The Dangerous “Pet to Threat” Phenomenon in the Workplace
Ever hear of the term “from pet to threat”? Its a fairly recent term, but if you are a black professional in the workplace, I am sure you may have seen it at some point in time in your career. Read on to learn more about this insidious phenomenon and how it could potentially impact you.
Does this sound familiar?
You’re hired for your talent.
You’re praised for your fresh perspective.
You’re told how much they love your energy, your drive, your initiative.
But as soon as you begin to lead boldly—asking strategic questions, setting boundaries, making confident decisions—the energy shifts.
You’re no longer “refreshing.”
You’re “too direct.”
You’re “not a culture fit.”
Your once-celebrated voice is now too loud. Too much. Too agressive.
If that feels familiar, you’re not alone.
You may be experiencing the Pet to Threat phenomenon—a cycle that disproportionately affects Black professionals, especially Black women.
What Is the “Pet to Threat” Phenomenon?
The term “Pet to Threat” was coined by Dr. Kecia Thomas to describe a troubling but common pattern: Black employees are initially embraced and praised in the workplace, often tokenized and treated with exaggerated warmth. But once they begin to show leadership, confidence, or a desire for growth, they’re reframed as a problem.
The shift is rarely blatant. It shows up in subtle but painful ways:
- The glowing feedback disappears—replaced by vague criticism.
- You’re excluded from conversations or told to “be more collaborative,” even if you’ve always been a team player.
- When you advocate for yourself, you’re called “difficult” or “not open to feedback.”
- Your leadership is met with suspicion instead of support.
Want to learn moer about this? Watch this video below to learn more.
I’ve Lived This More Than Once
The Pet to Threat phenomenon isn’t just theory to me—it’s personal. I’ve experienced this cycle in more than one workplace. At first, I’m seen as the breath of fresh air. The problem-solver. The one who gets things done. But eventually, the shift happens. The rules change.
In one role, I brought in six-figure pipeline growth, built strategy from scratch, and led with integrity. But instead of recognition, I was penalized for not taking on admin tasks outside my role and criticized for setting boundaries around a 40-hour workweek. I wasn’t underperforming. I was outperforming—and that made me a threat.
At another company, early praise quickly turned into defensiveness when I asked deeper questions about audience targeting and conversion strategy. I was excluded from important client calls by my manager who later lied about not knowing why I was not present in said calls. The message was clear: contribute, but don’t challenge. Build, but don’t lead. Shine, but not too brightly.
These experiences are isolating. They make you question yourself. But the truth is: there is nothing wrong with you for being excellent.
Why I Serve Black Professionals
That’s why I built Watts Content Solutions—not just to help companies create strategy, but to support Black professionals navigating spaces that weren’t designed for our brilliance.
Because too often, when we are our most powerful, we are treated like we’re dangerous.
When we are clear, we’re told we’re harsh.
When we lead, we’re labeled difficult.
I want to change that.
I want to help Black professionals create content, strategy, and visibility that centers their genius—not their proximity to whiteness or deference to hierarchy. I want to help you build something that doesn’t require you to contort yourself to be accepted.
Because your excellence should not be a threat.
It should be the blueprint.
If This Resonates With You…
I see you. I’ve been you. And I want to support you.
Whether you’re building your brand, leading content in your org, or looking for a roadmap to reclaim your power—I’d love to work with you.
Because excellence shouldn’t be punished. It should be paid.