Um ein anti-rassistisches Unternehmen zu werden, braucht es mehr als ein einziges Training: So arbeitest du an einer chancengerechteren, diskriminierungsärmeren und gesünderen Unternehmenskultur für Schwarze Menschen und People of Color.
Rassistische Vorfälle am Arbeitsplatz bleiben oft unter dem Radar. Werden sie gemeldet, bleiben nicht selten die Konsequenzen aus. Die Zahlen aus dem Jahresbericht 2023 der Antidiskriminierungsstelle des Bundes sind jedoch deutlich: Noch nie gab es innerhalb eines Jahres so viele Beratungsanfragen zu Diskriminierungen allgemein. Anfragen wegen rassistischer Diskriminierung stellen bei der Antidiskriminierungsstelle die Mehrheit. Das ist einerseits ein gutes Zeichen, denn es zeigt, dass Menschen ihre Rechte wahrnehmen und rassistische Vorkommnisse immer öfter auch zur Sprache bringen. Andererseits ist das ein Alarmzeichen, das insbesondere Unternehmen zum Umdenken bringen sollte. Denn die Dunkelziffer liege vermutlich weit höher, so die Antidiskriminierungsstelle im Jahresbericht. Unternehmen haben laut AGG eine Fürsorgepflicht Menschen nicht zu diskriminieren: Sind Schwarze Menschen und Menschen of Color in deinem Unternehmen wirklich geschützt?
Racism is a system
Racism in the company can show itself through individual cases of overt racist discrimination. But it must be understood above all as a system within which racist discrimination happens. This system does not stop at organisations, of course, and is thus part of the organisational structure until active anti-racist measures are taken. The sociologist Vanessa Thompson refers to this in an interview with the Taz. interview with the Taz on the subject of institutional racism in the police: "The question is not: Are we racist? It must be: How can we prevent ourselves from reproducing racism?"
Anti-Schwarzer Rassismus im Arbeitskontext
Anti-Schwarzer Rassismus hat eine tief verwurzelte Geschichte in Deutschland und zeigt sich in Unternehmen in vielfältigen Formen – von der Abwertung von Fachkompetenzen bis hin zur automatischen Zuschreibung zu niedrig qualifizierten Berufen. Laut dem Afrozensus 2020 berichten mehr als zwei Drittel der Befragten, dass sie oft für Servicekräfte oder Reinigungspersonal gehalten werden, unabhängig von ihrer tatsächlichen Position. Zudem geben 9 von 10 Befragten an, für ihre Deutschkenntnisse gelobt zu werden, selbst wenn sie Erstsprachler*innen sind, und ihnen wird häufig nicht geglaubt, wenn sie rassistische Vorfälle ansprechen. Diese systematische Aberkennung von Fähigkeiten und Erfahrungen verdeutlicht, wie tief anti-Schwarzer Rassismus in Unternehmensstrukturen verankert ist und warum gezielte Maßnahmen für mehr Gerechtigkeit notwendig sind (Quelle: Afrozensus 2020).
These are the five requirements:
1. recognise that racism in the company is a social power relationship.
Racism or white supremacy describes the social power relations at the top of which white people stand in the hierarchy and Black people, indigenous people and people of colour are attributed less value, receive less recognition for equal work and have less access, e.g. to leadership positions with equal qualifications. The roots lie in colonial times. The system of white supremacy is still powerful today and we all move within this system. Similar to the patriarchy system, the point is not to demonise men or white people, but to make the effectiveness of these systems clear.
For example, a Citizens for Europe study in 2018 found that the Berlin's public institutions are very homogeneously staffed, with 97 per cent of the managers surveyed being white. Only 3 per cent of respondents were People of Colour or Black people. Of these, all reported experiencing racial discrimination in the study.
In the Fortune 500, the index that lists the top-selling companies in the US, since 1955, out of 1,800 CEOs, only 19 black people have been CEOs.. Among these CEOs are two Black women.
