Breaking barriers at the workplace

As we honour the International Day for the Elimination of Racial Discrimination, it's crucial to reflect on how we can foster a workplace that celebrates diversity and actively combats discrimination. Although workplace discrimination is of course illegal, organisations continue to struggle with microaggressions and stereotyping, inadequate awareness and training of employees, insufficient trust in channels to report misconduct, and much more. We recognise that creating an inclusive culture where everyone feels like they belong is an ongoing journey. Here are 10 practical ideas you can implement as an organisation and what you can do yourself to help prevent racial bias at work:

Organisations — Offer comprehensive training programs for all employees and launch communication campaigns focusing on understanding unconscious biases, racial competency, and the importance of diversity, equity and inclusion in the workplace. Introduce Employee Resource Groups (ERG’s) where employees are offered a platform to raise awareness about topics that matter to them. 

Individuals — Learn to recognise and understand your own privilege. We all have some form of privilege. Racial privilege manifests in various spheres including social, political, economic and cultural contexts. Understanding our own privilege allows us to empathise with the barriers others are facing through the lens of our own experiences.

Organisations — Create safe spaces for employees to engage in open and honest discussions about racial issues, fostering understanding and empathy among team members. By acknowledging and respecting different backgrounds, we pave the way for understanding and empathy. Be curious, and ask others about their experiences in a respectful manner. 

Individuals — Do not assume you know or understand the experiences of others. Avoid making assumptions or relying on gut instinct. Don't assume you know best, as you may jump to the wrong conclusion. Be curious, and ask others about their experiences in a respectful manner.

Organisations — Embrace diversity as a strength and celebrate the unique perspectives and experiences that each individual brings. Encourage collaboration and teamwork across diverse teams, fostering an environment where everyone feels valued and included. Organise events and activities that celebrate cultural holidays, heritage months or awareness days, to showcase and honour the diversity of the workforce.

Individuals — Allies play a crucial role in combating discrimination. Be an ally by actively supporting colleagues from diverse backgrounds. Allies amplify voices and challenge discriminatory behaviour.

Organisations — Engage in conversations with employees from different racial backgrounds, and inquire about the challenges, barriers or discriminatory attitudes they may encounter in the workplace. What do they have as suggestions to improve? Additionally, carefully review your organisation's newsletters and other publications to identify and address any instances of negative portrayals or perpetuation of stereotypes and check for inclusive language.

Individuals — Widen your social circle; don't interact with the same people every day, move around and spend time with other people from different racial backgrounds. This will build your racial competence and lead to better understanding. Practise intentional networking, by intentionally expanding and diversifying your current network.

Organisations — Ensure that company leaders actively and authentically champion diversity, equity and inclusion. Their visible commitment sends a powerful message throughout the organisation. 

Individuals — Actively and openly participate in initiatives against racism and events that celebrate diversity. Show empathy, humility, curiosity and visible engagement for diversity, equity and inclusion.

Organisations — Regularly provide diversity, equity and inclusion training for all employees that addresses unconscious biases, stereotypes, and microaggressions. Equip your workforce with the knowledge needed to recognise and challenge discriminatory behaviours. Offer role-specific training to account for the different challenges leaders, managers and employees face in diversity, equity and inclusion. 

Individuals — Attend workshops, events and conferences, listen to podcasts or watch documentaries that focus on race-related issues, or racial history and its consequences. Step out of your comfort zone to engage in conversations that challenge your perspectives by having intentional conversations with friends, family and co-workers — or maybe even best: complete strangers.

Organisations — Regularly assess and challenge your organisation's policies, procedures and practices, including those for suppliers. Reviewers should ensure all policies are inclusive and do not unintentionally perpetuate bias. Make necessary adjustments to ensure fairness and equal opportunities for all.

Individuals — Think about ways to improve your workplace to promote racial understanding and equity. Be proactive about making suggestions.

Organisations — Create a safe environment for reporting incidents of racial discrimination. Establish and promote confidential reporting mechanisms to encourage employees to come forward without fear of retaliation. Ensure that all reports are taken seriously and thoroughly investigated, and that appropriate actions are taken against offenders. Assess whether employees trust these reporting channels. 

Individuals — Address inappropriate comments and behaviours at the workplace when they happen. No need to be combative or confrontational, but express your concern and disapproval clearly and concisely.

Organisations — Through employee surveys, informal conversations, suggestion boxes, focus groups and other feedback channels, ask how employees from a minority racial background are feeling and what can still be improved. 

Individuals — Inclusion is a never-ending journey and we can all make improvements in our daily behaviours. Ask colleagues for regular feedback on your behaviour regarding diversity, equity and inclusion or even appoint someone specific who observes you for a period of time to identify unconscious bias or non-inclusive behaviour.

Organisations — Recognise when your organisation lacks the expertise and knowledge to create and implement policies, frameworks and practices that positively impact inclusion. Look for credible experts who can help you achieve the goal of having an inclusive environment for all employees.

Individuals — There will be times where you catch yourself reacting based on biases or don’t react appropriately to situations that happen in the workplace. Openly apologise if you get it wrong — those are the situations where we learn.