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 a company can manifest itself through individual cases of overt racist discrimination. However, it must primarily be understood as a system within which racist discrimination occurs. This system naturally does not stop at organizations and is therefore part of the organizational structure until active anti-racist measures are taken. In an interview with the Taz on the subject of institutional racism in the police, sociologist Vanessa Thompson refers to important questions for reflection: "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. Acknowledge that racism in the company is a social power dynamic
Racism, or white dominance, describes the social power dynamic in which white people are at the top of the hierarchy, and Black people, Indigenous people, and People of Color are assigned less value, receive less recognition for the same work, and have less access to opportunities, such as leadership positions, despite having the same qualifications. Its roots lie in the colonial era. The system of white dominance remains powerful today, and we all operate within this system. Similar to the patriarchal system, the goal is not to demonize men or white people, but to shed light on the effectiveness of these systems.
For example, a study by Citizens for Europe in 2018 found that the public institutions in Berlin are very homogeneous, with 97 percent of the managers surveyed being white. Only 3 percent of the respondents were People of Color or Black people. In the study, all of these respondents stated that they had experienced racist discrimination.
In the Fortune 500, the index that lists the U.S. companies with the highest revenue, since 1955, out of 1,800 CEOs, only 19 have been Black CEOs. Among these CEOs, two are Black women.
Racism as a structure, therefore, prevents People of Color and Black people from advancing to leadership positions, assuming there are any BIPOC in the company at all. Intersectionality makes it clear that it is even more difficult for Women of Color and Black women. Above all, racism prevents BIPOC from entering the workforce in the first place, so that white teams often remain among themselves. Many of these promotion processes and personnel decisions occur unconsciously.
How racism manifests itself
Racism can also manifest itself, for example, in inactivity or a failure to acknowledge important social events in the workplace. When the terrorist attack in Hanau and the attack in Halle took place, or when George Floyd was murdered, these were profound and distressing events for BIPOC. However, in very few companies was there any empathy or psychosocial support offered. Racism can also manifest itself in the fact that the company's products, e.g. cosmetics and skincare, are not aimed at people with black skin. The manifestations are diverse. Acknowledging this means that an internal reflection process can take place. It also means that the organization clearly commits itself to this anti-racist process. Here, the management level should lead the way with courage and formulate an honest commitment in order to create the framework.
2. Educate yourself about racism and its historical roots
As part of the reflection process, it is important for people to confront racism and their own privileges. Training and intensive self-examination can be helpful here, e.g. through books, videos and podcasts. Here I have compiled important links and books.
Jule Bönkost, who researches and advises on critical whiteness, made an important point in an article about the different needs of white employees and those with experience of racism: “White employees do not always have an awareness of the problem, but they do have more power and white privileges. People of Color may experience racism in the company and often initiate anti-racist change processes. However, such openness is often associated with a higher burden for them, because, for example, the needs of white employees take up too much space or they frequently reproduce racism unconsciously.” This also means that, in addition to anti-racism training, there must also be a budget for empowerment training or special mentoring and coaching programs for BIPOC in order to promote positive change.
3. Investigate how racism specifically manifests itself in the company
Anti-racism training should always be embedded in a concrete roadmap. An inspiring keynote or presentation is a good first step. Racism exists, often unconsciously, in attitudes, norms and stereotypical thinking. This level can be addressed well with the help of training.
However, if no concrete actions are then taken at the structural level, many employees affected by racism will ask themselves: What now? In addition to training and empowerment, an anti-racist corporate culture also requires a roadmap for how decision-making processes, policies and expectations can be made more equitable. Which areas need particular attention can be analyzed well on the basis of qualitative or quantitative data. The guiding question here is: Where does racism manifest itself in our company? In interpersonal relationships, in HR, in marketing, in promotions? Recruitment processes and promotions are particularly susceptible to racist structures. The guidelines for discrimination-free recruitment processes provide initial tips for this. As with any topic where internal knowledge is not yet available: This requires support from consultants.
4. Develop and implement a strategy
Once the leadership team has positioned itself, a budget has been approved, and a data-based analysis has revealed the most important focus topics on the path to becoming an anti-racist company, it's time to develop a strategy. In order to successfully implement this, it requires at least one DEI leader who is responsible for this strategy and reports to the CEO.
5. A Growth Mindset
The path to becoming an anti-racist company is a process. In this process, there should be room for emotions, needs and shared growth. Companies can support this through their corporate culture by conducting productive and respectful conversations, possibly supported by trained external anti-racism trainers. They should create forums for exchange, e.g. in networks for BIPOC, and cultivate an allyship culture in which allies of discriminated groups learn to stand up for them.
In summary, this means for you:
- Recognizing societal power structures: Understand that racism is a societal power imbalance where white people have advantages. The system of white dominance permeates organizations and affects career opportunities.
- Educating yourself about racism and its roots: Actively engage with racism and your own privileges. Use training, literature, videos, and podcasts to deepen your understanding.
- Investigating specific manifestations within the company: Analyze where racism manifests in your organization, whether in hiring processes, promotions, or other areas. Use qualitative and quantitative data to identify these areas. We are happy to help.
- Developing and implementing 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 path to an "anti-racist culture" as a continuous process. Create space for emotions, needs, and shared growth within the corporate culture. Promote open conversations and networks for BIPOC and allies.
