The social network’s tone has long reflected corporate America: staid, monolithic, white. Now Black users are speaking up — and saying the site is limiting their voice.
One day in September, Elizabeth Leiba opened the LinkedIn app and saw a post by Aaisha Joseph, a diversity consultant with nearly 16,000 followers on the platform.
“Ima need #companies to stop sending their dedicated House Negros to ‘deal with the Blacks’ they deem out of control,” read the item. “It’s really not a good look — it’s actually a very #whitesupremacist and #racist one.”
The post was exactly the sort of thing Ms. Leiba, an instructional design manager at City College in Fort Lauderdale, Fla., was looking for. These days, when she pulls out her phone in search of boisterous conversation, hot takes and the latest tea, she finds herself tapping LinkedIn, which since the killing of George Floyd has become a thriving forum for Black expression.
“I go onto Twitter and I get bored,” Ms. Leiba, 46, said. “Then I go right back to LinkedIn because it’s on fire. I don’t even have to go on any other social media now.”
It’s an unexpected development for what has long been the most polite and perhaps the dullest of the major social networks. LinkedIn was founded in 2003 as a place to network and post résumés — essentially, a directory of white-collar professionals. A few years ago, LinkedIn added a Facebook-like news feed that encouraged users to post links and updates, but it has never been a rollicking space. A team of editors helped enforce a mood best described as corporate.
“You talk on LinkedIn the same way you talk in the office,” Dan Roth, LinkedIn’s editor in chief, told The New York Times in August 2019. “There are certain boundaries around what is acceptable.”
Two staggering events have changed that. In early 2020, the pandemic hit, forcing millions to work from home and miss out on break-room chitchat — boosting LinkedIn as a place to vent. Then, the killing of Mr. Floyd in police custody in May put workers over the edge. Black grief went on display, uninhibited, at corporate America’s virtual water cooler.
“I was just 43 years tired,” said Future Cain, a social and emotional learning director at a middle and high school in Wisconsin. “I was using LinkedIn to post positive things and uplift people during the pandemic, and I decided I can’t sit here quietly anymore.”
As protesters took to the streets to demand police reform, Ms. Leiba and Ms. Cain were among those who discovered that LinkedIn was a place to speak to the executive class on something like their home turf. Black users have taken to the site to call out racial discrimination in the workplace and share their stories of alienation on the job.
Not that it’s all serious: Much of the posting is exuberant — full of memes, Black cultural references and linguistic panache. This summer, Ms. Leiba shared a video about code-switching, in which a Black employee transforms while greeting colleagues of color (“Oh, hey, Black queen!”) and a white one (empty-headed hiking talk). “I’ve watched it at least fifty eleven times,” Ms. Leiba wrote.
These are the kinds of conversations, and ways of speaking, that cubicle-dwelling Black workers have typically held out of earshot of their white colleagues. As unusually charismatic posts appeared in my own feed this summer, it seemed clear that Black LinkedIn was emerging as a professional cousin to Black Twitter — the unapologetically Black digital space where people expose long-ignored injustices and pump their experience into the mainstream.
What’s less clear is how comfortable LinkedIn is with the development, having placed its content moderators in the incendiary position of determining what manner of race-related speech is appropriate for its virtual workplace of 706 million users.
Black users who post in forceful tones, and some of their allies, say they feel LinkedIn has silenced them — erasing their posts and even freezing their accounts for violating vague rules of decorum.
For example, the “House Negros” post that Ms. Joseph wrote in September vanished from the platform. Ms. Joseph, who lives in Brooklyn, was able to see it when she viewed her own page, but no other users could — a practice known as shadow banning. (Later, LinkedIn added an unsigned note in red, saying the post had been removed for violating the site’s Professional Community Policies, which instruct users to “be civil and respectful in every single interaction.”) Ms. Joseph began a new item: “Let me say it louder since LinkedIn wanted to delete my post the first time.” The company removed that post, too, saying it included “harassment, defamation or disparagement of others.”
Another user, Theresa M. Robinson, a corporate training consultant in Houston, said LinkedIn had deleted a post she wrote about racism, then reinstated it after she complained. She said she had never received an explanation. Two others, Ms. Cain and Madison Butler, who works in Austin, Texas, also said LinkedIn had restricted their commentary on race.
