Gray Areas: How The Way We Work Perpetuates Racism and What We Can Do to Fix It

Friday - November 10 2023, 00:48 UTC - 1 year ago

Black workers continue to face significant hiring discrimination and remain underrepresented in American workplaces despite companies' stated commitments to diversity and inclusion. Three professionals share their stories on how the way we work perpetuates racism and what we can do to fix it. Internal processes of organizations often ignore or disadvantage Black workers, with gender often taking precedence over race in workplace initiatives. Even in the film industry, Black works are less frequently given a green light due to a market-driven Culturists agenda.

American workplaces talk a lot about diversity these days. In fact, you’d have a hard time finding a company that says it doesn’t value the principle. But despite this – and despite the multibillion-dollar diversity industry – Black workers continue to face significant hiring discrimination, stall out at middle management levels and remain underrepresented in leadership roles.

As a sociologist, I wanted to understand why this is. So I spent more than 10 years interviewing over 200 Black workers in a variety of roles – from the gig economy to the C-suite. I found that many of the problems they face come down to organizational culture. Too often, companies elevate diversity as a concept but overlook the internal processes that disadvantage Black workers.

I tell several of these individuals’ stories in my new book, "Gray Areas: How the Way We Work Perpetuates Racism and What We Can Do to Fix It." While racial disparities were once the result of law and explicit policy – think of "Whites Only Need Apply" signs – today, subtle cultural processes lead to unequal racial outcomes. It’s in these "gray areas" that racism lurks.

Three professionals, one frustrating reality .

Take "Constance," for example – not her real name – who is a Black female chemical engineering professor at a major research university. Her university proclaims its commitment to diversity and inclusion, with several offices and initiatives dedicated to this goal.

Yet she told me that most leaders at her school are uncomfortable trying to achieve racial diversity. They’d rather be "colorblind" – that is, they’d rather not acknowledge or address racial disparities or the institutional rules and norms that perpetuate them. So their attempts to pursue diversity translate into attempts to hire more women faculty but not more Black faculty.

This isn’t surprising, as women generally are underrepresented in STEM fields. But the emphasis on gender means that the racial issues Constance encounters as a Black woman – openly racist teaching evaluations, colleagues’ casual stereotyping, additional barriers to mentorship – go ignored.

"Kevin" offers another instructive example. He’s a Black man who works at an education nonprofit that aims to help kids – a laudable goal. His workplace touts its culture of collaboration and says that it demonstrates its commitment to diversity by supporting children from all backgrounds.

But in practice, Kevin found that the organization often shunned and patronized Black parents, treating them disrespectfully. And despite his employer’s stated support for diversity, Kevin says his efforts to highlight these problems usually went ignored.

And then there’s "Brian." A film producer with extensive Hollywood experience, Brian was excited about taking a job with a major studio. He thought it would give him an opportunity to bring more films about the variety of Black experience to audiences. And since studio leaders talked a big game about innovation, creativity and original thinking, this seemed like a reasonable assumption.

But once he started in this role, Brian learned that the studio was dominated by a market-driven culturists agenda – that is, one centered on bottom-line profitability. Although some of his colleagues were receptive to critically acclaimed films about the Black experience, they were rarely given a green light.