The term “Karen” has gained traction in recent years, becoming synonymous with white women actively displaying entitled behavior and loudly verbalizing endless complaints, often directed at marginalized individuals.
Yet, beneath the surface of this label lies a deeper issue: The impact of Karens in the workplace, particularly on Black professionals.
Before delving into strategies to deal with these individuals, it’s important to acknowledge the real-world consequences of Karen-like behavior.
To be honest, I didn’t know there was a title for women like this despite my working with people with similar behavior (men, too) in my career.
Take the viral video of Amy Cooper, infamously known as “Central Park Karen.” Her racially charged confrontation with a Black birdwatcher, Christian Cooper (no relation), was the perfect example of the pervasive nature of such behavior. She called the police, claiming an “African American man” was “threatening” her while she was walking her dog in the Ramble in Central Park. Luckily for Christian, Amy still lives in hiding and was fired from her job within 24 hours, around the same time as George Floyd’s death.
While this incident happened outside the workplace, this low-vibration energy often manifests within corporate environments.
Identifying some of the red flags associated with Karens in the workplace is the first step toward mitigating their impact. These include tactics such as:
Copying managers on all communications: This is a cowardly power move they use to intimidate or silence you. I’ve never needed to contact senior leadership unless it was an ACTUAL emergency, but when dealing with Karens, they don’t give a d**n.
Professional gaslighting: It’s another word for subtle workplace bullying. They manipulate you into doubting your perception or understanding of events, always playing the victim when their back is against the wall, using phrases like “I feel threatened.”
Excessively involving Human Resources (HR): HR is the equivalent of the police station for Karens. Or, if you don’t have an HR, your manager or director is their equivalent for frivolous things they can’t handle. It’s even worse when Karens are the HR representatives.
When confronted with Karen-like behavior, establishing clear boundaries is key. Assertively communicate when a conversation becomes unproductive.
Offering practical solutions can also defuse tense situations. While Karens may initially seek validation or simply vent their frustrations, presenting alternatives demonstrates a commitment to resolving issues collaboratively. However, if Karen is hard of hearing, leave her where she is and keep it pushing.
Look to others for support because other Black folks go through this on different levels.
