Racism Awareness
Synopsis
Racism Awareness is a single-unit program designed to help managers and supervisors learn
more about workplace racism and recognize the importance of developing cultural competence.
Learning Objectives
Upon completion of the program, participants should be able to:
 Define race, racism, institutional racism and workplace racism
 Understand that racism is learned
 Know that there are no genetic differences between people based on race
 Identify the steps a manager/supervisor must follow to become culturally competent
 Identify strategies that a manager/supervisor can use to create and maintain a workplace
in which ALL workers are treated equally and fairly, regardless of race
What is “race”?
The words “race” and “ethnicity” are commonly associated with skin colour. A racial group is a
group of people who are identified based on their skin colour, nationality, or ethnic origin.
SKIN COLOUR
NATIONALITY
ETHNIC ORIGIN
Example:
Example:
Example:
Black, White
Greek, Scottish
Aboriginal, Latino
Visually, people who are from different racial or ethnic backgrounds may appear “different” from
each other. But are these differences more than “skin” deep? TAKE A MOMENT TO QUESTION
YOUR BELIEFS ABOUT RACE.
Instructions: Read each statement then click “True” or “False”.
Race and racism have been around since the beginning of time. People have always
categorized each other based on skin colour.
TRUE or FALSE
FALSE. In ancient times, societies identified groups of people based on various things, such as
social status, religion and language, but, they did not identify people based on the colour of their
skin. Race is a modern idea. The concepts of “race” and “racism” did not fully emerge until the
18th century.
There are genetic differences between races of people.
TRUE or FALSE
FALSE. Genetically, human beings are extremely similar. As a matter of fact, all of the people
living today are 99.9% genetically identical! There is not a single gene or trait that distinguishes
all members of one race from all members of another race. Skin colour is just a surface
difference.
People of the same race are more likely to share other traits, like blood type or height.
TRUE or FALSE
FALSE. Most traits are determined by separate genes which are inherited independently from
each other. The genes that determine skin colour are not the same genes that determine other
things like blood type, height, athletic ability, musical aptitude, etc. Visual traits, like skin colour
and facial characteristics tell us nothing about the internal differences or abilities of an individual.
Genetically, two people from the same race usually have more in common than two people
from different races.
TRUE or FALSE
FALSE. Two people of the same race are likely to be as genetically different from each other as
they would be from someone of another race. Similarities between individual members of any
particular group of people are based on culture, not biology. The concept of “race” is a social
idea. It is not based on nature, but on our ideas about one another.
What is racism?
Racism is the belief that people from a particular racial or ethnic background are superior to
people from other racial or ethnic backgrounds.
Any time that you treat someone differently or unfairly simply because they have a different colour
skin, speak a different language, or come from a different culture, you are being racist.
Racist behaviour can take many forms, including:
 Physical acts of violence against a person or their property
 Written or verbal threats or insults (e.g. “hate” mail or “hate” email)
 Telling racist jokes/stories
 Calling people by racially offensive terms (e.g. “Chink” or “Paki”)
 Acts of exclusion (e.g. “forgetting” to invite the Aboriginal employee to an office party)
We are not born racist. There is no “racist” gene. Racism is acquired through social interactions.
As children, we accept the opinions of our parents and other adults as “facts”. As we mature, we
continue to be influenced by friends, co-workers, the media, and society in general. A child who
grows up in a home in which racist opinions are expressed as truths, or a teen who hangs out
with a peer group who have racist beliefs, may perceive racism as normal and acceptable. But it
is not!
Racist beliefs often lead to abusive or aggressive actions against members of another racial or
ethnic group. Some forms of racism are easily identified. For example, White Supremist groups
like the Ku Klux Klan (KKK) publicly declare that the white race is superior and that non-white
races are inferior.
Other forms of racism are less easily identified. In the 1960s, Stokely Carmichael, leader of the
Black Panther Party, defined Institutional Racism as “the collective failure of an organization to
provide an appropriate and professional service to people because of their colour, culture or
ethnic origin”. Examples of institutional racism include:

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Racial profiling by security and law enforcement workers
Use of stereotypical characters by institutions (e.g. sports teams with “Indian” mascots)
Stereotypical portrayals of certain racial groups in the media (e.g. TV shows in which the
“bad” guys are usually black or Latino, while the majority of “heroes” are white)
Organizational policies and practices which are biased in favour of, or against, certain
racial groups, making it more difficult for people from certain racial backgrounds to obtain
employment or advance professionally
What is workplace racism?
Workplace racism includes all actions, words, policies, and programs that offer an advantage or
disadvantage to people based on their skin colour, culture or ethnic origin. Workplace racism can
be overt or subtle, deliberate or unintentional.
Ask yourself some questions about your workplace (Flash activity)
Instructions: Answer YES or NO to each question.
Is the ethnic breakdown of your workplace similar to the ethnic breakdown of your
community?
