Since the beginning of civilized society, Humans have dealt with built-in prejudice and racism that has been programmed into them by society and the archaic culture of racial supremacy. This has been primarily done because of the fear humans undergo when met or confronted with different views, cultures, opinions, and physical appearances that aren’t their own. This has been seen countless times throughout history from World War II to the discovery and eventual domination of the Americas by the English and Spanish. In today’s business world the issue of racism and its effects have been brought to the forefront of a company’s growth plans. Because of this companies have begun developing programs to increase the level of multicultural inclusion and decrease their individual biases. This can be done by opening communication on the difficult subject, developing education programs, having clear guidelines for harassment or racism, and investing in employee-led resource groups. (Schoeller, 2020) Many companies have taken the necessary steps to expand their diversity. Diversity, however, can be a double-edged sword if not introduced properly. Laura Sherbin and Ripa Rashid state that “diversity alone doesn’t drive inclusion. In fact, without inclusion, there’s often a diversity backlash” This can be seen with many companies that have been in business for many years. They introduce a mask of diversity and change to the employee group to seem more diverse but change nothing when it comes to the culture that the past leadership has put in place. This leads to the exclusion of new and diverse employees from important activities or advancement opportunities. (Sherbin & Rashid, 2017) Throughout this literature review, we will be looking at the benefits that diversity with proper inclusion can have on companies. We will dive into the steps that leaders can take to elevate their work to the next level of business as well as the steps that are being taken to eliminate racism from the modern workplace.
The first steps to diversity & inclusion
There are several steps that one must take when addressing racism in the workplace. Throughout the world racism and bigotry continue to be cancer that eats away at both companies and individuals. More dangerously, however, is the mask of diversity with background racism still taking place within the workplace. This creates fear and apprehension both with employees as well as with senior management and causes an even bigger divide which ultimately hurts the company. Studies show that 41% of senior-level African Americans, 20% of senior-level Asians, and 18% of senior-level Hispanics (Abena, 2019) feel an obligation to sponsor employees of the same background as themselves whether it's race, gender, or country of origin. Senior-level management of color feels conflicted that by giving diverse employees the opportunity of mentoring and advancement opportunities they give the perception of special treatment to employees of diverse backgrounds. This results in just 18% of Asians, 21% of African Americans, and 25% of Hispanics being presented with sponsorships, and the remaining 27% going to Caucasian whites. (Sherbin & Rashid 2017) This is an example of diversity without inclusion.
The beginning – Communication
For a company to have included the first step that must be taken is open communication about the subject of race and an understanding that it is still a problem. Open dialogue between all levels of the workplace is crucial to taking this first step. (MacArthur, 2020) However, many leaders feel uncomfortable or hesitant to start the conversation. This is primarily due to the years of built-up aggression and negative emotions connected to the topic of racism. To relieve these negative emotions, one must take precautions before, during, and after these conversations are had. MacArthur states in her article that there are five rules of engagement. When communicating leaders and employees must assume good intent in the conversation. During intense conversations, one can be quick to assume the worst or use their point to attack their counterpart. This is detrimental to good communication and can destroy the conversation before it even begins. Second, because this is an emotional and sometimes heated topic individuals must have a clarified approach within the conversation. Both parties must bring their points to the table with unbiased facts and understanding. When issues or difficult points arise, they must be debated calmly and with respect. Third, having a moderator between the parties of the discussion allows for authentic dialogue. Difficult situations can always be eased by having an unbiased party there in case arguments arise or the conversation turns sour. Lastly ensuring that the conversation happens in phases is the key to long-term results. These five rules can ensure that communication happens as smoothly and with as much understanding as possible. (MacArthur, 2020) This open communication can lead companies from the black and white numerical side that people think diversity is i.e. (quotas of specific races within the workplace) and transform it to Inclusion of all races and an understanding and acknowledgment of their worth not just to the company but in general. (Lewis & Shah, 2019)
Out with the old
The second step must be a conscious change in the old way of thinking as well as participation from workplace leaders. This can be done in many ways. The first action, some researchers say, is to analyze their internal policies and procedures. This is an excellent way to follow up on initial communication and start the process of changing the workplace culture. This is extremely important because change happens from the leadership down. Danielle Green explains that for a company to undergo the proper change into one of inclusion it must first require Equality, Diversity, and Inclusion within its workplace. (Green, 2015) The topic of racism is not a standalone issue that we face. It is but a piece of the overall human rights issue that has plagued our world. For a workplace to truly be inclusive it must “require that each new employee be instructed in the ‘value and importance of equality and inclusion; that they receive inclusive support; and that they be supported in accessing information, advice, and guidance on equality and inclusion.” (Green, 2015) To achieve this leaders will have to understand their specific work culture and understand the barriers that keep their workplace stuck in the outdated past. Such barriers can be things such as prejudices, stereotypes, outdated policies, workplace environment, microaggression, etc… (Hirsch, 2019)
To have a full view we must understand that systemic racism is not something that is an isolated issue. Some individuals think that racism is only one way, but this is further from the truth. Racism like food, clothes, and language can be seen in many different colors. As Americans, we think that racism is white Caucasians VS. minorities but this is only a half-truth. In areas such as South America, China, Japan, and Spain one can see there are instances of racism. Systemic racism is defined as the systemic oppression of a racial group to the social, economic, and political advantage of another. This will primarily be determined by the race that holds social, economic, and political power.
