other sections as well. These people have no chance of ranking well on a keyword search: because they’ve used little text, their keywords don’t show up often.

In contrast, people who take full advantage of the LinkedIn character limits for each section by “writing to the margins,” will rank more highly because their keywords will naturally be used more often. See my article “If You’re Not “Writing to the Margins” on LinkedIn, You’re Missing Out,” for LinkedIn’s character limits as of this writing.


Misconception #3: Getting Thousands of Connections is THE Winning Strategy

My inbox overflows with offers to automatically generate leads for me with little effort on my part. It is as though getting leads (connections) is the most important strategy, to be pursued above all else.

Although the search algorithm works better when we have over 500 connections, once we’ve reached that threshold, there is a strategy that is much more important than adding new connections. That strategy is nurturing relationships – growing connections into friends; creating a true network of people whose expertise we trust. For LinkedIn nurturing strategies, see my article: Nurturing Your Most Important Business Relationships on LinkedIn.

speaker holding microphoneNamed one of six top branding experts in 2022 by The American Reporter, over the past ten years, I’ve helped countless C-level clients use LinkedIn to frame conversations, impress suitors and customers, and introduce themselves before their first conversation takes place. If you are a C-suite executive or senior leader, I can make this easy for you. Based on my knowledge of how LinkedIn works and how people respond to what they see there, I can ensure everything is ready and your profile conveys exactly the message and impression you’re aiming for. Let me help you attract the talent you want to hire, increase your visibility and influence, and steer your career.

 

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To order an author-signed book, see: https://carolkaemmerer.com/books

Contact me through my website https://carolkaemmerer.com for:

  • Executive one-on-one assistance with your online brand
  • Professional speaking engagements on personal brand and LinkedIn
  • An autographed copy of my book, LinkedIn for the Savvy Executive-2nd Edition
  • My self-paced, online course
  • To receive my articles in your email mailbox monthly

My award-winning book, LinkedIn for the Savvy Executive-2nd Edition received BookAuthority’s “Best LinkedIn Books of All Time” award, was named one of the “Top 100+ Best Business Books” by The C-Suite Network. For your author-inscribed and signed book or quantity discounts, order at: https://carolkaemmerer.com/books

Other Articles by Carol Kaemmerer

What is a Personal Branding Expert? …And Do You Need One?

Why Senior Leaders Need a Strong Brand NOW — And Why It’s In their Company’s Best Interest to See That They Get One

7 Ways to Elevate Your Online Brand So You Can Love Your LinkedIn Profile

What is a Personal Brand – And How Can You Take Charge of Yours?

Twelve Changes You Can Make in About an Hour to Improve Your LinkedIn Profile

Why Is My LinkedIn Profile Getting So Few Views?

How Can LinkedIn Be Part of Your Company’s Strategy for Responding to the Great Resignation?

Is Your LinkedIn Profile Missing the Mark?

Comfortable in Your Job? Uncomfortable Life Lessons to Safeguard Your Career

How to Be Found on LinkedIn: Ten Top Strategies to Rank Well on a LinkedIn Keyword Search

Why Are You Playing Small on LinkedIn?

If You’re Not “Writing to the Margins” on LinkedIn, You’re Missing Out

Don’t Be Hooked Through a Big Phish: Recognize and Avoid Phishing Scams on LinkedIn:

A Small Omission That Undermines Your Credibility on LinkedIn

Tell Me More…” — On LinkedIn

What is Your Poor LinkedIn Profile Costing You?

C-Suite Executives: Stop Hiding Online