3 Reasons Why Racial Slurs Are So Dangerous At Work

Why are racial slurs so dangerous at work?

Our answer may not be what you expect

Get your pen and paper ready because we’re talking about Why Racial Slurs are Dangerous in the workplace

This is the first in a two-part series about racial slurs in the workplace

In today’s show we discuss several things including:

  • Why Racial Slurs are a classic form of discrimination
  • How to distinguish Racial Slurs from “Banter”
  • The damage caused by Racial Slurs and much more

Here’s some of what we discuss on the show:

Racial Slurs are prevalent in organisations

“Perhaps no single act can more quickly ‘alter the conditions of employment and create an abusive working environment’ than the use of an [unambiguous] racial epithet”

Racial Slurs are a form of workplace aggression

“Research shows that Targets of racial slurs experience lower life satisfaction, a higher incidence of post traumatic stress disorder, and worse health conditions”

Racial Slurs have three characteristics

“The authors say racial slurs are serious, overt, and discriminatory. Let’s go through these 1 by 1”

SHOWNOTES

Why Do Racial Slurs Remain Prevalent in the Workplace? Integrating Theory on Intergroup Behavior

Epithet Definition & Meaning – Merriam-Webster

How Façades of Conformity Reveal An Inclusion Issue

The Relationship Between Conformity & Inequality At Work

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences