Recognizing even subtle actions contribute to an inclusive workplace for Black employees

According to our State of Working Parents Survey, belonging is a key factor in parents’ likelihood to leave their job. DE&I is an area of focus for employers to help increase this sense of belonging, but what is critical to success in these initiatives is recognizing the big and small ways in which we may be unconsciously undermining our efforts to build an inclusive workplace.

February 09, 2022

Racial disparities exist in nearly all facets of life, and racism and racial inequality are pervasive throughout all aspects of our culture. Luckily, over the past couple of years individuals and organizations have started to examine if their own behavior is suitable towards marginalized groups, including towards Black people.

However, not every behavior towards marginalized groups is overtly racist. Here are a few actions that might be hindering your Black employees’ sense of belonging.

Microaggression: a subtle form of racism

Microaggressions—commonplace and brief slights, indignities, put-downs, and invalidations that marginalized populations experience—are also forms of racism that may not be so easy to self-diagnose. Microaggressions tend to be unconscious and can be committed by individuals with no harmful intent. They occur daily for many in the Black community, and the workplace is no exception.

A prime example of microaggression experienced by the Black community is hearing a coworker express surprise about their language skills or other abilities. Data from the State of Black Women in Corporate America report by LeanIn.org suggests that Black women are 3x more likely than white men and 2.5x more likely than white women to hear this.

Being ignored at work

Another common microaggression Black people experience at work: being ignored. From serving as the “only” of their race in the room to having less formal interactions with senior leaders, the not so subtle message being received is that some workplaces are taking no notice to Black talent. Since the start of the pandemic, the way we work has been changing rapidly, and managers and HR leaders have sought help on the best ways of supporting and retaining talent. Yet during the same period, Black women self-reported that only 1 in 3 managers have checked in on them. “Checking in” is defined as connecting privately with the employee, checking their status, condition, or mental health and well-being.

Taking action to build an inclusive workplace

Employers increasingly see a commitment to genuine diversity, equity & inclusion as a competitive advantage, but it’s quite easy to demonstrate the commitment to the Black community. For marginalized groups, the culmination of microaggressions makes them feel the professional standard and expected support from management is different. Managing daily microaggressions in the workplace is critical, and it involves far more than just an examination of one’s behavior. Every culture has its norms but many of the expectations are hidden.

Inclusive language and practices within every department—across the entire company—demonstrate respect and allyship. As many are struggling to navigate family dynamics, it’s important to consider the mental health of everyone on the team. Not all families have the same structure, celebrations, needs or challenges, but these are trying times for us all.