Colorism, or discrimination based on skin color, is a pervasive issue that often goes unnoticed in the workplace. But, as leaders, it's crucial that we create inclusive and equitable workplaces that support the success and well-being of *all* employees, regardless of their race, ethnicity, or skin color. This insightful article by my good friend Ruchika T. Malhotra explores women of color’s experiences with colorism in the workplace, bias, stereotypes, and the damaging pressure to conform to Eurocentric beauty standards. As always, she offers practical tips for identifying and dealing with colorism at work: #Colorism #Bias #Leadership #DEI #WorkplaceWellbeing Image alt-text: Nul
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Colourism, or skin tone bias, is a form of bias that impacts individuals with darker skin tones, and @Ruchika Tulshyan argues that it isn’t being talked about. In this Harvard Business Review article, Ruchika Tulshyan highlights how inclusive leaders must become aware of how colourism manifests among employees of different identities and even among people from the same community who have different skin tones. In the article, the author provides three ways in which we can disrupt colourism in the workplace: 𝟭. 𝗘𝗱𝘂𝗰𝗮𝘁𝗲 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗼𝗻 𝘁𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗰𝗼𝗹𝗼𝘂𝗿𝗶𝘀𝗺. A great resource is the book ‘Color matters: Skin tone bias and the myth of a postracial America’ by Kim Norwood. 𝟮. 𝗟𝗲𝗮𝗿𝗻 𝘁𝗼 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗮𝗻𝗱 𝗱𝗶𝘀𝗿𝘂𝗽𝘁 𝗰𝗼𝗹𝗼𝘂𝗿𝗶𝘀𝗺. When you consider the diversity representation in your team, also consider skin tone. How about when considering who is offered high visibility opportunities? Noticing these biases is the first step before taking action to disrupt them. Linked to this, the author recommends that unless it is deeply relevant to the work being done, do not discuss or make observations about people’s skin tone, including ‘tans’ after being in the sun. This is an example of a microaggression that can contribute to feelings of marginalisation and exclusion. 𝟯. 𝗘𝗻𝘀𝘂𝗿𝗲 𝗰𝗼𝗹𝗼𝘂𝗿𝗶𝘀𝗺 𝗶𝘀 𝗶𝗻𝗰𝗹𝘂𝗱𝗲𝗱 𝗶𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻-𝘄𝗶𝗱𝗲 𝗗𝗘𝗜 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀. For global organizations, hire local DEI practitioners to provide expertise on how skin-tone bias may show up in that market. We highly recommend reading the full article: https://lnkd.in/eUFty77k #inclusion #diversity #InclusiveLeadership #colourism #colorism #bias #discrimination
How Colorism Affects Women at Work
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Insightful article, in previous networks which I've attended for ethnic minority colleagues, it is noticeable there is some division amongst others in these groups and it is a matter our leaders in the workplace need to recognise as racism can also occur amongst members in these networks. For example, Black vs Indian or Indian vs Asian or Asian vs Black racism can also happen in the workplace; there should be further conversation with regards to these concerns and how we challenge these behaviours in the same way as racism against white towards those of ethnic minority. It may be a surprise to many but yes, racism amongst ethnic minority colleagues is something to keep an eye on as our workforce becomes more diverse, definitely one we need to address.
People often compliment me on my “tan” after I’m back from a vacation. As a lighter-skinned Indian woman, I’m able to brush it off, but it takes me right back to the days when growing up, I was encouraged by family members and friends to stay out of the sun for fear of getting “dark.” Colorism is painfully rampant in the histories of so many people of color around the globe. So what may seem like an innocuous (and even positive!) comment often reinforces existing biases in our world–some color is “good” but not too much. Research shows a person’s skin-tone can be a bigger determinant of whether they get a job than their educational background. Colorism disproportionately harms women of color. Inclusive leaders must work to prevent women of color from experiencing colorism at work — and make sure they don’t leave. In this Harvard Business Review article, I share three strategies that leaders can take to disrupt colorism at work, with expert input from Janice Gassam Asare, Ph.D., who quotes Dr. Sarah L. Webb and TK Saccoh: https://lnkd.in/gSar2vd4 #leadership #womenleaders #equity #DEI #DiversityEquityAndInclusion
How Colorism Affects Women at Work
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Something to think about
