Racial inequality in the workplace can be a real issue. So much so, 78% of young Black employees have heard racist language in the office.
A new report suggests that it is, at least in part, up to white employees and managers to improve workplaces for their ethnic minority colleagues.
The report, launched by Chartered Management Institute (CMI), states that it is ‘vital for white people to become more aware of their privilege and power’.
By acknowledging their privilege, the report authors say that white colleagues can use it to ‘dismantle inequity in power’ across society and within the workplace.
‘Privilege can be used positively to help dismantle the walls that people from diverse ethnic groups can come up against in workplaces and society,’ reads the report.
It goes on to offer actionable suggestions: ‘Put in the work to look at your organisations and wider society from fresh, new perspectives.
‘Consider your privilege and how it can be used for positive change. Champion racial justice. Listen and learn with humility.’
‘In the wake of the Black Lives Matter movement, many business leaders expressed renewed dedication to creating anti-racist workplace cultures, championing equality and driving inclusivity,’ says Pavita Cooper, Chartered Management Institute race chair.
‘It is vital that these commitments do not slip down the agenda.
‘To see substantial, long-term progress, managers must continue to educate themselves and their staff on the complexities of racial inequality, prioritise anti-racist policies, and show unequivocal support for employees who encounter racism.’
How to improve the workplace for ethnic minority staff
Avoid the use of collective acronyms: Terms such as ‘BAME’ and ‘BME’ are considered problematic as they homogenise diverse groups and reinforce white privilege.
End microaggressions at work: Invest in training to end microaggressions and ensure staff are clear zero tolerance racism policies.
Support staff who face racism: Schedule conversations with colleagues to understand their experiences and encourage true identities at work.
Learn how to talk about race: Commit time to learn more about anti-racism.
Build support: Create networks to encourage learning and sharing.
Re-examine recruitment and promotion processes: To ensure they are free from unconscious bias.
Recommended guidance from the Chartered Management Institute
The guidance includes specific steps that managers can take to improve issues of race in the workplace, including committing time each week to learn more about anti-racism, and creating a network to enable people to share, learn, make mistakes and deliver clear outcomes.
How to be a better ally in the workplace
Reetu Kansal CMgr FCMI, senior project manager, University of London and
CMI Race advisory committee member suggests:
Stop:
- Being a bystander to microaggressions and any acts of exclusion.
- Being afraid to speak up because you fear using the wrong words.
- Thinking that your actions will not make a difference.
Start:
- Learning about racial inequality.
- Using positive language.
- Understanding and dealing with the emotions of privilege.
Continue:
- Listening to your colleagues to embed inclusion and active anti-racism.
- Championing racial equality on an ongoing basis – not just around awareness days and events.
- Collect data (e.g. through surveys) on staff experiences and use this to review progress and actively address issues.
What is a microaggression?
A microaggression is an instance of subtle, indirect discrimination against a marginalised group. It doesn’t always have to be about race – they can be based on gender, sexuality and physical ability too – but they are commonly experienced by racial minorities.
The dictionary says that microaggressions can be ‘unintentional’ – but the intention doesn’t change the effects that these actions and statements have on people of colour.
The tricky thing about microaggressions is that individually, they are perceived as small. They are daily, commonplace interactions that can’t always be readily identified as racism by people who have little experience of it.
For example:
Consistently mixing up the names of the two Black people who work in your office.
Telling an ethnic minority member of staff that they are ‘well spoken’ – the implication being that you are surprised by this.
Touching a Black person’s hair without them saying that you can.
‘2020 has seen the workplace transformed, but not for everyone,’ says Ann Francke OBE, CEO, Chartered Management Institute. ‘In some cases the pandemic will have further entrenched systemic inequalities.
‘Warm words aren’t enough; if we’re going to see results, managers and leaders must take practical steps to be anti-racist. Invest in training so your team understands microaggressions, create networks for people to share and learn from different experiences, and re-examine your recruitment and promotion processes.
‘Every leader and manager needs to make it crystal clear – we will not accept Covid as an excuse for businesses to take their foot off the gas or row back on racial equality in the workplace.’
Do you have a story to share? We want to hear from you.
Get in touch: metrolifestyleteam@metro.co.uk.
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source https://metro.co.uk/2020/10/30/employees-must-acknowledge-white-privilege-to-make-workplaces-better-for-minority-staff-13507313/
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