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Building an Anti-Racist Workplace: It's Time to Do the Right Thing!

14^th July 2024 by Mark Holt

An anti-racist workplace culture goes beyond simply being non-racist; it actively opposes racism and promotes racial justice.

It is about recognizing the systemic nature of racism and taking proactive steps to create an environment where everyone feels valued and respected, regardless of their race or ethnicity.

What is an Anti-Racist Workplace?

An anti-racist workplace actively challenges racism and racial inequality, promoting a culture that values diversity and embraces the unique contributions of individuals from all backgrounds. It entails creating an environment where racist behavior, conscious or unconscious, is not tolerated, and where people feel safe to speak up and challenge racial injustice.

In recent years, anti-racism has emerged as a vital part of diversity and inclusion (D&I) strategies for businesses worldwide. Divrsity recognizes this shift towards more active forms of D&I work and has developed this comprehensive guide on creating an anti-racist workplace culture in the UK.

An anti-racist workplace goes beyond merely not being racist; it actively combats racial prejudice and systemic inequality, ensuring equal opportunities for all employees regardless of their ethnic background. The importance of an anti-racist workplace is highlighted by a 2022 report by Race at Work Charter, over half (53%) of ethnic minority employees have experienced or witnessed racism in their current organization. This figure is alarmingly high and indicates a pressing need for UK businesses to prioritize creating anti-racist cultures.

Anti-Racist vs. Non-Racist: What's the Difference?

It is essential to understand that being anti-racist is not the same as simply being non-racist.

Non-Racist A non-racist approach aims to be neutral and avoid racist behavior or language. It often entails treating everyone equally and avoiding overt forms of discrimination. However, a non-racist stance does not actively challenge racism or its structural nature.

Anti-Racist An anti-racist perspective recognizes that racism is systemic and institutionalized. It requires proactive efforts to dismantle racist practices, policies, and structures. Being anti-racist means actively opposing racism, promoting racial equality, and advocating for the unique needs and perspectives of racialized groups.

Practical Steps to Creating an Anti-Racist Workplace

0. Engage a Partner

With sensitive DEI topics like Anti-Racism, we strongly recommend engaging with a partner that has extensive experience with large-scale cultural change. See the list of Divrsity Partners include many of the UK's leading DEI Consultancies.

1. Commit to Education

Knowledge is power, and providing anti-racism training is a crucial step. Ensure that all employees, especially leaders and managers, undergo comprehensive anti-racism training. This should cover topics such as unconscious bias, intersectionality, and the history of racism in the UK.

For example, consider delivering training on microaggressions, which are subtle and often unconscious forms of discrimination. These can take place in the workplace and have a cumulative negative impact on individuals. Training can help employees recognize and respond appropriately to microaggressions.

2. Foster a Culture of Safe Speech

Encourage open dialogue about race and racism, creating a culture where people feel safe to speak up. Ensure that employees at all levels feel empowered to challenge racial injustice and have the tools to do so constructively.

This may involve providing guidance on how to have difficult conversations about race, as well as offering support channels for employees who experience or witness racist incidents.

3. Review and Revise Policies

Examine existing policies and procedures through an anti-racist lens. Identify areas where racism may be inadvertently built into practices, such as recruitment, performance management, or promotion criteria.

For instance, consider the impact of academic qualifications on recruitment. Research by the Social Mobility Commission found that ethnic minority graduates are less likely to secure jobs that require a degree, even when their qualifications are equal to or better than their white peers. Revise policies to ensure they do not inadvertently perpetuate racial inequality.

4. Promote Employee Engagement

Encourage employee-led initiatives and networks to foster a sense of community and support. For example, create employee resource groups for racialized staff, providing safe spaces to connect, share experiences, and offer mutual support.

These groups can also provide valuable insights and feedback to the organization on how to improve anti-racist practices and policies.

5. Implement Anti-Racist Training

"Anti-racist" training goes beyond simply highlighting the legal implications of discrimination. It should focus on:

Understanding systemic racism: Help employees recognize how racism can be embedded in policies and practices, leading to unintentional disadvantages for certain racial groups.
Developing cultural competence: Equip employees with the knowledge and skills to interact effectively and respectfully with colleagues from different backgrounds.

6. Hold Leaders Accountable

Leaders set the tone for the organization's culture. Ensure that senior leaders are actively committed to anti-racism and hold them accountable for driving this agenda. This includes holding regular reviews of progress and holding leaders responsible for creating an anti-racist environment within their teams.

Case Studies: UK Companies Leading the Way

1. Race Equality Matters

In collaboration with Divrsity, Race Equality Matters is helping lead the way in tackling racism through the use of data driven information which has helped them and other businesses highlight the problems which emerge through racism. This collabation marks a future for D&I surveys as part of the solution for racism.

2. BBC

The BBC has implemented a range of anti-racist initiatives, including unconscious bias training for all staff and a commitment to increasing diversity on and off screen. They have also introduced a race equality action plan, with specific targets and actions to improve representation and inclusion.

As a result, the BBC has seen an increase in the representation of ethnic minorities on screen and in senior leadership positions. They have also received awards for their anti-racist efforts, including a Race Equality Charter mark.

3. Deloitte

Deloitte introduced a range of anti-racist practices, including mandatory training for all staff and a commitment to collecting and publishing ethnic pay gap data. They have also established employee-led networks, such as their Black Network, to provide support and influence organizational change.

These initiatives have led to an increase in the representation of ethnic minorities at Deloitte, with a particular focus on senior leadership roles. The firm has also received external recognition for its efforts, including a place on the 2022 Social Mobility Employer Index.

Conclusion

Creating an anti-racist workplace culture is a continuous journey that requires commitment and action. By following the steps outlined in this guide, UK businesses can make significant strides towards a more inclusive and equitable future. Remember, this is about more than just doing the right thing; it's about unlocking the potential of a diverse workforce and creating organizations that truly thrive.

References

Deloitte. (2022). Social Mobility Employer Index 2022: Deloitte.
Deloitte. (n.d.). Diversity and inclusion at Deloitte.
Social Mobility Commission. (2019). Social mobility and ethnic minorities: Getting to the root of the problem.
The Race Equality Charter. (n.d.). Race Equality Charter marks.
Divrsity and Race Equality Matters: https://www.raceequalitymatters.com/the-rem-inclusion-and-belonging-solution/