Unmasking Silent Racism: The Stealthy Saboteur of Authentic Inclusion

Being an immigrant, racialized minority person living in North America is never a cakewalk. There is always an unsaid fear of not fitting in or not being good enough that stems from understanding a different culture from a grassroots level. The tags like ‘third world’, ‘developing’ or ‘service south/east’ doesn’t help either. The self-scrutiny is even more brutal if you are working in an industry like communications, public affairs, and media catering to an audience who is drastically different from your conditioning. It’s a challenging field for all, but the walk is a little more uphill for those chatting in a different language. Humans are conditioned to stereotypes, and whether they are right or wrong is a different debate altogether; however, things become problematic when biases enter the workforce.

Last year, while working for a predominantly white organization, the CEO very casually (and hopefully without malice) commented on how my English is “so great” despite it not being my first language. I could not help but snap back with the typical “200 years of colonization helped” remark, making the call a little awkward for both parties. This particular incident made me search for subtle/unintentional racism, and that’s when I found it – silent racism.

Silent racism is the subtle and often unintentional perpetuation of racial biases through policies, practices, and attitudes that appear neutral but disadvantage racial minorities. Unlike overt racism, silent racism can be deeply ingrained in organizational cultures and colleagues, making it more challenging to identify and address. In the Western corporate world, silent racism often manifests in hiring practices, promotion policies, and workplace culture. For instance, a study by the Harvard Business Review found that resumes with “ethnically sounding” names received fewer callbacks than those with “White-sounding” names despite identical qualifications​ (McKinsey & Company)​. This indicates an unconscious bias that can significantly impact diversity within organizations.

Organizations guilty of perpetuating silent racism often do so through seemingly benign practices. For example, reliance on “cultural fit” as hiring criteria can exclude individuals from diverse backgrounds if the existing company culture is predominantly white or catering to more conservative demographics.  Additionally, unconscious biases may influence performance evaluations, resulting in fewer promotions for minority employees​ (Diversity for Social Impact)​.

So are there any repercussions for such behaviour, or is it something that is a fire test for all minorities? In 2024, the answer is yes; the repercussions of silent racism are profound. Organizations that fail to address these issues risk damage to their reputation, loss of consumer trust, and decreased employee morale. A continent that is made on equal labour – skilled and otherwise of immigrants, silent racism is increasingly becoming a topic of discussion. A 2023 report from McKinsey highlighted that companies with strong diversity, equity, and inclusion (DEI) initiatives are more resilient and adaptable, with better financial performance compared to their less inclusive counterparts​ (McKinsey & Company)​​ (World Economic Forum)​.

The positive line is that there are ways we can deal with silent racism without making the confrontation awkward. 

1. Awareness and Education: Training programs that educate employees about unconscious bias and its impact can help foster a more inclusive workplace. Regular workshops and seminars can ensure that diversity and inclusion remain at the forefront of organizational priorities.
2. Data-Driven Approaches: Collecting and analyzing data on hiring, promotions, and pay can help identify patterns of bias. For example, Walmart’s initiative to improve social mobility through education and upskilling revealed that frontline workers, many of whom were Black or Hispanic, faced barriers to higher-paying roles. Addressing these barriers led to increased retention and promotion rates among minority employees​ (McKinsey & Company)​.
3. Inclusive Policies and Practices: Implementing policies that promote diversity, such as mentorship programs for minority employees, inclusive language policies, and flexible working arrangements, can create a more equitable workplace. Schneider Electric’s global-local pay equity framework aimed to close pay gaps and improve gender balance, demonstrating the importance of targeted, context-specific solutions​ (McKinsey & Company)​.
4. Leadership Accountability: Senior leaders must be held accountable for DEI outcomes. This includes setting clear diversity goals, regularly reviewing progress, and being transparent about successes and areas needing improvement. Companies like Shiseido have seen significant improvements in gender parity at executive levels by making DEI a core part of their corporate strategy and holding leaders accountable​ (World Economic Forum)​.

Combating silent racism is not a one-time effort but an ongoing commitment. By fostering an inclusive environment and addressing unconscious biases, organizations can improve their brand image, enhance employee satisfaction, and achieve better business outcomes. It’s not about that token-one seat at the table anymore; it’s about time to listen to that seat and include them in the discussion.