Help, my team behaves in a racist manner

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Susanne, 43 years old, asks: »I am a manager in a medium-sized company.

My team has been very homogeneous so far, now we have a black employee with us for the first time.

The new colleague reported that a colleague commented on one of her ideas with “we are not in Africa”.

She said she had heard similar comments from the team.

I don't know how I can actually help her and how I should best address the topic in the team. "

Dear Susanne,

First of all, kudos for how seriously you take the problem of discrimination on your team and that the team members can turn to you!

It is always a challenge to add new employees to an existing team.

The task certainly becomes more complex when the person is the "first" - in your case the first black employee.

What would you normally do if there was a conflict on the team?

You would probably seek a conversation with the affected team members.

I suspect, however, that when it comes to such a charged topic as racism, you have respect for such a conversation.

I can understand that well and you are not alone with the feeling.

Despite the understandable uncertainty, it is very important that you address the topic as a team.

It must be made clear to all team members that such behavior is condescending and racist towards the colleague.

Make it very clear to your team that this incident is outright racism and that even unreflective statements are hurtful and not excusable.

But as a coach, I know that even many clearly racist statements are primarily not meant to be hurtful, but are simply made without empathy or thought.

Lack of diversity

Why do incidents like this happen so often?

In private life, we usually surround ourselves with people who are similar to us.

Therefore, it is often the case that, for example, white people have very little contact with black people.

That can suddenly change in the work environment - but that also means that you only deal with the subject of racism for the first time in the world of work.

Ignorance

If you and your team haven't dealt much with racism yet, you may not even realize when the black colleague feels hurt.

If your co-worker tells you that she feels discriminated against, it is important to understand why that is and how you and the team can react appropriately.

Fear of making mistakes

You may find it difficult to talk to your team because you lack the knowledge and language on the subject of racism.

It is often a taboo to talk about it.

It is uncomfortable to talk about topics that are little known about.

That is why many people who are not affected by racism keep silent because they are often afraid of saying the wrong thing.

Black people also prefer not to say anything in order not to be seen as a problem.

Here are three tips on how to specifically address the issue.

1. Create further training opportunities

Before you can talk to your team about racism and find solutions, it is helpful to get to know terms and definitions.

For example, interactive workshops in which questions can be asked, but also lectures or panel discussions with black speakers are suitable.

Make sure that the people who impart the knowledge not only have very good specialist knowledge of the subject, but are also proficient in conflict management.

For most of those involved, the learning process is unfamiliar, uncomfortable and emotional.

That is why a professional moderation who understands the different perspectives is very important.

2. Encourage employees to talk about racism

Once the terms on the subject of racism have been clarified and understood by everyone, it is easy to talk about in the team.

It is a good idea to bring the team together for monthly roundtables.

There is room for questions and personal experiences on the subject of racism, but also on other forms of discrimination, for example based on gender, age or disabilities.

If you still feel unsure as a manager, an external moderator can be called in at the beginning and accompany the group.

Talking about your own prejudices and feelings takes practice!

That is why patience and empathy from you as a manager are very important.

3. Separate intention and effect

If we unconsciously hurt people with our words, we often fail to recognize the pain of the person concerned.

It is often said that it was not on purpose.

Nevertheless: the effect, the pain, remains.

For example, if you ran over someone's foot while pulling out of a parking space, you would of course apologize, offer redress and be particularly careful in the future.

Such a reaction is also appropriate in the case of invisible injuries.

Dear Susanne, you are on the right track!

You have recognized the problem in your team and want to ensure that it really grows together.

Don't be afraid to make mistakes - we can all only grow if we are willing to learn.