The Race to Eliminate Racism in the Workplace

Race Relations is an uncomfortable topic that is very important for business leaders to understand.  No matter how much you try to avoid the subject, it will never go away.  Once you accept this fact, have a clear and concise plan with a consistent message and equal implementation process; you will be able to take your company to new heights.

Perception is always a reality.  With the recent events that have captured our country and the subsequent riots that are destroying our cities, race relations are now at the forefront of conversations.  It has been more than 50 years since the champions of the civil rights movement gained one of their crowning achievements—the passage of the Civil Rights Act of 1964. Many hoped the law would spur a new era of opportunity for minorities. There have been many gains as we have educated ourselves, but we are always one bad decision away from setting back the progress we have made by years.

There's a disturbing paradox in the American workplace. As organizations look to reap the benefits of a diverse, multicultural and inclusive workforce, the countervailing force of racism often undermines that effort, creating challenges that HR often is responsible for overcoming.  Unless we are prepared to have a discussion about the impact of stereotypes and how they affect decisions that are made within organizations, we are not going to make any more progress toward eradicating racism.

In the workplace, racism most often manifests itself through micro-aggressions, which are defined as indirect, subtle or even unintentional acts of discrimination against members of a marginalized group. They may take the form of stereotyping, "othering" or avoidance.

Racism is bad for business on all fronts. Not only does it place a company in legal jeopardy, but it also fosters a divisive work culture that undermines morale, teamwork and productivity. It makes it harder to recruit, engage and retain diverse talent, and it tarnishes an organization's reputation and brand.

Education is key to helping you get the most out of your employees and creating an environment conducive to outstanding productivity.  Some key guidelines are:

• Use an experienced facilitator who is comfortable managing difficult conversations and people.
• Make it voluntary. People who are forced to participate can become hostile, resentful, and defensive.
• Set ground rules so that participants feel safe to explore uncomfortable topics.
• Make learning interactive and experiential.  No one like to sit and listen to someone blab for two hours.
• Provide practical, actionable steps that people can use to help them overcome unconscious biases.
• Arrange to continue the discussion.  Training is not a silver bullet; it's the beginning of an ongoing discussion.

Creating a consistent two-way communication with your employees to become aware of situations and create mutual trust and confidence.  Having a professional team to help lead the conversation guiding your employees to understanding and embracing their opportunities will be key to success.

Questco is there to help you rebuild your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.