In the absence of clear communication from the company, these users are left guessing as to what the rules are — and feeling that the company is not just policing their tone but stifling their opportunity to force change in corporate America.
Nicole Leverich, a LinkedIn spokeswoman, wrote in an email: “We are not censoring content and have not made any changes to our algorithm to reduce the distribution of content about these important topics.” She added in an interview that LinkedIn was introducing a new process for notifying users when their posts were flagged for violating platform rules, and that some people hadn’t been phased in by the end of September.
The company acknowledged that it had erred in taking action against some users and restored content that was found, on appeal, not to violate its policies.
“If we make a mistake, we will own it,” said Paul Rockwell, the head of LinkedIn’s trust and safety division. “We will be very clear — this is a learning opportunity for us. We’re going to continue to use that in our journey to get better and better. And we do want to nail this thing.”
‘The full-on Jessica’
Few people think LinkedIn should look anything like the wilds of Reddit or Twitter, which have a certain amount of anonymity and even anarchy built into their DNA. Much of LinkedIn’s value — Microsoft acquired it in 2016 for $26 billion — is tied to its sense of professionalism and respectful conduct. Users must share their real names and credentials, and it’s understood that their current or prospective employers might well scan anything they post.
For Black people in the corporate realm, however, words like “professional” and “respectful” are red flags. Like the natural Black hairstyles that were once widely considered unprofessional, certain behaviors — being too Black, speaking too Black or talking too much about Black topics — have long limited advancement in companies with white cultures.
That’s what has changed on LinkedIn in the last few months. Black people are being, to use a technical term, Blackity-Black Black on LinkedIn. Much of the behavior is not so different from Black Twitter; users pepper their posts with clap emojis to emphasize every syllable, and GIFs celebrate cultural touchstones like Issa Rae’s “Insecure” and Jordan Peele’s “Get Out.” The difference is that it is all happening on a social network that mirrors the business world — a place that is predominantly white.
“It is liberating. It feels like it’s about time,” Ms. Joseph said. “We are taking back what was stolen from us — and that’s our voice. I’m talking specifically to my people in the way that we talk to each other in other spaces, and without regard for any outside audience. No longer having to stifle that has been freeing.”
Part of what Black LinkedIn has done is brought together Black professionals to be their authentic selves in front of their white colleagues. For many, it has been an existential relief, and may provide a blueprint for how Black employees choose to conduct themselves once the physical workplace reopens.
“The days of hiding and masking who you are and dealing with the BS — I just can’t even go back to that,” said Jessica Pharm, 33, who works in human resources at a manufacturing firm near Milwaukee. “Any company that gets me next is getting the full-on Jessica.”
Ms. Leiba posted on Sept. 17: “It means code-switching is OUT. It means the AFRO is coming at you on a daily basis. It means you’re getting these bangle earrings and the poppin’ lip gloss.”
Inevitably, not everyone accepts this kind of exuberance. Posts about Black Lives Matter and racial justice often attract the same kind of dismissive, and sometimes bigoted, responses found on other platforms: rejoinders that “all lives matter,” for instance, or claims about Black-on-Black crime. But because the activity takes place on LinkedIn, these comments typically come with the user’s headshot, place of employment and entire work history attached.
“You start to see these people who are absolutely not OK with this focus on Blackness popping up in commentary, with their name and their company fully on display, giving zero deference to the moment,” said John Graham Jr., 39, a digital marketer and strategist at a California biotechnology company. “I find it telling that people would put their careers in jeopardy and their unconscious biases on full display.”
LinkedIn has also struggled internally with how to respond to the Black Lives Matter movement. In June, the chief executive, Ryan Roslansky, publicly apologized for “appalling” racial comments some employees had made at a companywide staff meeting.
Rosanna Durruthy, LinkedIn’s head of diversity, inclusion and belonging, said in an interview that the company was engaging in hard conversations about race, both inside the company and out.
“We’re really beginning to focus very consistently on how we begin to address this externally” on the platform, she said.
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