"Not Racist" vs. "Anti-Racist" Work Culture

Name: "Not Racist" vs. "Anti-Racist" Work Culture
Author: Mercedes Naficy D'Angelo

In recent years, many organizations have decided that it’s no longer enough to simply maintain a non-racist work environment, but rather see it as their…

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Course: On-Demand

Let's discuss the differences between the concepts of not being racist and being anti-racist, and how microaggressions and micro-affirmations impact the workplace. Racism is the belief that a person's skin color or ethnicity distinguishes them as inferior or superior. Racism exists in every country on Earth at great social and economic cost to its people. Some countries experience racism because of large numbers of immigrants entering their borders. These countries were once made up of people with native roots who had little exposure to other races, ethnicities, and ways of behaving and thinking. Inexperience with diverse people can lead to fear and the dislike of foreigners, otherwise known as xenophobia, which is an aspect of racism. Countries with little or no diversity, as well as those with exceptional diversity, experience racism within their borders. Countries that are comfortable with the unequal distribution of power often deny the existence of racism, or do little to challenge it. In these countries, the supremacy of one race over another is less taboo than in countries that value equality but struggle with the reality of social and economic inequality. Global agreements, national laws, and social pressures have tried to put an end to visible slavery, segregation, and racial discrimination. Slavery still exists globally but it is often hidden. And slave labor is most often utilized in illicit economic activities. Countries that have a relatively recent history of slavery or segregation, such as the United States and South Africa, have not fully recovered from its adverse social, political, and economic impact. Racial supremacy or other supremacies, including religious or ethnic still exist today, encouraging the belief that certain groups are genetically less capable or that they are meant to perform tasks deemed too menial or unclean for others. A country would be considered to have a racist culture when a dominant race dictates a social structure at the expense of other races or ethnicities. This can be done implicitly, in a way that is not clearly expressed, or explicitly, in a manner that is direct. Racism also exists in countries that are not predominantly white. In South Africa, apartheid furthered two different social classes where the white European colonial population had rights and privileges that were not afforded to the black indigenous population and other ethnic groups. Global social and economic pressure led to the downfall of apartheid in South Africa. Even though the US and South Africa have made racist acts and hate crimes illegal, racism persists. Residents of these nations may still consider their country to be racist due to the prejudice and inequality they experience. Racism is also manifested in colorism, discrimination against people with dark skin tone among people of the same ethnic group. In some countries, racism exists between light skin and darker skin people of the same race. In other countries, where the indigenous people are of multiple different ethnicities, some believe their ethnic background is superior to that of others, and the entire class system is based on skin tone. In other regions, those with power may discriminate against those without power. And skin tone may not even be a factor. Instead, they may discriminate against others based on nationality, religion, or language. Regardless of the source of racism, the results are the same. A group senses that they are unwanted, unappreciated, or disrespected.

Intermediate Provider : Mercedes Naficy D'Angelo 4 Lessons · 15m in German, English, Spanish, French, Portuguese, Chinese

Course Description

In recent years, many organizations have decided that it’s no longer enough to simply maintain a non-racist work environment, but rather see it as their obligation to cultivate an anti-racist culture within the workplace. Developing an anti-racist culture implies a more vigilant and assertive position where we decide to speak up against racist and unfair behavior and actively work to ensure that power, opportunity, and influence are shared equitably among employees of all backgrounds.

In these lessons, we’ll learn about overt and covert racism and how to identify each in the workplace. We’ll introduce micro-aggressions and how they’re used to discriminate against or undermine members of minority groups, even if done so unintentionally. We’ll also discuss micro-affirmations and how they can be used to include and validate the contributions of team members of marginalized groups.

What You'll Learn

Distinguish between maintaining a "not racist" environment and actively building an "anti-racist" work culture
Identify the differences between covert and overt racism in the workplace
Recognize micro-aggressions and how they discriminate against or undermine members of minority groups
Use micro-affirmations to include and validate the contributions of team members from marginalized groups
Examine your own attitudes and behaviors by turning the lens inward
Foster a diverse work culture where power, opportunity, and influence are shared equitably

Key Takeaways

Many organizations now see it as their obligation to cultivate an anti-racist culture rather than simply maintain a non-racist work environment.
Developing an anti-racist culture means taking a more vigilant and assertive position by speaking up against racist and unfair behavior.
Anti-racist work means actively ensuring that power, opportunity, and influence are shared equitably among employees of all backgrounds.
Micro-aggressions can discriminate against or undermine members of minority groups, even when done unintentionally.
Micro-affirmations can be used to include and validate the contributions of team members from marginalized groups.

Frequently Asked Questions

What is the difference between a "not racist" and an "anti-racist" work culture?

A non-racist environment is simply maintained, while an anti-racist culture implies a more vigilant and assertive position where you speak up against racist and unfair behavior and actively work to ensure that power, opportunity, and influence are shared equitably among employees of all backgrounds.

What topics does this course cover?

The course covers racism, the difference between covert and overt racism, turning the lens inward, and micro-aggressions and micro-affirmations.

What are micro-aggressions and micro-affirmations?

Micro-aggressions are used to discriminate against or undermine members of minority groups, even if done unintentionally, while micro-affirmations can be used to include and validate the contributions of team members of marginalized groups.

What skills will I develop in this course?

The course builds skills in cultural responsiveness, cultural safety, addressing a hostile work environment, organizational culture change, safety culture, and workplace diversity.