#Breakthesilence on Racial/Ethnic Barriers
I wrote and deleted this a few times before finally posting this. The topic is sensitive and complex. This is precisely why there is a culture of silence around it.
Over the last decade, and especially in the last few years, we have gotten better at discussing gender barriers in corporate Canada. There’s still a lot to be done to address the barriers. I found the following podcasts and article excellent in highlighting some of the systemic gender barriers:
We still appear to have a hard time discussing racial and ethnic barriers.
I’ve been fortunate to have incredible managers throughout my career from my co-op terms to now, most of whom were white. They’ve guided me through my insecurities and clumsiness. In general, I have not faced racism at work or at least none that I picked up on. There were times I found myself looking outside in on a joke that required cultural context, etiquette or aesthetics. I did not know how to tie a tie and sure didn’t know there were different knots. I didn’t understand why there were different forks at the dinner table or why they were arranged the way they were. I’m still the worst golfer I know. These have more to do with being raised in a low-income family than race, but these are often linked.
There is a gradient when it comes to race and ethnicity. Even amongst some brown circles, there is a preference for lighter skin people from the north than darker skin people from the south. Just google “Fair and Lovely” ads. I’ve heard similar stories from my Italian friends. I think each generation, likely through exposure and understanding of the “other”, seems to take a few steps forward.
All this said, as a brown guy in tech, at times and in certain contexts I am a part of the majority. There is a lack of representation of the black and indigenous communities at all levels of corporate Canada, not just leadership.
These are communities that have faced systemic racism for multiple generations. My parents, like many Tamils, didn’t think they could live peacefully and/or didn’t think they had upward mobility in Sri Lanka as a result of multi-generational ethnic barriers. There are successful Tamils in Sri Lanka today, but that doesn’t take away from the fact this is a common experience and outlook of Sri Lankan Tamils. I think my parents' experience in Sri Lanka is a fairer comparison to the experience of the black and indigenous community in Canada than my own. By comparison, I am privileged to operate in the context of a new immigrant with the promise of upward mobility.
I remember listening to a Freakanomics Podcast titled Does “Early Education” Come Way Too Late? (Ep. 228) in which they discuss a program to improve the educational outcomes of low-income families. The demographics are about one-third white, one-third Hispanic, one-third African-American. The outcomes improve for Hispanic and white students, but not blacks. They don’t explain why. My hypothesis is that Indigenous communities would have similar outcomes to blacks than Hispanics. These communities faced multi-generational systemic oppression in a way whites or new immigrants haven’t. These impacts have a lasting impact on our society. We must actively work to overturn this.
Most of Corporate Canada came out to speak against what happened to George Floyd and against racism. I think that genuinely reflects the view of these corporations. But how do we actually improve the representation of the black and indigenous communities at all levels of corporate Canada? How do we make sure that this is not just a point in time discussion but embedded into the fabric of corporate Canada on an ongoing basis? Can we leverage the muscles we’ve begun building in discussing gender barriers to discuss these barriers too?
I thought about if this is safe to post on LinkedIn. I still don’t know the answer. The alternative is to continue a culture of silence – I don’t think that should be an option. I am not an expert on this topic and don’t have any training or qualifications to know how to safely or effectively navigate this. This is simply my reflection on the topic, my attempt to break the silence and learn from others.
Mechanical Engineer at Cool Innovations
4 年1. I really like the article. Well done. All of the links look very intriguing. I'll check 'em out with a bit more time. 2. I understand your hesitation in posting. It's a touchy topic. But I think your fear of this possibly not being safe to post on LI is misguided. Your opinion is an exceptionally popular one. It's a very safe one to voice. It's those who argue with you who have what to fear. 3. In my view, your comments about a preference for light-skinned people among Tamils isn't racism. Assuming it only goes as far as aesthetic preference. In my opinion, racism has to be untrue to be racism. And that applies to all generalizations made about any race, creed, or sex. Worrying that a Black person might steal from you, where you wouldn't suspect a White person is racism. You are making an unfounded assumption based on someone's skin colour. Saying that I like, for example, red hair - I, personally, find it attractive - isn't discrimination against those with other hair colours. I'd say the same thing applies to all aesthetic preferences - including to a certain skin colour.
Senior Policy Advisor at Ontario Ministry of Long-Term Care | Ministère des Soins de longue durée de l'Ontario
4 年Love this Saru!
Your analogy of accepted etiquette for people to feel fit in is well expressed. Culture shows in the walk of life and each individual based on their surroundings and upbringing adopt to a style. Our inability to comprehend and accept multiple styles is the trigger of this issue. #beopenminded #cherishthanjudge #howeverdontpatronize
Experienced Executive managing multiple IT portfolios in the financial sector with a track record of successfully implementing solutions.
4 年Saru. I appreciated hearing this from you. Not many of my colleagues have said anything on this subject and it means a lot to me that you have stepped out of your comfort zone to make a statement. I know this is a sensitive topic to raise and I applaud your stance. I only wish we would hear more from corporate Canada.? #blacklivesmatter ?#breakthesilence
Co-Founder and President, Digital^Shift
4 年I am glad that you wrote this Saru, because it highlights many issues that we don't have the answer for. I know that you might have thought you were clumsy and missed cultural nuances when you joined business, but I actually thought the opposite when you were in my team. You were brilliant, eager, polished and communicated at an exceptionally high level. Your impression and my impression of your early days at CGI probably don't match. And you have gone on to advance from strength to strength - which you have earned and deserved. You were a polished diamond The problem I have had is how do we take the real rough diamonds and help them along the way. They are still diamonds, they are still valuable and they have great potential in the corporate world. They can't even get through the recruiting process because recruiting programs look for canned answers, vanilla responses and well established credentials. Just ask anyone on the autism spectrum - its impossible for many of them. I am in the entrepreneurial world now - I had my corporate career full of barriers, painful experiences and bad stories as a woman in typical male roles. I find that the entrepreneurial world still skews to white, very male, and entitled people. Indigenous, black, women, immigrants and "others" struggle to get banking support, funders, contracts and helping hands. We need to value everyone in Canada - and we are a long way from doing that. My hope is that your generation will make a significant difference Saru. And that you raise the next generation to be even more open and inclusive. I think that it starts at home with children, and it continues with those in control helping them along. Have faith though Saru. You are building a better Canada every day. Be the voice of change and the champion of the rough diamonds.