Corporate Injustice – to Complete My Second Books

A Modern Reflection of Historical Struggles Against this historical backdrop, my journey through corporate America is not an anomaly but a reflection of a systemic problem. Despite my education, qualifications, and undeniable contributions, I have encountered barriers rooted in the same inequities that have persisted for generations.

Every major national move I made in my professional career was because a company sought me out—whether to revamp their HR department, rebuild it entirely, initiate process improvements, or mitigate significant risk on a large scale. I succeeded every single time, delivering results that transformed workplaces, saved millions, and mitigated compliance risks. But with each success came a familiar pattern: a director or VP, often less qualified, began to see me as a threat rather than an asset, their own inadequacies fueled by impostor syndrome.

Time and again, these individuals weaponized performance reviews, turning what should have been exceptional ratings into marginal ones. These reviews were not reflective of my contributions or the glowing feedback I received from business partners, peers, and direct reports. Instead, they were carefully crafted tools to block my access to bonuses, pay increases, or promotions. This practice felt systematic, almost as if there were a hidden “white book” for corporate playbooks, much like the “Green Book” that once guided Black travelers through America’s segregated landscape.