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What’s on our mind: Do white employees experience racism at work?
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“It is white people’s responsibility to be less fragile” – Robin DiAngelo
Cue huffing, puffing and the violent shaking of heads from Karen’s everywhere. Yep, when it comes to the cocktail mix of ‘fragile’ white people and diversity and inclusion initiatives, it can sometimes result in bitter claims of ‘reverse racism’ against the white folks in question – on the side of a strong concoction of misplaced frustration. These one-sip-at-a-time type characters may have experienced sexism, narcissism or classism at work, but never racism. Let us tell you why.
Ever heard of ‘reverse racism’? It’s a term sometimes used to describe situations where white people believe they are negatively stereotyped or discriminated against because of their whiteness – or treated less favourably than people of colour. Sound dodgy? We think so too. That’s because it doesn’t exist.
American writer Brandon Taylor writes that it’s unfair for a white person to claim ‘reverse racism’ in the workplace or otherwise. He says: “It's unfair because white people have a vested interest in undermining racism, its amount, its intensity, its shape, its effects. They are the fox in the henhouse.”
The concept of a white person experiencing racism just doesn’t work, because racism is more than just prejudice. It exists in a power structure and oppressive system of white supremacy and denies the reality of socio-economic-political privileges enjoyed by the dominant groups.
The ‘fox[es]’ that shout ‘reverse racism’ don’t acknowledge their own white privilege and power - the very fuel that makes actual racism so, well, powerful.
South African author, Sisonke Msimang, echoes this when she spoke to The Guardian, and said that white people claiming that people of colour can be racist is ‘profoundly lacking in empathy’ and that racism is, and always has been, ‘a pattern overwhelmingly favouring white people and disadvantaging Black and people of colour.’
Sure, Sonia Sodha rightly says that ‘the lines of discrimination are not always clear’ but, in this case, they are. The question is, how do you tackle such a subject in the workplace? From where we’re standing, throwing a ‘quick tips’ section to address such a potentially volatile discussion doesn’t seem right here. Equipping teammates with appropriate tools and resources is key.
Our advice to business leaders with a (hopefully) diverse team is to:
Create shared language and meaning around topics like race, privilege and lived experiences like the cultures we grew up in (this can apply to everything from class to country). You can do this through training or through a book club. Together you could read ‘Natives’ by Akala or ‘Brit(ish)’ by Afua Hirsch.
Create a safe and brave space to ask questions like: “Where were you when you first observed racism? How old were you? What was the context?”
Watch our free webinars on YouTube: encourage your team to watch the same educational content, then engage in a conversation after exchanging observations, reflections and learnings.
For more information, visit our Insights page: www.hustlecrew.co/insights
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