The Economic Lens of Racism: Challenges in the Intersection of Class and Racial Barriers

In one of my previous projects, I had the privilege of collaborating with Nicolas Liabeuf , the President of Unilever France on an anti-racism initiative. Among over 60 global program cohorts, he stood out for his unique perspective on tackling racism through an economic lens.

His strategy focused on elevating talent from lower socioeconomic backgrounds—often comprising racial minorities—by providing them with career opportunities that might otherwise be reserved for those from privileged backgrounds. He understood the importance of having a leadership team that reflected diverse experiences, even if it meant hiring individuals from less prestigious universities. This transformative approach inspired me to explore the intersections of class privilege and racism, leading to the stories of individuals like Alina and Fatima, who navigate these barriers daily.

Disclaimer: The stories presented in this article are fictitious and created for illustrative purposes. Any resemblance to real persons, living or dead, is purely coincidental.

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Class and Racial Barriers in the Workplace

Alina grew up in a low-income neighbourhood, excelling in school despite limited resources. Her dreams of a corporate career seemed within reach until she started job hunting. Alina noticed that many companies prioritized candidates from elite universities, but financial barriers had kept her from attending one.

She eventually landed a role but quickly realized that career progression wouldn’t be easy. Promotions seemed to favour colleagues from affluent backgrounds, who shared informal networks with senior leaders. Her unique experiences and insights were often dismissed as she didn’t fit the “cultural mould.” When she applied for leadership roles, her potential was questioned, even though she consistently outperformed expectations.

Outside work, the economic struggles continued. Medical bills and student loans made it hard for Alina to invest in career development programs or professional certifications. The workplace reinforced these systemic barriers, and upward mobility seemed like a distant goal.

Alina’s story reflects how class privilege and racism intersect, creating compounded disadvantages for marginalized employees. For organizations to change this, they need to challenge hiring biases, value diverse experiences, and recognize the impact of systemic inequities on career progression.        

Let’s dive into the complex ways in which class privilege and racism intersect to create barriers in the workplace, often reinforcing each other.

Class privilege and racism are intertwined, creating barriers in the workplace by reinforcing social hierarchies. Individuals from lower socioeconomic backgrounds who are also racially marginalized face compounded disadvantages. For example, access to elite educational institutions is often limited by socioeconomic status, which, in turn, influences career prospects and reinforces racial disparities. These dynamics perpetuate a cycle where racialized employees from lower-income backgrounds find it harder to achieve upward mobility.

Systemic factors within organizations also perpetuate these disparities. Hiring practices that prioritize candidates from prestigious schools or those with extensive networks favour individuals from privileged backgrounds, often disproportionately excluding racial minorities. Informal networks and "cultural fit" criteria can also disadvantage those who don’t share the same socioeconomic or cultural experiences as the majority, reinforcing existing inequalities. Additionally, rigid education requirements can overlook diverse forms of experience and knowledge, further entrenching class privilege.

Unconscious biases play a significant role in perpetuating these barriers. Perceptions of competence often skew in favour of employees from higher socioeconomic backgrounds or those who align with cultural norms, which are typically set by the dominant group. As a result, racialized employees from lower-income backgrounds may be seen as less capable, regardless of their actual skills and potential. This bias affects career progression, as they are often overlooked for leadership roles or high-impact projects.

Outside the workplace, societal structures such as unequal access to quality education, healthcare, and wealth accumulation opportunities shape the experiences of employees. For instance, economic disparities limit the resources available to marginalized groups, affecting their ability to compete equally in the job market. These inequities don’t disappear upon entering the workplace but instead shape interactions and opportunities, creating a reality where systemic racism and classism continue to influence career outcomes.

Addressing these issues requires organizations to critically evaluate hiring practices, develop more inclusive networks, and challenge biases that perpetuate class and racial disparities.

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Impact of Class & Race on People in an Organization

Fatima always dreamed of climbing the corporate ladder, but as a Black woman from a low-income background, she felt the weight of the glass ceiling pressing down on her. Despite her hard work and impressive results, she often watched colleagues from affluent backgrounds receive promotions, buoyed by their connections and a cultural fit that she couldn’t penetrate.

Each day, Fatima navigated the minefield of microaggressions and implicit biases, questioning her abilities and feeling the sting of imposter syndrome. She longed for a mentor to guide her, but most of her supervisors seemed distant and unapproachable, their priorities shaped by a different reality. The stress and anxiety began to take a toll on her mental health, leaving her feeling isolated in a workplace that didn’t value her contributions.

When Diversity, Equity, and Inclusion (DEI) initiatives were introduced, Fatima was hopeful, but she quickly noticed that her colleagues from privileged backgrounds viewed these efforts as unnecessary. Their disengagement created scepticism about the initiatives' sincerity, further alienating her.

To dismantle these barriers, organizations must recognize the intertwining challenges of class and race, fostering an inclusive culture where every voice is heard and valued. Only then can true equity be achieved.        

Navigating the workplace can be particularly challenging for marginalized employees due to the compounded effects of class and racial biases. Here’s an in-depth look at these intersecting barriers.

