Catalyst just published a new report examining how racism shows up in the workplace and what actions workplaces can take to be antiracist. Researchers surveyed more than 5,000 employees from racially and ethnically marginalized groups within Australia, Canada, New Zealand, South Africa, the United States and the United Kingdom to assess their experiences. Some of their key findings:
· 66% of respondents experienced racism at work during their career
· 52% of respondents experienced racism at their current job
· 48% of respondents have experienced racism in the form of workplace harassment
· 32% of respondents experienced racism in the form of employment and professional inequities
· Respondents who identify outside the gender binary are more likely to experience racism at their current job
The researchers were also interested in learning more about intersectional experiences. When examining the racism experienced by respondents with multiple marginalized identities, colorism was the most pervasive issue when it came to intersectional racism, with 34% of respondents reporting they had experiences with it. Sexism or gendered racism and discrimination based on nationality or immigration were also reported experiences when it came to intersectional racism.
The report also investigated the individual actors that engage in racist workplace behaviors. 41% of respondents indicated that leaders were the instigators in the racist workplace behaviors they experienced. For 36% of respondents, coworkers were the cause of their racist workplace experiences and for 23% of respondents, it was clients/customers. When examining demographics, researchers found that “men and women are equally likely” to be the cause of workplace racism, but found that white people were more likely to be instigators when it came to racist workplace experiences (78%).
An interesting finding of Catalyst’s research was the powerful role that whiteness plays in perpetuating racism in the workplace. Whiteness can be thought of as the system of norms that prioritizes white dominant culture as the default and penalizes the cultural values and norms of marginalized racial and ethnic groups. What is clear through the study is that whiteness as the default is one of the primary ways that workplace racism is able to persevere.
What does whiteness as the default look like in the workplace? It could be the hair discrimination that people with afro-textured hair experience. It could also be the accent discrimination experienced by people from racially and ethnically marginalized backgrounds. Whiteness as the default could explain the phenomenon of highly-qualified candidates from racially and ethnically marginalized backgrounds being passed over for promotions.
So how can organizations address whiteness as the default? First, it is imperative that discussions are taking place about the ways that the white default impacts workplace culture. Companies should think about investing in educators whose work focuses on the decentering of whiteness within workplace norms and systems.
It’s critical to also implement interventions that promote workplace equity. Workplace systems must frequently be audited to assess areas for improvement. The introduction of rubrics and scorecards in hiring and selection procedures as well as in the advancement and promotion process is a great way to ensure more objectivity in workplace systems, which can promote workplace equity.
Lastly, it’s important to understand that no anti-racism efforts will be sustainable if there aren’t accountability measures in place. Every instance of workplace harm that is reported should be taken seriously and there should be a process in place to investigate and address it. If, according to Catalyst’s research, the majority of racist workplace behaviors are being caused by leadership, it is vital that workplaces introduce clear processes to hold those who cause harm accountable for their actions.
Author’s note: The Catalyst report, How Racism Shows Up at Work and the Antiracist Actions Your Organization Can Take, cites articles from the writer as a source.
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