A Beginner’s Guide To How Racism At Work Has Evolved [Book Review]

Today I’m reviewing the book: Racism at Work: The Danger of Indifference. There’s been quite a bit of media coverage about this book surrounding a high profile launch in the UK, this caught my attention as well because I know a number of people cited in the book.

In todays show I discuss several things including:

  • Why people should read this book and the reason why some probably won’t
  • The constructed nature of racism that most people are unaware of
  • The reasons how employee resource groups can be a symptom of racism in the workplace and much much more

Here’s some of what I share in the show:

Race is a social construct

I discuss how the modern concept of race was historically constructed

“This book is important because it challenges the notion that people are inherently racist or that racism is something that is natural or has always been with us”

Racism has Evolved

I describe how has evolved beyond prejudice to becoming an institutional trait of our society:

“The book made the point about how racism has developed from name calling to being more nuanced, subtle and therefore insidious”

Employee Resource Groups can be symptoms of Racism & Dated Policies

I explain how employee resource groups can be described as a symptom of racism”

“I agree with the book’s suggestion that resource groups that emphasise networking are a symptom of dated inclusion policies”

Show Notes

Racism at Work: The Danger of Indifference

Professor Binna Kandola

Pearn Kandola

My PhD Thesis

LSE Occupational Segregation Video

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