A Hard Pill to Swallow
Sep 07, 2022
No radical changes are going to happen in the drive for fairness for ethnic minorities in the workplace if people do not openly discuss skin colour. In many organisations working toward equity, diversity and inclusion, conversations about race are avoided, even when these discussions are essential for building an inclusive workplace and reducing racism at the workplace.
So often, I find there is resistance to simply describing someone based on skin colour, even when that is the clearest, most respectful way to identify a person (of course, without being rude).
“Can you see the gentleman over there in the white t-shirt?” Err… which one?
“All the non-English people.” You mean the Asian people?
“Those people have such an interesting culture.” Which people exactly?
If I had a pound for every time I heard someone avoid using obvious words to describe skin colour—likely out of fear of causing offence, I could retire.
I get it. Society (mainly White society) has been so reluctant to talk about race, an arbitrary classification of humans based on physical features, because histories are painful and racism continues to cause real harm. No one wants to be labelled “racist,” and misunderstandings about the racism definition only add to the discomfort. Add in unconscious bias and lack of cultural humility, and no wonder people tie themselves in knots.
Here’s my suggestion.
Take the time to study your own racial identity. Most ethnic minorities have had to do this to understand why they face racism. Many White people, however, have not—mainly because society has conditioned us to see White as “normal,” and everyone else as “other.” This impacts diversity and inclusion at work more than we admit.
You MUST read about the Stages of Racial Identity Development. This framework is fascinating and offers a way for us all to better understand ourselves, build empathy, and strengthen inclusion in the workplace.
If we all studied this in school, I am confident racism would be greatly reduced—and conversations about identity would feel natural, not frightening. It would also support more inclusive leadership and healthier workplace inclusion diversity.

Image: (Integrated Model John and Joy Hoffman)
The truth that emerges when studying racial identity:
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We are all fallible human beings.
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We are all shaped by systems that influence how we see others.
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Strong emotions emerge as awareness develops but growth is possible.
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We can reach “integrated awareness,” where we recognise ourselves and others as equal.
Do you know how much this excites me?
So how do you move forward?
Read more about racial identity. I also recommend The Racial Healing Handbook by Annaliese Singh. It pairs beautifully with unconscious bias training, DEI training, and anti-racism training for those wanting structured learning.
Dr Martin Luther King said, “The function of education is to teach one to think intensively and critically. Intelligence plus character – that is the goal of true education.”
Let us all use our ability to think for ourselves, reflect deeply, and create a more inclusive society—beginning with ourselves.
I’ll step off my pulpit now. I just feel strongly that this knowledge holds the answers to many challenges around talking about skin colour, racism and microaggressions.
So, to sum up… when it comes to skin colour:
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Talk about it, this validates lived experiences.
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Know that it matters because it shapes how people are treated.
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If you’re White, you don’t face systemic racism, so deeper learning is essential.
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Explore your racial identity to understand the psychology behind race and racism.

If this has intrigued you and you want to go further, enrol yourself (and your staff) in our online CPD-accredited courses, especially Understanding Microaggressions: The Subtle Racism Course. It breaks down why avoiding discussions about skin colour (and many other behaviours) can be harmful. It also helps teams engage more confidently with diversity and inclusion, cultural humility, and real-world inclusion in the workplace.
As always, I wish you nothing but the best on this journey.
Take care,
Rebbecca – your ‘creating cultural harmony’ guide.
P.S. If you’ve already read this link, here it is again. Trust me, it has the potential to be life-changing.
Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).
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