Belonging Helps but Doesn’t Cure Systemic Racism

One of the most common parables that many Black children grow up hearing is the phrase: “You must work twice as hard to get half as far.” This rhetoric, while familiar, is more than just a cautionary lesson—it is a reality that has followed many of us into our professional and academic lives. 

 My friend, fraternity brother, and excellent scholar, Dr. Frederick Engram Jr., Ed.D. , captured this reality in his article “Twice as Hard: A Black Parable of Existing in Higher Education” (Engram, 2025). His research, published in Freedom: A Journal of Research in Africana Studies, draws on interviews with Black professionals who navigate the obstacles of white supremacy and anti-Black rhetoric in their careers. His work resonated deeply with me because it validated something I have long felt: that excellence for Black professionals is rarely enough to silence critique, suspicion, or even defamation. 

Some may argue that we live in a “post-racial” society where merit and work ethic alone dictate success. But history and lived experience suggest otherwise. We’ve seen countless examples of Black professionals excelling at the highest levels—whether in academia, sports, politics, or business—yet still facing unjustified scrutiny. You can be a six-time NBA champion, but the moment you miss one crucial shot, you risk being reduced to that singular failure. The message is clear: there is no actual space for comfort or reprieve from the demand to perform at an exceptional level. 

That brings me to the heart of this reflection: belonging helps, but it doesn’t cure systemic racism. 

When I am in predominantly Black spaces, I feel a sense of ease and comfort. These spaces allow me to rest, to let down my guard, and to engage in conversations without the constant weight of perfectionism. They permit me to be vulnerable. They offer what I call “turn-off moments”—times when I don’t feel pressured to prove my worth through constant productivity. 

I felt this most recently at Alpha Phi Alpha Fraternity ’s General Convention in Philadelphia this summer. Surrounded by distinguished Black men from across the country—leaders, scholars, and community builders—I felt at home. The shared knowledge, the unspoken understanding, and the affirmation of our collective experience created a rare sense of safety. It was like putting on a comfortable coat of armor: protective, affirming, and freeing all at once. In that space, I could breathe deeply and feel fully seen without explanation. 

Yet, I also knew that this feeling was fleeting. These spaces are not permanent, and they do not reflect the broader reality I must return to. Outside of them, the pressures quickly resurface. I check emails on vacation. I over-document my work to avoid misunderstandings. I grow frustrated when told I am “doing too much,” even though the same efforts are necessary for me to survive professionally. I watch mediocre leadership rise while knowing that my hard work would not always guarantee the same opportunities. 

Because this sense of belonging is often temporary, I have learned that it is essential for my workplace well-being to create and join spaces that center on my Blackness intentionally. For me, belonging is not just a comfort—it is a strategy that helps me be more productive and sustain myself in environments that often demand perfection. This is why I make sure to engage deeply in affinity groups such as the Black Male Faculty and Staff Employer Resource Group at George Mason University , the GMU Black Alumni Chapter, the National Association of Colleges and Employers People of Color Affinity Group, and the Eastern Association of Colleges and Employers (EACE) Black/African American Affinity Group. 

These communities provide me with the opportunity to exhale, to be vulnerable, and to find solidarity among others who understand the parable of having to work twice as hard to advance. As Dr. Engram (2025) emphasizes, this “twice as hard” narrative is not a matter of individual perception, but a collective burden rooted in systemic racism and America’s long history of racial oppression.  

Belonging in affinity spaces offers what I see as resting points—moments where I can grieve, heal, and gather strength to continue forward. But these spaces are not permanent. Eventually, I must step back into broader environments where my presence is scrutinized and my work is never allowed to “be.” That is why belonging is vital, but not a cure. It helps us breathe, but it cannot dismantle the conditions that make breathing difficult in the first place. 

I am grateful for scholars like Dr. Engram, whose work gives voice to these lived realities. His scholarship reminds me that the weight I carry is not mine alone, but shared by other Black professionals striving for excellence in systems never designed for us. Belonging matters—it sustains us—but community, scholarship, and continued advocacy remain necessary if we are ever to move from survival toward actual systemic change. 

Reference 

Engram, F. (2025). Twice as hard: A Black parable of existing in higher education. Freedom: A Journal of Research in Africana Studies, 1(1), 25–42. 

About The Author

Philip Wilkerson is an Employer Engagement Consultant at George Mason University (GMU) Career Services. In this role, he builds relationships between employers and the Mason community to support students and alumni in their career journeys. He advises across various industries, including Media, PR, Sports, Hospitality, and Technology.

Philip is the faculty advisor for GMU’s NAACP Chapter and the Iota Alpha Chapter of Alpha Phi Alpha. He was recognized as NACE’s 2024 “Mentor of the Year” and has earned accolades, including GMU’s “Employee of the Month,” ALX Chamber’s “Forty under Forty,” and the “Pillar Award” for his commitment to student success. He is the host of the Positive Philter Podcast, a show centered on personal development and mental wellness. He is a proud husband to Maggie and a father to two energetic boys, Bennett and Miles.