A Chile-based firm that would seem to have no problems with diversity can be used as an example. In this situation, one of their most valued employees is an indigenous Peruvian man who is respected, well-paid, and included in the leadership team’s decision-making process. Yet in a one-on-one interview, he confided that he saw no future for his ambitions at that firm. “I know they value me,” he said, “but I am an indigenous person, and they are white, legacy, and Spanish. They will never make me a partner, because of my color and background.” Conventional measures would never flag this talented man as a flight risk; it’s up to the narrative to tell the tale. (Sherbin & Rashid, 2017) In this example the home region was Chile and when racism comes to mind one does not think of areas such as this. To fix a problem one must first realize that there is a problem. And this problem extends much further than our playground.
Unstoppable action
The third step is taking action. After companies start the difficult conversation and analyze their work environment company leaders must take the first steps and initiate change where needed. This can be done by presenting training programs for all levels of the workplace, promoting educational resources like books, online material, and videos for employees who choose to learn more about the subject, as well as giving a voice to those who feel passionate about the subject in company meetings as well as local government settings if possible. (Schoeller, 2020) This can not only be applied within the workplace but in our own micro-cultures. When talking about environmental issues the topic of diversity and inclusion is a recent example.
Workplace leaders under the environment movement have started bringing to light the underlined racism that takes place when making decisions on local environmental issues. In an interview with Adrianna Quintero the Director of Diversity, Equity, and Inclusion at the Energy Foundation, she explains how difficult it can be for minorities to have their voices heard under the current policies. She states that “If I’m a Latina mom who speaks limited English, heading out to a public hearing about the dumping of a chemical by a large corporation in my neighborhood, or if I want to express support for policies designed to stop climate pollution, I not only have to find the time in my schedule and someone to watch my kids, I need to also figure out how to represent my concerns. This can be frightening and difficult” She highlights the barriers that minorities have under this situation such as language barriers, and time constraints for a lower socioeconomic individual who wants to participate in such dictions. (The Importance of Inclusion in the Environmental Movement, 2020) In the situation stated above Leaders must come forth to eliminate these barriers so individuals can participate in major decisions that will affect not only them but their families and communities. This brings us back to the point of leaders taking action to initiate positive change. To initiate true change the people that hold power must step up and jump into the line of fire for the greater good. (Biro, 2020)
Framework – R.A.C.E
Talking about race at work can be a difficult thing to do and many times both employee and manager have their shortcomings on the topic. (How to Begin Talking About Race in the Workplace, 2020, June 15) states that many managers feel ill-equipped to offer advice when it comes to the topic of diversity and inclusion. Wharton university in Pennsylvania has developed the RACE framework so middle management has a reliable way to start the conversation. The Race framework begins with R which stands for Reduce anxiety by talking about race anyway. In this step, managers can reduce tension on the subject by inviting employees to create two or three norms they would like to observe to engage effectively in conversations about their racial differences.