So racism as a structure prevents people of colour and Black people from advancing as leaders - if there is any BIPOC in the company at all. Intersectionality makes it clear that it is even more difficult for women of colour and Black women. Above all, racism also prevents BIPOC from entering the workforce at all, often leaving white teams to fend for themselves. Many of these promotion processes and personnel decisions take place unconsciously.
How racism manifests itself
Racism can also show itself, for example, in inactivity or non-observance of socially important events in the workplace. When the terrorist attack in Hanau and the attack in Halle took place or George Floyd was murdered, these were drastic and stressful events for BIPOC. In very few companies, however, there was corresponding empathy for them or a psychosocial offer. Racism can also manifest itself in the fact that the company's products, e.g. cosmetics and skin care, are not aimed at people with black skin colour. The manifestations are manifold. Acknowledging this means that an internal reflection process can take place. It also means clearly committing as an organisation to this process of being critical of racism. Here, the leadership level should boldly go ahead and formulate an honest commitment to create the framework.
2. educate about racism and its historical roots
As part of the reflection process, it is important that people confront racism and their privileges. Here, trainings and one's own intensive confrontation can be helpful, e.g. through books, videos and podcasts. Here I have compiled important links and books.
Jule Bönkost, who researches and advises on critical whiteness, has in an article article Jule Bönkost, who advises on critical whiteness, emphasised in an article the important point of the different needs of white staff and those who have experienced racism: "White staff have different needs than those who have experienced racism.White white staff members do not always have an awareness of the problem, but they have more power and white white privileges. People of colour can experience racism in the company and often initiate change processes critical of racism. However, such an opening is often accompanied by a higher burden for them, because, for example, the needs of the white white employees take up too much space or they often unconsciously reproduce racism. This also means that for positive change, in addition to anti-racism training, there must also be a budget for empowerment training or special mentoring and coaching offers for BIPOC.
3. examine how racism is expressed in concrete terms in the company
Anti-racism trainings should always be embedded in a concrete roadmap. An inspiring keynote or lecture is a good first step. Racism exists, often unconsciously, in attitudes, norms and stereotypical thinking. This level can be well addressed through training.
But if no concrete action is taken at the structural level, many employees affected by racism will ask themselves: "And now? In addition to training and empowerment, an anti-racist corporate culture also needs a roadmap on how decision-making processes, policies and expectations can be made more equal opportunities. Qualitative or quantitative data can be used to analyse which areas need special attention. The key question is: Where does racism manifest itself in our organisation? In interpersonal relations, in HR, in marketing, in promotions? Recruitment processes and promotions are particularly susceptible to racist structures. The Guide to Non-Discriminatory Recruitment Procedures provides some initial tips. As with any topic where the internal knowledge is not yet there: this needs support from consultants.
4. develop and implement a strategy
Once the leadership team has positioned itself, approved the budget and a data-based analysis has uncovered the most important focus issues on the way to becoming an anti-racist company, it is time for the strategy. In order to implement this successfully, there needs to be at least one DEI leader who is responsible for this strategy and reports to the CEO.
5. a growth mindset
The path to an anti-racist company is a process. In this process, there should be space for emotions, needs and shared growth. Companies can support this through their corporate culture by having productive and respectful conversations, supported by trained external anti-racism trainers if necessary. They should create forums for exchange, e.g. in networks for BIPOC, and foster an allyship culture where allies of discriminated groups learn to advocate for them.
In summary, this means for you:
- Recognize the societal power relationship: understand that racism is a societal power imbalance in which white people have advantages. The system of white supremacy permeates organizations and influences career opportunities.
- Educate yourself about racism and its roots: actively address racism and your own privilege. Use trainings, literature, videos, and podcasts to deepen your understanding.
- Examine specific manifestations in the organization: Analyze where racism shows up in your organization, whether in hiring processes, promotions, or other areas. Use qualitative and quantitative data to identify these areas. We're happy to help.
- Develop and implement a strategy: Develop a clear strategy to dismantle racist structures in your company. This should be the responsibility of a dedicated leader.
- A Growth Mindset: View the journey to an "anti-racism culture" as an ongoing process. Create space for emotions, needs, and shared growth in the culture. Foster open conversations and networks for BIPOC and allies.
