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Racism at work may fly under the radar. What can HR do to stop it?

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Summary

This article discusses racism in the workplace and how it often flies under the radar. A survey of more than 5,000 employees found that the most common forms of racism included workplace harassment, pay gaps, promotion discrepancies, racial stereotypes, and degrading commentary. Leaders, coworkers, and customers/clients were named as the most common perpetrators of racism, and HR may need to focus on training and getting executive buy-in to address these issues. The article also discusses how the U.S. Equal Employment Opportunity Commission is broadening its enforcement efforts to include systemic racism and AI-related bias in the workplace.

Q&As

What are the most common forms of racism in the workplace according to a recent survey?
The most common forms of racism in the workplace according to a recent survey are workplace harassment (48%), such as racist jokes, slurs and other derogatory comments, as well as employment and professional inequities (32%), such as pay gaps, promotion discrepancies and more or less work than colleagues, based on race.

Who are the main instigators of racism in the workplace?
The main instigators of racism in the workplace are leaders (41%), coworkers (36%), and customers/clients (23%).

What steps can HR take to combat racism in the workplace?
HR can focus on training and getting executive buy-in, re-evaluate how candidates and employees are evaluated, and act to combat racism and build antiracist workplaces.

How do perceptions of racial discrimination, inequality, and employer actions differ between Black and White workers?
Black and white workers expressed different beliefs and perceptions of racial discrimination, inequality, and whether their employers were doing enough to provide opportunities for workers or promote racial justice.

What initiatives is the U.S. Equal Employment Opportunity Commission undertaking to address systemic racism in hiring?
The U.S. Equal Employment Opportunity Commission is pledging to broaden its enforcement efforts to include systemic racism and AI-related bias, address barriers in recruitment and hiring, protect vulnerable workers and those from underserved communities from employment discrimination, and advance equal pay initiatives.

AI Comments

👍 This article provides a comprehensive overview of the various forms of racism and discrimination experienced by workers in the workplace. It is encouraging to see the U.S. Equal Employment Opportunity Commission's efforts to address systemic racism and AI-related bias.

👎 This article does not provide any concrete solutions for HR professionals to tackle racism in the workplace. Furthermore, it is disheartening to see that 52% of employees from the six major countries surveyed have experienced racism in their current job.

AI Discussion

Me: It talks about how racism in the workplace is often overlooked, and what HR professionals can do to stop it. It mentions leaders, coworkers, and customers/clients who are perpetuating racism in the workplace, and how things like pay gaps, promotion discrepancies, and more or less work based on race can be indications of racism. It also notes that U.S. workers have reported the highest rate of discrimination in the workplace compared to other countries.

Friend: Wow, that's really concerning. It seems like racism in the workplace is a huge issue that needs to be addressed. What do you think HR professionals can do to stop it?

Me: It's definitely a complex issue that needs to be addressed. HR professionals can start by training their staff on racism in the workplace and getting executive buy-in. They can also re-evaluate how candidates and employees are evaluated, and take steps to ensure that people from marginalized racial and ethnic groups are not excluded from opportunities. Additionally, they can work to protect vulnerable workers and those from underserved communities from employment discrimination, and advance equal pay initiatives. Ultimately, it's essential that leaders at every level of an organization take steps to combat racism and build an anti-racist workplace.

Action items

Develop a comprehensive anti-racism policy for the workplace that outlines expectations for employees and management.
Implement mandatory anti-racism training for all employees and management.
Create a system for employees to report incidents of racism and ensure that these reports are taken seriously and addressed in a timely manner.

Technical terms

Racism: Prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior.
HR: Human Resources. The department of a business or organization that deals with the recruitment, management, and direction of the people who work there.
Marginalized: To treat (a person, group, or concept) as insignificant or peripheral.
Slurs: An insulting or disparaging remark or innuendo.
Pay Gap: The difference in pay between two groups of people, typically men and women, or people of different races or ethnicities.
Promotion Discrepancies: Differences in the way people are promoted or given opportunities for advancement based on their race or ethnicity.
Workload Differences: Differences in the amount of work assigned to people based on their race or ethnicity.
Stereotypes: A widely held but fixed and oversimplified image or idea of a particular type of person or thing.
Degrading: To lower in dignity or estimation.
Instigators: A person who initiates or starts something.
Whiteness: The state or quality of being white.