In 1990, I was one of the top sales performers at my company. I had just returned to the workforce after taking time off to raise my kids, and within a year, I was crushing my sales numbers—outperforming many of my colleagues.
When a Major Account Executive position opened, I knew I was ready. I had the results. I had the experience. I had the drive.
So I applied.
“I Don’t Want You to Be Disappointed, But I’m Going to Get This Job.”
After the interviews, a male colleague—who had also applied—turned to me at happy hour and said:
🔥 “I don’t want you to be disappointed, but I’m going to get this job.”
I laughed. “I don’t want you to be disappointed either,” I shot back. “My sales results are double yours. Why would you think you’re getting it?”
It turns out, he already knew something I didn’t.
The job had been promised to him before it was even posted.
Bias Wasn’t the Exception—It Was the Rule
The next day, my manager called me.
“Is it true? Would you really quit if you don’t get the job?”
I answered honestly: “Why would I stay at a company that doesn’t recognize my results? What does my future look like here if they don’t see my potential?”
On Monday, I was called into a meeting.
They admitted that the job had already been promised to my male colleague. But because they didn’t want to lose me, they created a new position—just for me.
A six-month trial. If I failed, I’d go back to my old role.
They still weren’t sure a woman could sell to major accounts—but they were willing to let me prove them wrong.
And I did.
I thrived. I broke records. I built a career. I shattered expectations.
But here’s the thing:
I wasn’t given a handout.
I wasn’t promoted because I was a woman.
I was promoted despite the fact that I was a woman.
Why This Story Still Matters Today
There’s a lot of talk about DEI—whether it’s still needed, whether it’s “gone too far.”
But here’s the reality:
DEI isn’t about handouts. It’s about removing barriers that keep the best and brightest from getting a fair shot.
When people say, “We should hire the most qualified person for the job,” I agree 100%. But here’s the hard truth: Bias exists—even when we don’t see it.
The best teams aren’t built by ignoring diversity. They’re built by ensuring that talent, not tradition, decides who gets ahead.
So here’s my question: How do we evolve DEI to work better for today’s world?
Let’s talk. ⬇️
#BreakingBarriers #WomenInBusiness #DEI #CareerGrowth #Leadership
