Some Employers Love it–Brainless, Painless Pre-Judgement

The real Aunt Jemima

The real Aunt Jemima

Our discussions about image and branding has come to a thicket in the “Thoughtless Woods” I do not care too much for, so I am hemming it in with this very popular, powerful and very mindful-to-the-minute prayer (its full text!):

The Serenity Prayer

The full text of the original “Serenity Prayer” written by Reinhold Niebuhr (1892-1971)

GOD, grant me the serenity
to accept the things
I cannot change,

Courage to change the
things I can, and the
wisdom to know the difference.

Living one day at a time;
Enjoying one moment at a time;

first Aunt Jemima update

Aunt Jemima mid 20th century

Accepting hardship as the
pathway to peace.

Taking, as He did, this
sinful world as it is,
not as I would have it.

Trusting that He will make
all things right if I
surrender to His Will;

Aunt Jemima makeover

Aunt Jemima trademark updated 2001

That I may be reasonably happy
in this life, and supremely
happy with Him forever in
the next.


When we get to this spooky place, things have to be said that the sensitive seeker does not clamor to hear. I did not. The paths of my own job searches have always been wet with tears upon reaching this cursed ground.

People are lazy. People love conformity. People like to know what to expect. People would rather have a handy-dandy, card-sized coding system that seems to give them the ability to “know” any person met anywhere without doing any research (conversations, talking…). It is a neat, pre-constructed response usually based on a misinformation mash-up of fear and selfishness “ready to use” in any social situation to  “pre-judge” anything. Brainless and painless, it can be applied so fast and so deftly that people are barely aware of using it at all.

Potential employers use their  “pre-judging” system like a cardboard grading scale to immediately measure on sight a candidate’s trustworthiness and “rightness of fit” with the corporation’s image. Certain human attributes communicate negative social meanings in the USA. Having these attributes carries the possibility of keeping  their owners out of the “final cut” in the competition for employment. Most are, for the most part, not changeable except on a very surface level.  They include genetically determined human features–factory built to spec– features that came with the original package like sex,  skin color, physical build, voice and how aging will play out.

Decisions can be made about how features considered undesirable can be packaged in the most personally honoring, favorable way possible.Any candidate with image-damaging , generally held negative social constructs against them cannot simply ignore them but can ill afford to spend time burned up with anger about them.  Is this extra burden fair? No.  Being one of a devalued group, I can personally say for the record that these realities are soul-damaging, anger producing hope destroyers.

First Lady

First Lady, Mrs. Michelle Obama

The only positive, productive choice in dealing with these realities must include forgiveness, courage, self-esteem, perseverance and faith.


One thought on “Some Employers Love it–Brainless, Painless Pre-Judgement

  1. Pingback: Image: The Principle of Mollifying Effects Of Negative Stereotyping « VICTOREE’S BLOG: No White Flag

Comments are closed.