Racist incidents in the workplace often remain under the radar. If they are reported, there are often no consequences. However, the figures from the Federal Anti-Discrimination Agency’s 2023 annual report are clear: never before have there been so many requests for advice on discrimination in general within a single year. Inquiries about racial discrimination make up the majority at the Anti-Discrimination Agency <\/span>. On the one hand, this is a good sign, as it shows that people are exercising their rights and are increasingly speaking out about racist incidents. On the other hand, it is an alarm signal that should make companies in particular rethink their approach. Because the number of unreported cases is probably much higher, according to the Anti-Discrimination Agency <\/span>in the annual report<\/span><\/a>. According to the AGG, companies have a duty of care not to discriminate against people: Are black people and people of color really protected in your company? <\/span><\/p>\n <\/p>\n <\/p>\n Racism in the company can manifest itself in individual cases of overt racial discrimination. Above all, however, it must be understood as a system within which racist discrimination occurs. Of course, this system does not stop at organizations and is therefore part of the organizational structure until active anti-racist measures are taken. The sociologist Vanessa Thompson points out in a <\/span>Interview with the Taz<\/span><\/a> on the subject of institutional racism in the police force on important questions for reflection: “The question is not: Are we racist? It must be: How can we prevent ourselves from reproducing racism?” <\/span><\/p>\n <\/p>\n Anti-Black racism has a deep-rooted history in Germany and manifests itself in companies in many forms – from the devaluation of professional skills to the automatic attribution to low-skilled professions. According to the Afrozensus 2020, more than two thirds of respondents report that they are often mistaken for service or cleaning staff, regardless of their actual position. In addition, 9 out of 10 respondents say they are praised for their German language skills, even if they are first language speakers, and are often not believed when they raise racist incidents. This systematic denial of skills and experience illustrates how deeply anti-Black racism is embedded in corporate structures and why targeted measures are needed for more justice (source: Afrozensus 2020<\/a>).<\/p>\n <\/p>\n <\/p>\n Racism, or white supremacy, describes the social power relationship at the top of the hierarchy where white people are valued less, Black people, indigenous people and people of color receive less recognition for equal work and have less access, e.g. for management positions with the same qualifications. The roots lie in the colonial era. The system of white supremacy is still powerful today and we all operate within this system. Similar to the patriarchal system, it is not about demonizing men or white people, but about making the effectiveness of these systems clear. <\/span><\/p>\n For example, a <\/span>study by Citizens for Europe<\/span><\/a> in 2018 found that the <\/span> Berlin’s public institutions are very homogeneous and 97 percent of the managers surveyed are white. Only 3 percent of those surveyed were People of Color or Black people. Of these, all stated in the study that they had experienced racist discrimination. <\/span><\/p>\n In the Fortune 500, the index that lists the companies with the highest turnover in the USA, since 1955, out of <\/span>1,800 CEOs, only 19 Black people have been CEOs<\/span><\/a>. Among these CEOs are two Black women.<\/span><\/p>\n Racism as a structure therefore prevents people of color and Black people from advancing as managers – if there are 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 also prevents BIPOC from entering the world of work at all, so that white teams often remain among themselves. Many of these promotion processes and personnel decisions take place unconsciously. <\/span><\/p>\n Racism can also manifest 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 incisive and stressful events for BIPOC. However, very few companies showed the necessary empathy or offered psychosocial support. 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. The manifestations are manifold. <\/span>Recognizing this means that an internal reflection process can take place. It also means making a clear commitment to this racism-critical process as an organization. The management level should take a courageous lead here and formulate an honest commitment in order to create the framework. <\/span><\/p>\n <\/p>\n As part of the reflection process, it is important that people deal with racism and their privileges. Training and their own intensive examination can be helpful here, e.g. through books, videos and podcasts. <\/span>Here <\/span><\/a>I have compiled important links and books. <\/span><\/p>\n Jule B\u00f6nkost, who researches and advises on critical whiteness, wrote in <\/span>in an article<\/span><\/a> emphasized the important point of the different needs of white employees and those with experience of racism: “<\/span>White<\/span><\/i> employees do not always have an awareness of the problem, but they have more power and <\/span>white<\/span><\/i> Privileges. People of color can experience racism in the company and often initiate change processes that are critical of racism. However, such an opening often goes hand in hand with a greater burden for them because, for example, the needs of the <\/span>white<\/span><\/i> employees take up too much space or unconsciously reproduce racism.” <\/span>This also means that, in addition to anti-racism training, there must also be a budget for empowerment training or special mentoring and coaching offers for BIPOC in order to bring about positive change. <\/span><\/p>\n <\/p>\n Anti-racism training 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 addressed well with the help of training. <\/span><\/p>\n However, if no concrete action is 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 on how decision-making processes, policies and expectations can be made more equitable. Qualitative or quantitative data can be used to analyze which areas need particular attention. The key 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 <\/span>Guidelines for non-discriminatory recruitment procedures<\/span><\/a> provides initial tips for this. As with any topic where internal knowledge is not yet available, this requires support from consultants. <\/span><\/p>\n <\/p>\n Once the management team has positioned itself, the budget has been approved and a data-based analysis has revealed the most important focus topics on the way to becoming an anti-racist company, the next step is the strategy. In order to implement this successfully, at least one DEI manager is needed who is responsible for this strategy and reports to the CEO. <\/span><\/p>\n <\/p>\n The path to becoming an anti-racist company is a process. In this process, there should be room for emotions, needs and mutual growth. Companies can support this through their corporate culture by having 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<\/a> in which allies of discriminated groups learn to stand up for them. <\/span><\/p>\n <\/p>\n In summary, this means for you:<\/p>\n <\/p>\nRacism is a system<\/h2>\n
Anti-Black racism in the work context<\/h2>\n
These are the five requirements:<\/b><\/h2>\n
1. recognizing that racism in the company is a social power relationship<\/h2>\n
How racism manifests itself<\/h3>\n
2. educate about racism and its historical roots<\/h2>\n
3. investigate how racism manifests itself in the company<\/h2>\n
4. develop and implement a strategy<\/h2>\n
5. a growth mindset<\/h2>\n