Scientists, avoid workplaces that don’t value you

Many scientists and academics have been in the unfortunate position of weighing whether to work for an organization that doesn’t truly value what they bring to the table. An especially egregious and public example occurred in 2021, when journalist Nikole Hannah-Jones announced she was not taking a faculty job at the University of North Carolina, Chapel Hill. Her initial offer did not include tenure, unlike everyone else who had been given the exact same position before her. After the details of Hannah-Jones’s situation hit the media, the university relented. But the scholar, a recipient of a MacArthur fellowship (otherwise known as the “genius grant”), chose a different path. Instead of going to a university that did not value her, she found another organization that did: Howard University was more than happy to extend an appropriate offer of tenure, so she took her talents, knowledge, and expertise there.

Her friend, journalist Yamiche Alcindor, wrote on Twitter: “Go where you are embraced, celebrated, valued and supported. Go where you don’t have to fight for people to see your brilliance. And, avoid spaces if they barely tolerate you, even if they’re familiar and beloved.”

It’s an important message to hear because you may pine to work in a particular lab or be tempted to take a job that will add prestige to your CV, thinking that is your route to success. But if you end up in a situation where you’re devalued, it’s often not worth it because you’ll end up unhappy and unproductive, and more importantly, it will take a toll on your well-being.

I once encountered major red flags during a job interview. Every question the interviewer asked evoked in me a sense of anger and irritation, because every question degraded and devalued my expertise. He acted as though I wasn’t cut out for the job, even though I had 20 years of knowledge, skills, and networks that proved otherwise. The more I pushed to convince him of my professional qualifications, the more I felt minimized.

I was offered the job anyway and decided to sign the contract, despite my gut instinct that something was amiss. A few weeks later my fears came true: The company reneged on the contract and proceeded to ghost me. I resolved to never put myself in this situation again and to only collaborate with people and organizations that are excited to work with me and want me for me. With clarity and bolstered confidence, I purposely set out to find respectful employers.

Luckily, I already knew what to look for. In a previous job, I had a boss who recognized and appreciated my full potential. He didn’t micromanage me. Instead, he unleashed me to do my job, fully confident I knew how to achieve the position’s main objectives. He also demonstrated a faith that I had skills that went beyond what I’d been hired for, such as public relations, event management, and business development. And he gave me the freedom to use those skills. This is the mark of a boss who truly values their employees.

Admittedly, it can be hard work to find this kind of situation. First, you need to know that you have value. Don’t let anyone talk you into believing you’re worth less than what you know you’re truly worth, given your diverse set of skills, knowledge, and experiences. Then you need to locate employers who will see your value and will give you an environment where you can thrive.

One way to do that is by reaching out to people who work in the labs or at the organizations where you are applying. Send them an email and ask for an informal, 15-minute phone or Zoom conversation to discuss their work culture and community. If they agree to share with you what working there is like, ask questions such as:

• Does the organization value its employees?
• How does your boss support you in challenging times?
• Why do you love working here?
• What is the best part of your job?
• What tools and resources are you given to succeed?
• Does the organization provide equal support to all employees?
• Is there flexibility for employees who care for kids or other family members?
• Does your employer demonstrate compassion in the face of a family health issues?
• Do you feel free? Can you bring your authentic self to the workplace?

Listen for how the person answers these queries. Are they enthusiastic and specific? Or are they evasive, providing only generalities?

These conversations are an important part of the job search process because they give you a window into what an organization’s work culture is like, which you may not get by speaking with the interviewer. For instance, if you’re thinking about joining a professor’s lab as a postdoc, don’t just speak with the professor—make a point of reaching out to current and former lab members as well. If they’re comfortable telling you about their experiences, you’ll get a much clearer sense what working with that professor will be like.

If you run into a situation like I did that presents red flags, it’s probably a better course of action for your career and mental health to turn down that job offer. But I realize that may be easier said than done. Depending on your individual circumstances, you may feel the need to take the job for the time being. If you do that, don’t stop looking elsewhere, because the situation is unlikely to improve. But there is good news: There are workplaces where you will feel valued! You just have to find them.

Ultimately, you’ll be much happier, creative, and impactful on a day-to-day basis if you are embedded in a work culture that’s a good fit for you. So, do what you can to align yourself with organizations that allow you to blossom into your best professional and personal self. Believe me: They do exist.