People often compliment me on my “tan” after I’m back from a vacation. As a lighter-skinned Indian woman, I’m able to brush it off, but it takes me right back to the days when growing up, I was encouraged by family members and friends to stay out of the sun for fear of getting “dark.” Colorism is painfully rampant in the histories of so many people of color around the globe. So what may seem like an innocuous (and even positive!) comment often reinforces existing biases in our world–some color is “good” but not too much. Research shows a person’s skin-tone can be a bigger determinant of whether they get a job than their educational background. Colorism disproportionately harms women of color. Inclusive leaders must work to prevent women of color from experiencing colorism at work — and make sure they don’t leave. In this Harvard Business Review article, I share three strategies that leaders can take to disrupt colorism at work, with expert input from Janice Gassam Asare, Ph.D., who quotes Dr. Sarah L. Webb and TK Saccoh: https://lnkd.in/gSar2vd4 #leadership #womenleaders #equity #DEI #DiversityEquityAndInclusion
How Colorism Affects Women at Work
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I encourage you to read this article, because it gives some very poignant examples of what colourism in action looks like, which helps us to recognize the incidence of it rather than just conceptualize it. Racialized people are aware of subtle acts of discrimination that white people don’t notice, because of the repetitive nature of these incidences happening. It’s trained into us. This is one of the difficulties of #EDI, it’s hard to care about something you don’t notice and it’s easy to be traumatized by something you notice all the time! That tention can be eased through educating yourself and acting in solidarity or resistance. I am someone who must be vigilant about colourism, because of the immense amount of privilege my skin tone gives me as a light-skinned Black women. The authors encourage us to learn about and then look out for colourism in our workplaces. Next, we must speak out and amplify the voices of dark-skinned Black folks. I am actively trying to do better at this. We are working towards more inclusive “visual clues of belonging” and this is an area we unfortunately fall short- that’s got to change!
People often compliment me on my “tan” after I’m back from a vacation. As a lighter-skinned Indian woman, I’m able to brush it off, but it takes me right back to the days when growing up, I was encouraged by family members and friends to stay out of the sun for fear of getting “dark.” Colorism is painfully rampant in the histories of so many people of color around the globe. So what may seem like an innocuous (and even positive!) comment often reinforces existing biases in our world–some color is “good” but not too much. Research shows a person’s skin-tone can be a bigger determinant of whether they get a job than their educational background. Colorism disproportionately harms women of color. Inclusive leaders must work to prevent women of color from experiencing colorism at work — and make sure they don’t leave. In this Harvard Business Review article, I share three strategies that leaders can take to disrupt colorism at work, with expert input from Janice Gassam Asare, Ph.D., who quotes Dr. Sarah L. Webb and TK Saccoh: https://lnkd.in/gSar2vd4 #leadership #womenleaders #equity #DEI #DiversityEquityAndInclusion
How Colorism Affects Women at Work
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This article in HBR by Ruchika T references some interesting research and is a strong reminder of the impact of colourism in the workplace. It brought back memories of living in China many years ago and the plethora of skin-lightening treatments on sale everywhere. #inclusion #colourism #equity #womenatwork
People often compliment me on my “tan” after I’m back from a vacation. As a lighter-skinned Indian woman, I’m able to brush it off, but it takes me right back to the days when growing up, I was encouraged by family members and friends to stay out of the sun for fear of getting “dark.” Colorism is painfully rampant in the histories of so many people of color around the globe. So what may seem like an innocuous (and even positive!) comment often reinforces existing biases in our world–some color is “good” but not too much. Research shows a person’s skin-tone can be a bigger determinant of whether they get a job than their educational background. Colorism disproportionately harms women of color. Inclusive leaders must work to prevent women of color from experiencing colorism at work — and make sure they don’t leave. In this Harvard Business Review article, I share three strategies that leaders can take to disrupt colorism at work, with expert input from Janice Gassam Asare, Ph.D., who quotes Dr. Sarah L. Webb and TK Saccoh: https://lnkd.in/gSar2vd4 #leadership #womenleaders #equity #DEI #DiversityEquityAndInclusion
How Colorism Affects Women at Work
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Being informed as a leader is essential, especially about areas that may be our blind spots.