Glass ceiling

Individuals from lower socioeconomic backgrounds who are also racially marginalized face “glass ceilings” that restrict their advancement. For example, they may lack access to influential networks or mentors who can provide career support. Promotions may favour those who fit a certain “cultural mould,” often associated with class privilege, further disadvantaging employees who don’t share the same background. Racial biases can exacerbate these limitations, with marginalized employees frequently passed over for leadership roles due to stereotypes about their competence or “executive presence.”

Emotional and psychological impacts

The emotional and psychological impacts of facing both racial and class-based discrimination are profound. Employees may experience a heightened sense of imposter syndrome, constantly needing to prove their worth. The stress of navigating microaggressions, coded language, and biased assumptions can lead to burnout, anxiety, and a sense of alienation. This emotional burden affects not only individual well-being but also workplace engagement and productivity.

These intersecting biases influence team dynamics and workplace culture by creating divisions. Employees from marginalized backgrounds may feel less included, or may struggle to fully express their perspectives, fearing negative judgments. This affects psychological safety, leading to a culture where only certain voices are heard and valued. Such dynamics can also foster tensions and misunderstandings, as privileged employees may fail to recognize the compounded struggles faced by their colleagues.

Disengagement

Class privilege significantly shapes participation in DEI initiatives. Employees from higher socioeconomic backgrounds may perceive these efforts as less urgent or personally relevant, leading to disengagement. In contrast, employees from marginalized backgrounds may see DEI as essential for creating equitable opportunities. This divide can create scepticism around the sincerity of DEI efforts, particularly if leadership doesn’t demonstrate a commitment to addressing class-based inequities alongside racial disparities.

Addressing these challenges requires intentional efforts to recognize and dismantle the specific barriers at the intersection of class and race, fostering a more inclusive and psychologically safe workplace culture.

Breaking the barriers of Class & Race

At Apex Corp, Mia, a dedicated HR manager, noticed that talented employees were struggling to advance due to systemic barriers. She proposed several changes to transform their hiring and promotion practices. By crafting inclusive job descriptions, she encouraged diverse applicants and implemented blind recruitment to reduce unconscious bias. Mia also developed transparent promotion criteria that recognized varied experiences, ensuring that everyone had a fair chance to rise.

To normalize conversations about class privilege and racism, Mia organized regular DEI training sessions for all employees. She initiated open forums where team members could share their stories in a safe environment. Leadership committed to modelling inclusive behaviour, setting a new tone for the organization.

Mia also revitalized the Employee Resource Groups (ERGs), ensuring they addressed the intersections of race and class. She invited all employees to participate, providing resources for meaningful initiatives.

Instead of merely complying with DEI standards, Mia focused on systemic change. By utilizing data to track disparities and actively involving employees at every level, Apex Corp began to dismantle the barriers that had held back marginalized voices. Continuous improvement became a core value, fostering a culture where everyone felt empowered to thrive.        

To foster a more inclusive and equitable workplace, organizations can implement the following strategies to address the intersection of race and class:

1. Changes to Hiring, Promotion, and Retention Practices

• Inclusive Job Descriptions: Ensure job descriptions are free from biased language and encourage applications from diverse backgrounds.
• Blind Recruitment: Implement blind recruitment processes to minimize unconscious bias.
• Equitable Promotion Criteria: Develop clear, transparent criteria for promotions that consider diverse experiences and backgrounds.
• Retention Programs: Create mentorship and sponsorship programs that support employees from underrepresented groups.

2. Normalizing Conversations About Class Privilege and Racism

• Training and Education: Provide regular training on diversity, equity, and inclusion (DEI) to all employees.
• Open Forums: Establish safe spaces for open dialogue where employees can share their experiences and perspectives.
• Leadership Commitment: Leaders should model inclusive behaviour and openly discuss these issues to set the tone for the organization.

3. Role of ERGs and DEI Initiatives

• Intersectional Focus: Ensure ERGs and DEI initiatives address the intersection of race and class, not just one dimension of identity.
• Inclusive Membership: Encourage participation from all employees, not just those who identify with a particular group.
• Resource Allocation: Provide adequate resources and support to ERGs to implement meaningful programs and initiatives.

4. Beyond Compliance-Based DEI Efforts

• Systemic Change: Focus on changing organizational structures and policies that perpetuate inequality.
• Data-Driven Approaches: Use data to identify disparities and track progress over time.
• Employee Involvement: Involve employees at all levels in DEI efforts to ensure buy-in and diverse perspectives.
• Continuous Improvement: Regularly review and update DEI strategies to reflect evolving understanding and best practices.

By implementing these strategies, organizations can create a more inclusive and equitable workplace that addresses the root causes of inequality at the intersection of race and class.?

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To truly dismantle the barriers created by the intersection of class privilege and racism, organizations must take intentional steps toward inclusivity. By implementing equitable hiring practices, fostering open dialogues, and committing to systemic change, companies can create an environment where every employee's voice is valued. Let us remember that the journey toward equity is not merely a compliance exercise; it requires genuine commitment and ongoing effort from everyone. Only then can we ensure that talented individuals from all backgrounds have the opportunity to thrive and contribute meaningfully in the workplace.

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