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"Talking About Race is Divisive"

attract ethnic minorities ethnic minority staff failed recruitment attempts talking about race Sep 25, 2022

This is the belief of many leaders, and so instead of investing in mechanisms that genuinely support an inclusive workplace, issues are dealt with through quick fixes, “stick a plaster on it” measures or, worse, swept under the carpet. This is the opposite of what effective equity diversity inclusion work requires.

“We did this free online 10-minute unconscious bias training, but it didn’t do much for the Black people in the organisation. The racist behaviour continued.”

This is all-too-common feedback I hear. It’s like painting the monster magnolia to blend in with the walls. Just because you can’t see it as easily doesn’t mean it’s gone away.

You might think that discussing discrimination in general is enough to deal with racism at workplace level. So investment is poured into:

  • Updating anti-discrimination policies

  • Producing more diverse photographs for the website

  • Hiring a diversity coordinator with little support

  • Bringing in samosas and jerk chicken for Cultural Day

Yet still, Black and other ethnic minority staff leave at concerning rates, and complaints continue about the microaggressions they face daily. The “It’s only banter” line simply doesn’t work. This is where understanding diversity and inclusion at work, racism definition concepts, and practical behaviour change becomes essential.

In an age where talking about race is more prominent than ever and where public support for issues affecting racialised minorities is growing organisations that fail to address diversity and inclusion meaningfully will become less attractive employers. This affects brand reputation and, inevitably, profit.

A stronger strategy involves a two-pronged approach:

  1. Celebrate difference when opportunities arise.

  2. Dismantle and recreate systems, procedures, behaviours and attitudes that contribute to institutional racism, the foundation of solid anti racism training, DEI training and inclusive leadership work.

While celebrating cultural moments can help develop positive attitudes, companies absolutely cannot do step 1 without committing to step 2. Imagine a company hosting an amazing Eid celebration to “support” Muslim staff, yet…

  • Concerns about mistreatment aren’t addressed because decision-makers lack cultural awareness

  • Opportunities for promotion remain limited

  • Most ethnic minority workers are on zero-hour contracts

  • Recruitment strategies continue to attract the same homogenous applicant pool

Recognising cultural events is lovely, but it will not fix systemic problems or promote true inclusion in the workplace.

What I am about to say may not please some HR managers: if “lack of time” is the reason for failing to commit to antiracism work, cancel your Black History Month events and instead use the time to design a meaningful, long-term antiracism strategy. Real workplace inclusion diversity requires depth, commitment and courage.

During 2020, at the height of the Black Lives Matter protests, countless Black employees contacted me about the posturing of their organisations. One large national organisation posted a black square and wrote a rushed statement claiming solidarity yet Black staff described years of feeling unheard, overlooked and dismissed. Their public contradiction became a PR disaster, all because symbolic action replaced structural change.

If there is a lack of understanding around the needs and experiences of ethnic minority staff, the solution is not simply “hire more ethnic minority staff.” Not at first, anyway. The environment must first be primed to receive them. Otherwise, the same issues repeat.

Ethnic minority employees often:

  • Don’t feel safe raising issues of racism because they fear not being believed

  • Know many white colleagues fear being called racist

  • Experience daily microaggressions, which slowly erode wellbeing

  • Internalise harm because it is minimised as “harmless comments”

So what can be done?

Companies must ensure staff understand microaggressions and how to counteract them. In our training at Strawberry Words, this is the area that generates the most fascination. Many people are not aware of how common statements like:

  • “I don’t see colour.”

  • “Where are you really from?”

  • “My best friend is Black.”

…function as subtle forms of racial discrimination.

Staff need education grounded in cultural humility  on:

  • What microaggressions are

  • How they impact racially marginalised people

  • How to manage difficult conversations

  • How to support ethnic minority colleagues

  • How to use microinterventions effectively

We cover all of this and more in our Understanding Microaggressions – The Subtle Racism online CPD-accredited courses, which form a foundational part of strong DEI training and anti racism training programmes.

In 2.5 hours, staff explore:

Module 1

  • Who are ethnic minorities?

  • What is racism?

  • Antiblackness

  • Assessment

Module 2

  • What are microaggressions?

  • Microassaults

  • Microinsults

  • Microinvalidations

  • Assessment

Module 3

  • Impact

  • Coping mechanisms

  • Assessment

Module 4

  • Microinterventions

  • Managing difficult conversations

  • The A.C.T.I.O.N Model

  • Micro-affirmations

  • When not to address microaggressions

  • Frequently asked questions

  • Assessment

Some organisations choose the hybrid option, where after studying the course, we meet with staff to deepen learning.

The University of Sussex, charity Birth Companions, and Surfers Against Sewage are all repeat clients who recognise the importance of understanding and addressing microaggressions as part of meaningful diversity and inclusion at work.

That’s all, folks. Staff must understand why behaviours and attitudes need to shift before they can genuinely support systemic changes in the name of antiracism. And to do this, they must learn, practise and talk about it openly, compassionately and consistently. That is how organisations build a truly inclusive workplace.

Send me a direct message today so we can support your staff with training in psychologically safe spaces.

Wishing you lots of success,

Rebbecca “creating cultural harmony” Hemmings

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).

Time to Talk about Race Online Course

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