People often compliment me on my “tan” after I’m back from a vacation. As a lighter-skinned Indian woman, I’m able to brush it off, but it takes me right back to the days when growing up, I was encouraged by family members and friends to stay out of the sun for fear of getting “dark.” Colorism is painfully rampant in the histories of so many people of color around the globe. So what may seem like an innocuous (and even positive!) comment often reinforces existing biases in our world–some color is “good” but not too much. Research shows a person’s skin-tone can be a bigger determinant of whether they get a job than their educational background. Colorism disproportionately harms women of color. Inclusive leaders must work to prevent women of color from experiencing colorism at work — and make sure they don’t leave. In this Harvard Business Review article, I share three strategies that leaders can take to disrupt colorism at work, with expert input from Janice Gassam Asare, Ph.D., who quotes Dr. Sarah L. Webb and TK Saccoh: https://lnkd.in/gSar2vd4 #leadership #womenleaders #equity #DEI #DiversityEquityAndInclusion
How Colorism Affects Women at Work
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51% of women have experienced racism in their current workplace. For women with darker skin tones, that can go as high as 69%. Colorism is still evident in workplaces today. I read someone’s experience and she said: “I interviewed at a certain social service agency. I noticed all the women of colour were on the darker side.” “It was made quite evident to me that I was not going to get the position as the director ( darker skin) said to me, “ you need to get some sun”. The lack of awareness of how deep rooted colorism is, makes it harder for leaders to notice it. Companies should be more intentional and strict when it comes to including colorism awareness in their DEI practices. Remembering that a person’s skin tone is not a determining factor on if they can do the work or not - is important. It is a mindset shift. Have you ever experienced colorism in your workplace? #DEI #Inclusion
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Some of the worst experiences women of color have at work often involve a White woman. Women are often taught to brace themselves for sexism from men in the workplace, and while the patriarchy still rears its ugly head, it often uses White women as its primary enforcers. The chasm between White women and women of color in the workplace is an unspoken tension that leaves women of color unsupported and vulnerable to racial abuse while White women remain protected under the veils of both their fragile Whiteness and femininity. White tears, offense, and emotions supersede the tangible pain that so many women of color experience while on the job. You can see, then, how women of color feel a deep discomfort at the prospect of a month that attempts to unite all under the banner of womanhood when the corporate world (and society at large) only cherishes womanhood when its representatives are White. So when March rolls around and brings Women’s History Month celebrations with it, what can your company do to ensure that women of color are included? It’s important to keep a few things in mind: 🪧Feminism isn’t only for white women 🪧Representation matters – as long as it’s safe 🪧Your work culture beyond WHM is what matters most Check out the full blog below! https://lnkd.in/gbKSvkem
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Let's talk about intersectionality in the workplace. As we strive for equity and diversity, it's essential to recognize that women of color face unique hurdles in their fields. Intersectionality acknowledges that multiple forms of discrimination (racism, sexism, homophobia, transphobia, ableism, ageism and more) intersect and compound, leading to distinct experiences of marginalization. Women of color often encounter: - Gender bias in the workplace - Racial stereotyping - Limited opportunities for advancement - Unconscious bias in performance evaluations - Microaggressions and cultural taxation - Lack of representation and role models I have learned that there isn’t a perfect way to start to make changes, much less structural changes. We can all contribute to move things to the right direction. You might ask yourself “How can I help?”. - Listen to and amplify the voices of women of color - Address the systemic barriers that hinder their success - Create inclusive spaces for dialogue and growth - Celebrate and support the achievements of women of color I was instrumental in founding the first Affinity Group at Ayers Saint Gross, the Latinx Affinity Group, which was established three years ago. Our mission was to amplify Latinx voices, collaborate with company leadership, and create targeted opportunities for professional growth and development, fostering a more inclusive environment for our community to thrive. Together, we can build a more equitable workplace that values and empowers all individuals, regardless of their intersectional identities. #Equity #Diversity #Inclusion #Intersectionality #WomenOfColor
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𝗪𝗵𝗼 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗮𝘁 𝘄𝗼𝗿𝗸? It may seem like an odd question, but many women find the answer isn't as straightforward as it should be. We feel pressured to adopt different identities at work and in our personal lives, often conforming to workplace norms that clash with our true selves.* 𝗪𝗵𝗲𝗻 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵 𝗶𝘀, 𝘁𝗵𝗲 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝘀𝘁, 𝗺𝗼𝘀𝘁 𝗲𝗺𝗽𝗼𝘄𝗲𝗿𝗲𝗱 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗼𝗳 𝘂𝘀 𝗶𝘀 𝘁𝗵𝗲 𝗼𝗻𝗲 𝘁𝗵𝗮𝘁 𝗯𝗹𝗲𝗻𝗱𝘀 𝗯𝗼𝘁𝗵. I invite you to take a moment to reflect: Are you different at work and in your private life? What would shift if there wasn’t a difference? *According to a Catalyst study, women of color frequently face microaggressions that compel them to downplay aspects of their cultural identity just to fit in. And a Lean In study found that many women of color compartmentalize who they are depending on the environment. #WomenInLeadership #Authenticity #WomenofCulture #DiversityEquityInclusion #WorkplaceCulture #Empowerment #WomenOfColor #ProfessionalGrowth #PersonalDevelopment
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Author: "Inclusion on Purpose" (2022, MIT Press) and "Uncompete" (Forthcoming, Penguin/Viking)
2moThanks so much for amplifying this, Amy Gallo!