The United States has made significant strides towards racial and ethnic equality, yet women from minority racial and ethnic groups still encounter racism or prejudice at their current jobs. According to studies, women of colour are more likely to work in low-paying positions and to encounter wage inequality and occupational segregation. Additionally, they are less likely than their white peers to have access to the same possibilities for career growth.

Following the 2020 killings of George Floyd, Breonna Taylor, and Ahmaud Arbery, several global CEOs made promises to combat racism. However, three years later, a new Catalyst survey finds that half (51%) of women from marginalised racial and ethnic groups report encountering prejudice at work.

Compared to cisgender heterosexual women (49%), women with darker skin tones, queer (63%) and transgender (67%) women, as well as women from marginalised racial and ethnic groups, are more likely to experience racism at work, according to the report, Exposé of Women's Workplace Experiences Challenges Antiracist Leaders to Step Up.

A quarter (25%) thinks senior leaders in their company would treat a worker unfairly because of their race, ethnicity, or culture.

Numerous overt and covert instances of racism are reported by survey participants, including unfavourable judgements, demeaning statements, discriminating actions, and overt racial slurs. The psychological harm caused by these experiences is exacerbated by the emotional toll that race trauma has on survivors. It also adds to the emotional burden that many women from underrepresented racial and ethnic groups bear at work, where they are always on guard against prejudice and discrimination.

A company's culture is crucial

According to the findings, there is a higher chance of experiencing racism at work when there is a "climate of silence" in an organisation, which is created when staff members do not feel comfortable or are dissuaded from raising issues at work. Silence can foster an environment where sexist and racist attitudes can flourish. Sixty-seven percent of women from marginalised racial and ethnic groups report encountering racism at work, compared to 46% of those who do not work in a culture of silence.

Employees are less likely to encounter racism at work (61% vs. 43%) when they work in "diversity climates" where individual differences are encouraged and members of underrepresented groups can grow.

Climates that value diversity are also associated with higher levels of engagement and job satisfaction and lower levels of employee churn.

CEOs and other senior leaders must fight racism

The presence of racism in a company is heavily influenced by senior leaders. CEOs and senior executives set the tone for the culture of the firm, and they may combat racism with allyship and curiosity by speaking out against it, calling out prejudices, and welcoming and considering alternative viewpoints. Over half (56%) of respondents report experiencing racism when senior leaders don't show allyship and curiosity, compared to 46% when they do. However, 49% of respondents claim that their top leaders do not form allies, and 43% claim that they do not show curiosity.

"The days when corporations and CEOs could turn a blind eye to racism in the workplace are over," stated Lorraine Hariton, president and CEO of Catalyst. Senior leaders must foster inclusive, diverse workplaces where racism is rapidly addressed and fairness and accountability are central to all organisational practises.

What recommendations does this report provide for senior leaders?

Use allyship and curiosity to stop racism from happening. Learn about the obstacles that members of marginalised groups encounter in the workplace, develop empathy by paying attention, and speak up if you see racism.

Strengthen the atmosphere at work. By speaking up, you may break the silence that keeps instances of workplace racism hidden.

Examine your policies critically for fairness to show that you embrace diversity.

Create programmes for accountability. Create feedback mechanisms to gauge and monitor racist experiences. Take prompt measures to hold employees who behave improperly accountable for their actions.

Methodology / World of Voices Series Information

2,734 women from underrepresented racial and ethnic groups in Australia, Canada, South Africa, the United Kingdom, and the United States were polled by Catalyst. These nations were chosen because it was possible to get adequate demographic information from survey participants about race and/or ethnicity. Participants were given a variety of gender options, and this research specifically uses data for individuals who identified as female or as a trans woman.

 

This research is a part of Catalyst's World of Voices research series, which aims to elevate the voices of workers from underrepresented racial, ethnic, and cultural groups, offer data-driven, intersectional insights to global business leaders, and assist organisations in not only bringing about positive change but also illuminating a future for equity and inclusion.

About Catalyst

An international nonprofit organisation called Catalyst works to create workplaces where women may thrive. It is backed by many of the most influential CEOs and top businesses in the world. In order to accelerate and promote women into leadership positions, Catalyst, founded in 1962, uses outstanding thought leadership, practical solutions, and a mobilised community of multinational organisations. This is done because advancement for women is progress for everyone.