#ItsTaboo – Racism, a Silent Epidemic that We Need to Discuss

I have experienced racism and discrimination throughout my life. Growing up as a Chinese minority in Malaysia, I witnessed firsthand how the dominant Malay population not only held significant economic, political, and educational advantages but also imposed conservative Islamic values on individuals of different races and beliefs.

In Australia, while overt racism may not be as prevalent as it was in Malaysia, it still rears its ugly head in unexpected ways—this is without even considering the systemic racism present in workplaces and policies.

So, believe me when I say: I know racism and the impact of racism.

Racism remains one of the most challenging topics to navigate in the workplace, often shrouded in fear, misunderstanding, and discomfort. While organizations strive for diversity, systemic racism can linger beneath the surface, stifling open dialogue and genuine change. The featured case study about Maria, sheds light on how these dynamics unfold and the urgent need for honest conversations about race. As we explore the complexities surrounding racism in Australian workplaces, let’s delve into why these discussions are often avoided and how we can foster an environment that encourages understanding, accountability, and meaningful action.

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Why is racism such a difficult topic to discuss at work?

At Crestline Corp, a well-known tech company, the whispers were growing louder. Despite its diverse workforce, racial tensions simmered beneath the surface. Maria, a mid-level manager of Filipino descent, had endured subtle but persistent exclusion from key projects, which were often given to her white colleagues. She hesitated to raise the issue, fearing she'd be labelled "overly sensitive" or accused of "playing the race card."

During a team meeting, when her colleague Tom made a racially insensitive joke, Maria felt the sting but said nothing. The room went quiet. No one addressed the comment, not even their manager, who quickly changed the topic. Later, in private, several of her colleagues admitted they were uncomfortable but didn't speak up for fear of making the situation worse or being perceived as racist.

At Crestline, discussions on race had become taboo. People feared confrontation and backlash, especially those in leadership, who worried about their privilege being exposed. The company's culture was focused on avoiding conflict, so addressing systemic racism felt impossible. While everyone saw the inequities, the fear of saying the "wrong" thing kept them silent, trapping them in a cycle of discomfort and avoidance, with no real change in sight.        

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The irony about racism is that it is prevalent in many places and if we are to deal with it effectively, we must have adult conversations about how it is impacting people and what can be done about it. However, conversations about racism are often avoided due to fear, discomfort, lack of understanding, and organizational culture, all of which create barriers to addressing systemic issues and fostering meaningful dialogue.

• Fear of confrontation or backlash: Many people worry about saying the "wrong" thing and being perceived as racist themselves, which often leads to silence. This fear of missteps creates a barrier to meaningful dialogue.
• Discomfort with power dynamics: Discussions on racism often highlight privilege and inequity, particularly the systemic advantages some groups may hold over others. This can make individuals in positions of privilege uncomfortable or defensive.
• Lack of knowledge or understanding: Many people aren’t fully aware of the complexities of racism, particularly the difference between individual acts of prejudice and systemic issues. This lack of awareness can make them hesitant to engage in conversations for fear of being exposed as uninformed or contributing to the problem.
• Organizational culture: In many workplaces, racism is treated as a “personal” issue rather than a systemic one. Organizations may focus on maintaining harmony and avoiding conflict, which discourages difficult discussions on race and racism.
• Avoiding the ‘taboo’ nature of race: Race is often treated as a taboo subject because it can touch upon people’s identities and histories. As a result, discussions on race are avoided to maintain a sense of superficial politeness or neutrality.

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How does systemic racism manifest in Australian workplaces today?

At Horizon Enterprises, systemic racism was an open secret. Despite the company’s diversity pledges, employees like Amina, of African descent, and Farid, of Middle Eastern heritage, faced barriers in both recruitment and promotion. Amina had been passed over for promotions multiple times, despite outperforming her peers. Her manager cited “fit” as the reason, leaving her questioning if her "foreign-sounding" name or background had anything to do with it.

Farid, a highly qualified software engineer, noticed that colleagues with similar or less experience were getting hired faster and promoted quicker. Whenever he brought this up, leadership would shrug it off, saying they were “working on it.” Meanwhile, the leadership team remained overwhelmingly white, with no one to truly advocate for people like Amina and Farid.

