When we talk about management positions, the situation becomes even more challenging: only 8% of black people occupy leadership positions The workplace in Brazil , according to a survey carried out by Indique uma Preta and Cloo.
The numbers show that there is still much to be done to break with structural and institutionalized racism in the country. If your company wants to be part of this movement, we invite you to continue reading!
Prejudice, racial discrimination and racism:
understand the differences
The first step in discussing the fight against racism in the workplace is to understand the different terminologies that encompass the concept of racial discrimination. Therefore, we will start with these:
PREJUDICE
It is any superficially conceived opinion or feeling about a certain person or group. In general, it is based on a lack of knowledge or the creation of stereotypes, and can result in racism or discrimination.
In addition to racial prejudice, other types are rooted in our society and, consequently, in the job market, such as machismo, homophobia and ageism .
RACISM
It is based on the belief that one if you need help with design race, ethnicity or some physical characteristics are superior to others.
This, in turn, results in disadvantages or privileges for specific groups, both through conscious and unconscious practices.
RACIAL DISCRIMINATION
Racial discrimination is one of the most common results of racism and occurs when prejudice based on ethnicity or skin color is demonstrated segmented company lists for customer prospecting through actions, whether veiled or not.
In practice, discrimination leads to the rejection and exclusion of certain groups. After all, it starts with the unfair and negative treatment of people who are part of them, such as black people.
In addition to this form of racism, there are two other classifications that are part of the same context:
- institutional racism, marked by racial discrimination by companies, governments and even educational institutions;
- structural racism, which brings together a set of practices, habits, situations and “popular” speeches that, directly or indirectly, perpetuate racial prejudice.
Main laws that punish racism in Brazil
More than an ethical issue, combating racism in the workplace is also a legal duty, given the various laws that criminalize racial china business directory prejudice in Brazil.
The two most important are:
- Law No. 7,716 of 1989: defines the punishments for crimes related to discrimination or prejudice based on race, color, ethnicity, religion or national origin;
- Law No. 12,288 of 2010: creates the Racial Equality Statute, which aims to ensure that black people have equal opportunities in different areas of society.
Among the points defended, the prison sentence stands out for those who, due to discrimination based on race or color:
- deny or impede employment in a private company;
- prevent the employee’s functional advancement or obstruct another form of professional benefit;
- provide employees with differentiated treatment in the workplace, especially regarding salary;
- failing to provide the necessary equipment to the employee on equal terms with other workers.
It is worth remembering that, in 2020, Bill 5232 amended Law No. 7,716, making company administrators liable, both civilly and criminally, if they do not take effective measures to prevent and mitigate discrimination.
Contextualizing racism in the job market
As we said at the beginning of the article, combating racism in the workplace is an issue that still deserves attention. And there are several data, in addition to those we have already presented, that help to reinforce this scenario.
A survey commissioned by CNN Brasil, for example, showed that 75% of Brazilian companies point to racism as the main form of discrimination in the workplace.
In fact, this fact has already resulted in the opening of 22,511 lawsuits in the Labor Court throughout Brazil , between 2014 and 2022.
Another point that highlights the seriousness of the problem is the wage gap. According to the most recent data from the Brazilian Institute of Geography and Statistics (IBGE) , black people earn 61% less than white people who are employed.
Furthermore, they are also the ones who predominantly occupy informal jobs or those that offer lower average incomes.
To reverse such significant numbers, organizations can and should be agents of change. Below, we will provide some insights on how to build diversity and racial equity in the workplace.
Role of organizations in combating racism
To fight racism, companies cannot just talk the talk: they need to develop concrete actions and engage all employees towards the same goal.
See below some initiatives that can make a difference.
CREATE A DIVERSITY COMMITTEE
If your company wants to develop truly relevant projects to combat racism, having a diversity committee is a necessary step.
These groups are made up of employees from different areas, who have an affinity with the cause and who, voluntarily, make themselves available to think about and implement measures that generate positive changes in organizations.
SET RACIAL DIVERSITY GOALS
Having clear goals to combat racism is another practice gaining ground in companies that are committed to the cause.
Some organizations have already set a goal to increase the percentage of black professionals, especially in leadership positions, over the next few years.
CREATE AFFIRMATIVE VACANCY SELECTION PROCESSES
Affirmative action positions are often a direct result of establishing diversity goals within a company.
After all, their objective is to increase the participation of people who belong to historically marginalized and excluded groups.
To explain better, affirmative vacancies are nothing more than job vacancies exclusively intended for specific groups, such as black or indigenous people.
One initiative that became well-known was Magazine Luiza’s Trainee Program for young black people .
HAVE A CLEAR POLICY TO COMBAT RACISM
Here, the obvious needs to be said: defining inclusion policies and practices, as well as disseminating them among all employees, is essential to ensure there are no doubts about the company’s positioning.
One way is to develop a code of conduct that explicitly prohibits any form of discrimination, including racism, and sets out consequences for inappropriate behavior.
Remembering that these policies must be clear, accessible and frequently revisited to ensure their effectiveness.
PROVIDE A SAFE CHANNEL FOR REPORTING
To ensure that racism is effectively combated, it is also essential to provide means for employees to report cases of discrimination in the workplace.
Having an internal ombudsman channel that maintains the anonymity of complaints is a good start.
Furthermore, it is important to create a safe environment in which employees feel comfortable talking to their leaders or HR if they face an inappropriate situation.
PROMOTE MOMENTS OF REFLECTION ON THE TOPIC
Are topics such as Diversity and Inclusion already part of your company’s corporate education strategies?
If the answer is no, now is the time: fighting racism and other prejudices requires constant awareness!
Promoting lectures and disseminating content that encourages dialogue, especially among white professionals, are some measures that can make a difference.
After all, as we said before, there are many behaviors that are reproduced unconsciously on a daily basis.
DEVELOP AND ENGAGE LEADERS
Finally, we cannot fail to mention the importance of raising awareness among leaders about combating racism in the workplace. In practice, they will be largely responsible for spreading the anti-racist culture to other employees.
It is also essential to invest in training black leaders, thus increasing representation in management positions. Having black and brown professionals.