The following step in the framework is A which stands for Accept that anything related to race is either going to be visible or invisible. “Managers can help employees find the space in between the extremes of invisibility and hypervisibility and normalize race as a dimension of diversity that is meaningful in the workplace.” If an employee skews to either extreme this can lead to internal resentment and eventual job turnover. (How to Begin Talking About Race in the Workplace, 2020, June 15)
After the topic has been discussed in a safe environment the next step is to surround the workplace with support. This would deal with the C under the framework which calls on internal and external allies for help. This would involve both internal and external ally participation. Because this topic is still a volatile topic, having a diverse set of individuals to rely on can help managers decrease the likelihood of an explosion when difficult situations arise. These individuals can be other managers within the company as well as professors, former colleagues, and clients who are invested in diversity, equity, and inclusion. This will ensure that the environment is permanently changed to one of true diversity and inclusion and not revert it its old ways. (How to Begin Talking About Race in the Workplace, 2020, June 15)
The final step within the R.A.C.E framework involves the expectation that managers will have to provide multiple answers, tools, and skill-based frameworks. This will be the most difficult step because the method in which this framework is initiated will vary depending on the workplace. This will require a specialized approach to each situation and overall hard work from management. When done correctly this will show employees that talking about diversity, equity, and inclusion is a realistic goal and can be done. (How to Begin Talking About Race in the Workplace, 2020, June 15)
By following these steps managers and industry leaders can open communication about race within the workplace that allows honest conversation and long-term change. Many companies in today’s time are working diligently to create an inclusive workplace not only for their employees but for the future leaders of the world. Kellie C. Huxel Bliven, chief editor of the Journal of Sport Rehabilitation published her response after the death of George Floyd. This message was intended to empower the individuals who work under this journal. She states that “Together, we will work diligently to maintain a culture that embraces diversity, equity, and inclusion to ensure long-term success and impact as an international journal that advances the understanding of sports rehabilitation to improve patient care. That is what it means to be a multidisciplinary journal.” (Bliven, 2020) This puts to practice the ideals and framework stated above. Because of her initiative, the minorities that work under her will feel included and heard. This simple gesture will settle any unease that the situation has caused within her workplace both seen and unseen.
According to the literature, there is a major advantage to incorporating diversity within the workplace. This however must be paired with inclusion and proper techniques, policies, communication, and positive leadership in order for it to be successful. In conclusion, using diversity and inclusion to eliminate racism is a strong and effective method with exciting results.
Conclusion
The reviewed literature suggests that proper steps have been taken on this topic and that many individuals are making it a bigger priority within their agendas. It has also covered steps and techniques to open communication and reduce anxiety when it comes to eliminating racism from the workplace. Furthermore, it has presented that diversity with inclusion as well as an overhaul of old and outdated policies are the strongest methods to begin the proses of eliminating racism from the workplace. A major limitation of this literature is the limited research and onsite studies to truly review companies that deal with this issue. A large portion of the literature reviews methodologies that can be used within the workplace, but very limited literature exists regarding recorded and tangible applications and results. Current research supports the implementation of diversity and inclusion as discussed above; However, a continuation of studies reviewing the benefits as well as step-by-step monitoring over extensive time could be done to justify and solidify the literature above.
References
The Importance of Inclusion in the Environmental Movement. (2020). Journal of International Affairs, 73(1), 249–254.
Huxel Bliven, K. C. (2020). Our Commitment to Diversity, Equity, and Inclusion. Journal of Sport Rehabilitation, 29(7), 859.
Lewis, K. R., & Shah, P. P. (2019). Black students’ narratives of diversity and inclusion initiatives and the campus racial climate: An interest-convergence analysis. Journal of Diversity in Higher Education. doi:10.1037/dhe0000147
Sherbin, L., & Rashid, R. (2017). Diversity Doesn’t Stick Without Inclusion. Harvard Business Review Digital Articles, 2–5.
Green, D. (2015). Champion equality, diversity, and inclusion. Nursing & Residential Care, 17(4), 230–233.
How to Begin Talking About Race in the Workplace. (2020, June 15). Retrieved September 17, 2020, from https://knowledge.wharton.upenn.edu/article/begin-talking-race-workplace/ Schoeller, J. (2020, August 13). Council Post: Diversity And Inclusion: A Call For Leadership To Combat Racism In The Workplace. Retrieved September 17, 2020, from https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2020/08/14/diversity and-inclusion-a-call-for-leadership-to-combat-racism-in-the-workplace/
Abena, P. (2019, July 09). Diversity: Going beyond the headcount. Retrieved September 17, 2020, from https://www.opensesame.com/site/blog/diversity-going-beyond-the headcount/
MacArthur, H. (2020, June 09). Discussing Racism In The Workplace: Using Positive And Persistent Pressure To Enable Honest Dialogue. Retrieved September 17, 2020, from https://www.forbes.com/sites/hvmacarthur/2020/06/09/discussing-racism-in-the workplace-using-positive-and-persistent-pressure-to-enable-honest-dialogue/
Biro, M. (2020, June 14). To Improve Workplace Diversity, Undo Workplace Racism. Retrieved September 19, 2020, from https://www.forbes.com/sites/meghanbiro/2020/06/14/to improve-workplace-diversity-solve-workplace-racism/
Hirsch, A. (2019, August 16). Taking Steps to Eliminate Racism in the Workplace. Retrieved September 20, 2020, from https://www.shrm.org/ResourcesAndTools/hr topics/behavioral-competencies/global-and-cultural-effectiveness/pages/taking-steps-to eliminate-racism-in-the-workplace.aspx
Racism. (n.d.). Retrieved September 19, 2020, from https://www.merriamwebster.com/dictionary/racism