In team meetings, casual jokes about Farid’s accent or assumptions about Amina’s background were waved off as “banter,” and nobody intervened. The diversity and inclusion efforts were more of a checkbox exercise—posters and workshops, but no real change. This surface-level commitment left employees of color feeling isolated and powerless. Systemic racism persisted in hiring, promotions, and everyday interactions, creating a toxic environment where diverse talent felt unseen and unheard.        

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The story above, while fictitious is built around narratives of lived experience from racially diverse people highlighting that systemic racism in Australian workplaces manifests in various ways, often deeply ingrained in everyday practices and cultures.

• Hiring and promotion practices: Research shows that Indigenous Australians, people from African, Asian, and Middle Eastern backgrounds, and other racial minorities face barriers in recruitment and career progression. For example, studies reveal that applicants with “foreign-sounding” names are less likely to be called for interviews, even when qualifications are equivalent.
• Lack of representation: Racial minorities are often underrepresented in senior leadership and decision-making positions. This perpetuates an organizational culture that may overlook the perspectives and experiences of marginalized groups.
• Workplace cultures: Racism can also be embedded in workplace cultures where microaggressions are tolerated, or where there is little recognition of the different lived experiences of racially diverse employees. For instance, racist jokes, casual stereotyping, or not addressing inappropriate behavior may persist under the guise of “banter” or “good fun.”
• Inadequate diversity and inclusion efforts: Although many organizations promote diversity and inclusion (D&I), efforts may be surface-level, focusing more on increasing diversity numbers rather than addressing inclusion and equity. Tokenistic approaches or failure to address the actual lived experiences of employees of color contributes to the problem.

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Tips for Conversations about Racism

Back at Crestline Corp, a team meeting was scheduled to address the growing tension surrounding racial dynamics. As the team gathered, they could sense an unspoken heaviness in the air—racism had become a topic avoided by many.

Emma, a senior manager, opened the meeting with a clear intention: “We need to have an honest conversation about racism in our workplace.” Some employees fidgeted nervously, while others looked down, unsure of how to engage.

To create a safe space, Emma proposed ground rules, emphasizing respect and confidentiality. She acknowledged the emotional weight of the topic, encouraging everyone to express their feelings. James, a Black employee, shared his frustration about being overlooked for promotions despite his qualifications. The room fell silent, the truth of his experience resonating deeply.

As the discussion unfolded, team members practiced active listening, validating one another’s lived experiences without defensiveness. They recognized their biases, embraced discomfort, and asked thoughtful questions, fostering empathy.

By the end of the meeting, the team had set clear intentions for change. They committed to ongoing discussions, learning, and action, determined to dismantle the systemic barriers impacting their workplace. The conversation transformed from fear to empowerment, igniting a collective resolve for accountability and progress.        

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Having conversations about racism, especially in the workplace, requires sensitivity, openness, and a commitment to understanding. As illustrated in the story above, here are some good practices to guide productive and respectful discussions on the topic:

1. Create a Safe and Respectful Space

• Set ground rules: Establish guidelines for respectful communication, like active listening, no interrupting, and assuming positive intent. This can help everyone feel safer when discussing potentially uncomfortable or challenging topics.
• Confidentiality: Ensure that the conversation remains private to create an environment where people feel comfortable sharing personal experiences.
• Acknowledge emotions: Racism can be a deeply emotional issue, especially for those who have experienced it. Recognize that emotions like anger, sadness, and frustration are valid, and allow space for people to express them.

2. Be Prepared to Listen

• Active listening: Focus on understanding the perspectives being shared without preparing a response or rebuttal while someone else is speaking. Pay attention to both verbal and non-verbal cues.
• Avoid defensiveness: Resist the urge to defend yourself or your organization when someone brings up an issue related to race. Instead, listen with the intention of understanding, not correcting.
• Validate lived experiences: Acknowledge the experiences shared by others, even if they differ from your own. Avoid minimizing or invalidating their experiences with statements like, “That’s not what I meant,” or “I’m sure they didn’t mean it like that.”

3. Educate Yourself First

• Do some homework: Before diving into a conversation about racism, familiarize yourself with basic concepts such as systemic racism, privilege, microaggressions, and unconscious bias. This allows for a more informed and thoughtful discussion.
• Recognize your own biases: Reflect on your own biases and experiences, understanding that everyone brings their own background into the conversation. Being self-aware can help you better engage in discussions about race and racism.

