

The past months has been extremely difficult for Black
men and women. This hold true because as the entire world was dealing with the
pains of COVID 19, the Black community was, yet again, reminded that we have no
recess from our daily dose of discrimination.
For those outside the Black community, the racist and
dehumanizing activities may seem new, but as a Black person I can assure you it
is not. The truth is the world and its activities slowed down long enough to
force those outside our community to have a glimpse into what our reality is on
the daily. That seemingly normal activities as:
·
running in your own neighborhood in the middle of the
day is enough to have you hunted and killed https://www.bbc.com/news/world-us-canada-52623151, or
·
kindly asking non-racialized person to adhere to park
rules by leashing their dog is enough to get you reported to the police and
possibly put your life in jeopardy https://www.cnn.com/2020/05/26/us/central-park-video-dog-video-african-american-trnd/index.html, and
·
regardless of the circumstances with which there is a
police encounter, there exist a thin line between walking away with a mere
warning or being violently attacked or killed. https://www.bbc.com/news/world-us-canada-52861726
And whilst there are many things to be unpacked from
these events, as a Human Resource Professional I want to speak to the effects and implications of unchecked
biases and its implications for racialized individuals and the workplace at
large.
Firstly, as an employer, it is
important to recognize that your staff has their own biases which the company
inherits upon recruitment. Not acknowledging this and not preparing for such
biases, you, as an employer, are possibly creating an environment where
racialized individuals may be subjected to unfair treatment. These individual
biases are further exacerbated when met with systemic biases and ignorance
inevitably creating a toxic work culture where racialized individuals are
continuously disadvantaged.
Unchecked biases, conscious or
unconscious, are damaging. The damages are particularly amplified when the
perpetrators are in leadership or positions of authority. Will they exercise
fairness? Objectivity? It is hard to assume that these leaders’ and their decisions
will not be influenced by their biased views whether when recruiting,
conducting performance evaluation, assigning tasks and rewards.
Leaders who weaponize their biases
in the workplace, is a reminder to racialized individuals that they have to
work “x” times harder than their non-racialized counterparts to qualify for a promotion,
an opportunity and a raise. And even more devasting is knowing that even then
it still may be out of their reach because of their skin colour.
When the individuals and systems within an organization
are intrinsically biased, how can racialized groups place trust and confidence
in said systems? How then can
you, as an employer, expect these individuals to be engaging, motivated and
productive when the gatekeepers of
their careers are unapologetically biased?
Biasness compromises the rewards
system in the workplace. It prevents management from identifying, promoting and
developing rising stars, and deprived the organization of the best
available pool of talent. Talent which could assert their competitiveness.
Consequently, it is not onerous to demand that the companies, within which
racialized individuals work to create profit, exercise a zero tolerance for
racial bias. Not only is it the smart thing to do, it’s right to thing to do.
Should you have questions or require assistance, please email
Tenesia Benjamin at tenesia@hrprimed.ca.
Tenesia Benjamin is Senior Human Resource Researcher &
Content Developer to the HRprimed Team. Her expertise is rooted in
organizational behaviour and change management. As a champion for diversity,
equity and inclusion, Tenesia has co-developed and led workshops with
inter-cultural stakeholders throughout East Africa, Europe, Latin America and
the Caribbean, delivering training to staff, management, government on
leadership and communication. Most recently her work has focused on developing
and facilitating training, specifically in workplace conflict, wellness,
strategic change initiative and organizational behaviour, group dynamics and
change.
Wouldn't it be a good idea to create a course?