Written By Cherie Simms, BASc, CCDP, CVRP - Career Advisor with Student & Graduate Employment.
Historically, racialized people especially people of African descent have experienced higher rates of discrimination in the workplace. Several studies reveal that more than 50% of racialized people experience discrimination in the workplace. This percentage is much higher for Black Canadians. The impact is significant and can lead to physical and psychological issues not to mention the loss of dignity and self-esteem, trauma, and isolation which can also result.
Today, many efforts are being made to identify and eradicate systemic barriers and cultivate inclusive and equitable work environments for all. However, there is still work to be done.
One of the best ways to support this movement is to be aware of what it looks like and the impact it can have. Often, discrimination is unintentional and caused by unconscious biases and preconceived notions. Let's take a look at some of the most common experiences of black and racialized people in the workplace and the myths that fuel these experiences.
Negative experiences of Black and racialized people in the workforce:
Microaggressions: Black and racialized individuals may face subtle or overt forms of discrimination, such as being subjected to stereotyping, insensitive comments, or exclusion from opportunities. These microaggressions can be verbal and non-verbal and generally fall into 3 categories – micro-assaults, micro-invalidations and micro-insults.
Lack of representation: Black and racialized individuals may often find themselves underrepresented in leadership positions or decision-making roles within organizations, leading to feelings of marginalization and limited career advancement opportunities.
Unequal treatment: Black and racialized individuals may experience disparities in pay, promotions, and access to resources compared to their white counterparts, highlighting systemic inequalities within the workplace.
Code-switching: Black and racialized individuals may feel pressure to adapt their communication style or behavior to conform to dominant cultural norms in the workplace, leading to feelings of inauthenticity and emotional labour.
Name Discrimination: It is well known that name biases exist. Several studies have proven that Anglo-Saxon names are more likely to be called for an interview than ethnic-sounding names regardless of the similarities in qualifications. These biases even exist within the AI technologies used to auto-select suitable candidates. Many applicants wonder if they should change their first or last names on their resumes to more Westernized names to avoid this type of discrimination. Others who still write their birth name on the resume, wonder if it’s the reason they haven’t been called for the interview.
Organizations need to address these challenges and create a more inclusive and equitable work environment where all employees feel valued, respected, and supported.
Myths that fuel these experiences:
Myth: People with an accent will be too difficult to understand, and customers will become frustrated, resulting in a loss of business.
A diverse workforce can help to broaden your client base and tap into ethnic markets thereby, enhancing your business’s productivity. For example, a company that hires candidates who speak multiple languages will be equipped to service a broader range of clients, nationally and globally. As companies demonstrate a willingness to adapt and embrace diversity, society is likely to follow suit.
Myth: Employees should avoid wearing any cultural or religious attire in the workplace because it could prevent them from building trust with a client.
Canada is like a salad bowl, the more we learn to blend with people of all different backgrounds the stronger we will be as a society. Respect plays a crucial role, and as long as individuals refrain from imposing their beliefs on others, they should feel empowered to bring their authentic selves to the workplace.
Myth: Black and racialized individuals are less qualified or competent than their white counterparts.
In reality, individuals from diverse backgrounds bring unique perspectives and skills to the table, enhancing a team's overall performance. Check out this Forbes Article on the 3 Benefits of Diversity in the Workplace
By debunking myths, conquering biases, and promoting a culture of diversity, equity, and inclusion, organizations in Canada can create a more welcoming and supportive environment for all employees.
Additional Resources:
The (HRPA) Human Resource Professional Associate’s Practice Guideline for “Addressing Racism and Racial Discrimination in the Workplace” highlights other common misconceptions and facts on pages 8 through 10. This guide is an excellent resource for individuals and organizations looking to champion inclusivity and overcome racial issues in their workplaces.
Take a look at this popular Unconscious Bias training on LinkedIn Learning, along with several others that cover all kinds of EDI topics.
For more information and research on experiences of discrimination for black and racialized people, you can visit the resources below:
Diversity Institute: Experiences of Discrimination at Work
Government of Canada: Racism, Discrimination and Migrant Workers in Canada: Evidence from the Literature
Statistics Canada: Half of racialized people have experienced discrimination or unfair treatment in the past five years
Accenture & Harvard Business School Study: Hidden Workers: Untapped Talent
Glassdoor: Is your ATS discriminatory?
Learn more about microaggressions and how they imapact marginalized people in life and at work: What Are Microaggressions?