4. Use Inclusive Language

• Avoid judgmental language: Avoid framing questions or comments in ways that put people on the defensive, such as, “Why do you think people are so sensitive about race?”
• Use "I" statements: When discussing your perspective, use "I" statements to express your views or feelings, such as, “I’ve noticed…” or “I feel…” This helps avoid sounding accusatory and opens up dialogue for understanding.
• Be mindful of terminology: Use language that respects individuals and their identities. Terms such as "people of colour," and "racism" should be used thoughtfully and in appropriate contexts.

5. Be Open to Discomfort

• Embrace discomfort: Conversations about race can be uncomfortable, but growth happens in that discomfort. Be willing to sit with feelings of guilt, defensiveness, or uncertainty and remain engaged in the conversation.
• Acknowledge power dynamics: Recognize that certain racial groups may feel more vulnerable or marginalized in the conversation. Leaders and those with privilege should be especially conscious of how power dynamics affect the discussion.

6. Be Willing to Learn and Unlearn

• Ask thoughtful questions: If you don’t understand something, ask questions that encourage dialogue rather than challenge the speaker’s experience. For example, “Can you help me understand how that policy might disproportionately affect people of colour?”
• Accept correction: If you say something that causes offense, apologize, and be willing to learn from it. It's important to be open to feedback and growth rather than becoming defensive.
• Understand that it's not about you: Remember that the focus should be on the issue at hand, not on defending yourself or proving you're "not racist." The goal is to foster understanding and take action for positive change.

7. Encourage Empathy and Understanding

• Humanize the issue: Racism is not just a theoretical issue; it affects people’s everyday lives. Encourage participants to focus on how policies, behaviors, and interactions impact individuals on a personal level.
• Encourage empathy: Ask participants to consider how they would feel if they were in someone else’s shoes, or if they experienced the situation being discussed.

8. Foster Accountability and Action

• Shift from conversation to action: After discussing racism, focus on what steps can be taken to address the issues raised. This could involve updating policies, improving hiring practices, or launching initiatives to promote racial equity.
• Follow up: Ensure that discussions about racism don’t happen as one-offs. It’s important to follow up with actions and commitments to keep momentum going and address systemic issues over time.
• Hold people accountable: If someone is responsible for moving things forward, create accountability mechanisms (like goals, timelines, or reviews) to ensure progress is made.

9. Be Aware of Emotional Labor

• Don’t rely on people of colour to educate you: People of colour often bear the brunt of emotional labour when discussions of racism come up. Don’t expect them to constantly explain their experiences or educate others on racism. Instead, do your own research and encourage shared responsibility for learning.
• Avoid tokenizing: Don't single out employees of colour to speak on behalf of their race or as the "go-to" voice on issues of racism. Relying on a single person’s perspective can perpetuate the marginalization of diverse voices.

10. Set Clear Intentions

• Be clear about the goal of the conversation: Is the goal to gain better understanding, address specific workplace issues, or foster long-term cultural change? Setting clear intentions helps guide the conversation and ensures people know why they are participating.
• Focus on growth: Understand that these conversations are part of a larger learning process. Mistakes may happen, but the goal should be growth and improvement, both for individuals and for the organization as a whole.

By incorporating these practices, conversations about racism can become more productive and ultimately contribute to greater understanding, awareness, and systemic change within the workplace.

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Addressing racism in the workplace is not just a moral imperative; it is essential for cultivating an inclusive and equitable environment where all employees can thrive. As demonstrated in the experiences shared, overcoming the barriers to conversation requires intentionality, empathy, and a commitment to learning. By creating safe spaces for dialogue and implementing the tips outlined, organizations can shift from avoidance to empowerment, ensuring that all voices are heard and respected. Together, we can break the cycle of silence and foster a culture that values diversity, inclusion, and systemic change. Let’s embark on this journey towards a more equitable workplace for everyone.

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Resources:

?What white people can do to move race conversations forward by Caprice Hollins (she.her)

‘We Can’t Wait Until People Feel Comfortable Talking About Race' by Larry Ferlazzo

Let's talk about racism and other difficult conversations by Brigit Carter

#RacismInTheWorkplace #DiversityAndInclusion #SystemicRacism #ConversationsThatMatter #WorkplaceEquity #InclusiveCulture #EmpathyAndUnderstanding #CulturalChange #EmployeeWellbeing #AntiRacism #SpeakUp #WorkplaceDiversity