People of Color Racists

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People of Color Racists
It’s no surprise that the term “racism” implies the belief that people can be divided into distinct biological groups known as “races,” that physical characteristics are linked to personality traits such as intelligence or morality, or other cultural or behavioral aspects, and that some races are inherently better than others. It also refers to institutions and processes, such as those that engage in, sustain, or aggravate racial disparities in many parts of society (Audrey Smedley, 2021). Bias is defined as making negative judgments about someone based on their membership in a given group. Discrimination against persons of another race, gender, or religion is possible (Wendy Rose, 2021). Capacity to influence the actions or results of other people and events A person with power is either physically powerful or has complete control over their surroundings.
It’s no secret that racial prejudice is a huge issue all around the world. By keeping silent, one becomes a willing participant in the oppressive system. Keeping the dialogue continuing is one method to guarantee that racism is reduced. This is a watershed moment in world history, not just in the workplace. The first step is to acknowledge and announce your commitment to doing better in the face of current injustices. You’ll be making hollow promises if you don’t back up your words with deeds. There are several ways to accomplish this, including encouraging constructive and respectful discussions and forming resource groups, providing training on how to avoid harassment and discrimination, and establishing channels through which employees feel comfortable discussing racial issues.
A further technique for eliminating racism is to include anti-racism into one’s beliefs, training, and behaviors. Workplace culture is built on core values that must be included in all policies, decisions, and procedures. Call out any ineffective policies, behaviors, relationships, or client connections that don’t align with your company’s values—raising awareness through providing educational resources on the history and culture of other races. Most individuals lack awareness about racial injustice and the inadvertent statements they make to their Black, Indigenous, and People of Color colleagues. Racism victims are often afraid to speak up for fear of retribution or being unfairly judged. Management fails when they either ignore or diminish the significance of discriminatory speech or acts (Heidi Lynne, 2021).
Combating unconscious bias and cultivating diversity are two other techniques to reducing racial tensions. Employers can address racial discrimination in a variety of ways, including via the employment process. Leadership impacts a company’s culture whether they recognize it or not. Authentic anti-racism leadership entails taking a stand and actively aiding minority members (BIPOC). Talking about diversity and inclusion isn’t enough. Unfortunately, firms that are unaware of the problems with their own corporate culture are the ones that tolerate racism in the workplace. Unconscious prejudice may be addressed with the help of an outside expert, by accepting criticism from BIPOC coworkers, and by honestly analyzing your cultural norms at work.
When it comes to individuals in positions of power and influence, actions speak louder than words. Participants in intergroup learning events often want to know what the individuals who placed them there have done and are doing in terms of the intergroup lessons they are expected to learn. People in positions of power are less likely to engage in racial relations activities if their record on the problem of discrimination is evident.
There will be issues about whether those in leadership positions in organizations that advocate for better intergroup relations and justice are “doing the walk.” They will examine if there is an active attempt to recruit excellent individuals of color, whether those who promote equality with zeal are encouraged, and whether those who participate in discriminatory behavior face severe punishments (W. D. Hawley & W. Jackson, 2020).
Another way to reduce racial prejudice is to become aware of and comprehend your privilege. The racial advantage is influenced by a variety of social, political, economic, and cultural variables. You may begin by examining your privilege and then utilizing your advantage in a way that eliminates discrimination. In contrast, the race is merely one of several characteristics that contribute to privilege. Several elements might influence your amount of privilege. These include your religion, gender, sexual orientation, and other information. If you wish to utilize your advantages to empower others jointly, you must first be aware of your advantages and the consequences they imply.
Human care employees should report racist incidences, develop collaborative partnerships to address the most serious concerns, and advocate for positive change wherever feasible. According to my cultural, social work experience, anti-racism is a massive issue for many organizations, and the replies to this question reflect that reality or lack thereof. To begin, social work instructors and employers must recognize that the majority of organizations and systems have a subconscious default attitude of “whiteness,” which is defined by “white fragility,” “white privilege,” and “white supremacy.” To effectively address workplace racism, social workers, employers, and educators in the area must first elevate the collective consciousness of their individuals and their companies.

Audrey Smedley. (2021, October 22). Racism. Encyclopedia Britannica.
Heidi Lynne. (2021). Forbes.
W. D. Hawley, & W. Jackson. (2020, May 27). Strategies for reducing racial and ethnic prejudice: essential principles. Learning for Justice.
Wendy Rose. (2021, January 3). What is prejudice? Verywell Mind.

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