Addressing Racism in the Workplace: Practical Tips and a Personal Perspective
By Max Dougé
I am writing this on June 9, 2020 and taking for granted that by now most people are familiar with George Floyd; therefore, I will not rehash the painful moments of that horrible event. I will also not delve into the details of the protests, rallies, and demonstrations from around the world that were initiated as a result of Floyd’s killing.
Instead, let’s recognize that we are still dealing with a pandemic in which many people are still working from home while waiting for clearance to resume work activities at their office or work facility. And upon returning to work, many will be facing their coworkers for the first time since the George Floyd killing. Even if your business has begun addressing it, there may likely be feelings of discomfort lingering from the underlying issue of racism.
As we get back to our workstations, our schedules, and our business interactions, how can a business address employees and the wide array of feelings brought about from these events? After all, given the worldwide reactions, we may likely be feeling the impact and discussing this for quite some time.
First, and foremost, a simple acknowledgement of what’s happening in our world at this moment is important. Pretending it didn’t happen or it doesn’t affect us can prove detrimental to a business. There are real and deep feelings that have surfaced from the Floyd killing and they can manifest in ways that are harmful for individuals and the work environment.
Here are some suggestions to help an organization manage this issue and respond in a meaningful way:
Create opportunities for staff to decompress from stress and anxiety.
It could be as simple as a 5-minute break to walk off some tension, or as complex as requiring a mediator to address multiple parties with strong and opposing views. While work activities are the primary focus, not acknowledging everyone’s humanity, and all that it entails, can create an unpleasant work setting.
As a business entity, be involved in the community.
Coordinate with community agencies to provide resources and support, for example, to local schools and organizations that represent all members of your organization. Also, show appreciation for the diversity of your customers who make up your local community.
Some businesses allow for opportunities where like-minded staff members can come together to voice their thoughts and provide input. Large companies, like Johnson & Johnson, have employee resource groups who are empowered to lead their companies’ efforts around social causes; the results are stronger feelings of belonging and a desire to be a contributor to both the community and organization.
Revisit policies addressing racism and any other discriminatory practices.
Leadership, in conjunction with human resources, may want to revisit policies addressing racism and any other discriminatory practices in the workplace to ensure they reflect the values of the business, and are in compliance with local, state and federal laws. Ensure staff that they will be respected and treated with fairness, and that the organization will work diligently to maintain a workplace free of discrimination. Create a safe forum for all employees who feel a need to express their thoughts and feelings; and engage input from all members of the organization.
Invite an outside facilitator to provide cultural sensitivity training.
Sometimes, the simplest solutions to complex issues are easily overlooked; however, presenting a new perspective to the team can hopefully unlock the right answers. Gain the trust and buy-in of staff members by inquiring about specific topics they would like to have addressed. And as with most trainings, ask for feedback afterwards to determine potential next steps.
It’s important to acknowledge that racism is very real with far-reaching implications. Black and brown people have historically been marginalized in America – in the workplace, at the ballot box, within the legal system, housing, healthcare, finance and more. Systemic processes set in place to limit fair treatment have to be eliminated, such as unfair hiring practices based on names and racial disparities in the justice system.
I’d also like to share a few of my personal thoughts regarding racism in the workplace.
I am a Black man. I do not speak for all Black people because we do not all share the same thoughts and opinions, and it should not be assumed that I will be in agreement with every other Black person’s views on racism for the very same reason. My opinions have been formed from a lifetime of personal experiences, conversations and educational sources.
NOTE: These thoughts are my own and do not necessarily reflect the thoughts and opinions of my employer and coworkers. I respect and appreciate the opportunity to address this matter in the hopes that meaningful, constructive discussions and actions will take place.
“ If I can get you to see a little bit of the world through my eyes and vice versa, there’s a greater likelihood for positive outcomes.”
Dismissing or trying to minimize racism with statements like “All Lives Matter” or “I have Black friends” or “I don’t see a person’s color” is not a solution against racism; it’s merely a coping mechanism that provides an overly simplified and inaccurate solution to a complex problem. It avoids addressing the painful truth that many of society’s daily systems were intentionally designed to the detriment of Black people. I’m fine with having a difference of opinions on certain topics; we don’t even need to solve racism now. But let’s at least have a real discussion about it. If I can get you to see a little bit of the world through my eyes and vice versa, there’s a greater likelihood for positive outcomes.
Because I’ve experienced racism doesn’t innately make me the only person in the room qualified to address racism. Yes, Black people do have input, but it’s a societal issue and anyone can call out racism when they see or hear it. Without everyone’s input, how else can we come to a solution suitable for all?
Racism cannot be lumped in with other societal problems. Racism is unique and cannot be solved with a broad, generic approach. I once attempted to address a racism incidence involving my son with his school principal who told me she understood how I was feeling because she has a child with developmental disabilities (you probably just made the same weird face I made at that time).
Furthermore, we should not interchange the words racism and diversity; they are each separate issues. Diversity has become an accepted concept within the business environment that has been, and continues to be, addressed appropriately. Racism must also be recognized and addressed directly by the business community for the problem that it is, and for the obvious and subtle harm that it creates – perhaps as an extension of existing diversity training. Marketing departments across the business landscape have carefully crafted statements to denounce the George Floyd killing, yet it’s Ben & Jerry’s strong condemnation of racism that has resonated most with me. Accept that racism is a real and persistent problem, then denounce it emphatically!
Please do not refer to me or any person as a minority. Minority reflects a smaller number or part of a whole. Sociologically, I am a member of a minority group, but there is nothing about me, the individual, that is equivalent to minority. I find it offensive and disrespectful to be labeled as a minority; I am a Black man. Each member of your business team must be respected and addressed as an integral member of the team for the business to flourish – not as less than others.
Racism is a mechanism to impose a false sense of superiority over someone else through systemic barriers, hurtful language, and physical intimidation. I want to see racism eliminated from our society for everyone’s sake. Education, listening and empathizing, calling it out, protesting, and voting for champions to fight against it are simpler than most realize. I’m inviting all individuals and organizations who want to eliminate racism to join me and others for our workplaces, for our communities, our country and our world.
For more insight, check out these resources:
U.S. Businesses Must Take Meaningful Action Against Racism
How Should You Be Talking With Employees About Racism? -
Speaking Up Against Discrimination and Racism In the Workplace -
National Forum on Demonstrating Care for Black Employees (a Zoom presentation)