A woman’s viral video declaring her preference for working under white male managers rather than minorities has ignited a firestorm of controversy across social media, reviving tensions around race, leadership dynamics, and corporate diversity efforts.
In the video, the woman Toni Childs, (@portofsomalia on TikTok and Instagram), says plainly:
“If you offer me a job and I find out my manager is going to be a minority, babe, keep that DEI hire and keep that job offer too. I prefer to work under white men.”
She then elaborates, referring to white male supervisors as helpful, straightforward, and supportive of her career growth, in contrast to what she claims are “passive-aggressive” minority managers:
“They like to make you pay back the dues they had to pay in 1987… Y’all got a chip on y’all shoulder that I personally do not have the brain power to deal with.”
Her remarks immediately sparked both backlash and uncomfortable agreement from thousands of users across platforms like TikTok, X (formerly Twitter), and Instagram. Some condemned the video as anti-Black and a textbook example of internalized racism. Others admitted they could relate to the sentiment based on personal experiences, while still others pointed out that poor management isn’t tied to race.
Dueling Reactions Highlight Workplace Divide
“Poor management doesn’t have a race 👏,” wrote one user, pushing back against the blanket characterization of minority supervisors.
Another added:
“The overgeneralization of Black people based on your limited experience is wild. I guess she’s had 50 Black bosses and 50 white bosses to say that with her chest like this.”
Still, not all responses were dismissive. A commenter acknowledged:
“Unfortunately, I hate that I understand her POV & agree!”
One user pointed out the irony in her praise for white men:
“White man may not micromanage you, but he is gonna make sure you don’t become a threat to take his job.”
Many called out the dangerous implications of her statement, especially in the context of growing efforts to diversify leadership through Diversity, Equity, and Inclusion (DEI) programs. Critics say her stance reinforces harmful narratives that DEI hires are unqualified or vindictive.
Others tried to find a middle ground. “Both can be nice, and both can be hell,” one user commented. “It’s really about the person, not the package they come in.”
Racial Bias or Honest Experience?
The video arrives at a time when discussions about DEI and representation in the workplace remain fraught. Following high-profile layoffs of DEI professionals in several major corporations, some worry that public sentiments like this could further undermine progress.
Dr. Angela Simmons, a diversity consultant and organizational psychologist, called the video “a symptom of something larger.”
“When people say they prefer white men in leadership because they feel more supported, we have to unpack what that means. Is it about race, or is it about structural power, tone, or learned bias? It’s rarely just one thing.”
A Flashpoint for Future Conversations
While the woman’s remarks have deeply divided public opinion, they have undeniably struck a nerve. The broader discourse highlights a need for more nuanced conversations about leadership styles, identity, mentorship, and trauma within professional spaces, especially for Black women navigating workplaces that haven’t always served them well.
Whether the woman faces professional repercussions remains unclear, but the cultural impact of her statements continues to ripple.
As one commenter put it succinctly:
“There have always been people who thought the white man’s ice was colder.”