Does your workplace have a clear protocol to follow if there is a complaint of racial
discrimination?
Do you believe that a complaint of racial discrimination would be dealt with effectively and
in a timely fashion?
Are ALL workers invited to work-related social events, like office parties?
Are all promotion possibilities advertised internally and externally?
Are there clear, written procedures for interviewing, hiring and promotion?
Do you feel that the workplace culture makes workers of ALL races feel included and
accepted?
Last screen should show number of answers for YES and for NO, and read…
“ If you answered NO to any of these questions, your workplace does not have the policies,
practices and environment necessary to equally support workers of ALL races, ethnic
backgrounds, and cultures.”
Tackling workplace racism can be challenging:
 As a manager/supervisor, you have cultural biases of your own which can affect how you
perceive and respond to various situations.
 Workers may not always recognize racist attitudes and behaviors in themselves and in
others.
 Workers that experience discrimination may be reluctant to complain because they are
intimidated by their harasser(s) and/or they do not believe that their complaint will be
dealt with effectively.
These challenges can be overcome through education and through the development and
implementation of appropriate policies and practices.
What is the first step to creating a positive, respectful workplace in which racism is not
tolerated?
The first step is AWARENESS.
Racism exists, to some extent, in each and every one of us, in our corporations, institutions, and
society. Racism manifests itself in many different ways. Ignoring racism will not make it go away.
As a manager/supervisor, you must be AWARE of policies, attitudes, and behaviors that create
barriers between workers – things that break down good working relationships.
IS THIS RACISM?
Bob has been with the company for many years. He is popular among his co-workers and
well-liked by customers. Bob is from Newfoundland, but he often tells “Newfie” jokes and
is the first one to laugh at the punch lines. He also tells jokes which make fun of people
of Asian descent.
Vern is a new employee. He is from Vietnam. Bob repeatedly tells jokes about Asians in
front of Vern. Elaine, the office manager, has noticed that Vern does not laugh, but he has
not actually complained. Elaine does not believe that Bob is being deliberately offensive.
How should Elaine respond to this situation?
A. She should speak to Bob, and “suggest” that he “tone it down” when Vern is around.
B. She should explain to Bob that his jokes are racist and unacceptable, remind him
of the company’s anti-racism policies, and clearly tell him that there will be
consequences if his behavior continues.
C. She should allow Vern some time to “get used to” the office environment and to Bob’s
sense of humour.
Answer: B Bob may not perceive his jokes as offensive, but this does not mean that they are
harmless. Bob is making Vern uncomfortable in the workplace and Elaine must respond to the
situation immediately. It is not enough to “suggest” that Bob “tone it down” because this leaves
Bob feeling as though he has a choice. Elaine needs to clearly explain that Bob’s jokes are racist
and that they will not be tolerated in the workplace.
What skills does a manager/supervisor need to deal effectively with racism in the
workplace?
To deal effectively with workplace racism, a manager/supervisor must:
 Be accessible and friendly. EACH worker should feel comfortable talking to the
manager/supervisor about incidents of discrimination.
 Be a good communicator. Workers must know what behaviors are acceptable and
what behaviors are unacceptable. The manager/supervisor must create clear, written
policies, communicate these policies verbally, and model appropriate standards of
behavior at all times.
 Be consistent and fair. For example: Do not tell workers that racist humor is
unacceptable in the workplace, but ignore racist jokes that are exchanged in the staff
lunch room or during a staff party.
 Be culturally competent. Take the training necessary to learn how to interact effectively
with people of different racial and ethnic backgrounds.
What steps must be followed to develop cultural competence?
STEP ONE
AWARENESS
Honestly identify and examine your own attitudes and how you react to people
who are “different” from yourself. When you can identify your own racial biases,
you will be able to identify the misconceptions that are at the root of those biases.
STEP TWO
KNOWLEDGE
Take time to learn about the history and culture of co-workers and clients. This
knowledge will help you to understand their perspective on issues and help you
to avoid offending them through your words and actions. For example: Although
the term “Indian,” is still widely used by the Canadian government, it is outdated
and offensive to First Nations people. When you take the time to learn about
First Nations culture, you are able to learn more respectful ways of addressing
First Nations people. Knowledge is an integral part of cultural competence.
STEP THREE COMMUNICATION SKILLS
Communication is the basic tool by which people interact. Communication is a
complex process, involving many things, like speech, written text, gestures, body
language, posture, facial expressions, and eye contact. Speech itself can
contain many elements like rhythm, intonation, volume, emotion, and stress.
People from different racial and ethnic backgrounds may speak different
languages. Even when they speak the same language, there may be differences
in how they communicate, both verbally and non-verbally, and in how they
interpret the verbal and non-verbal communication styles of others.
Click to view 5 WAYS TO IMPROVE YOUR COMMUNICATION SKILLS
 Slow down. Speaking too quickly increases the chance of
miscommunication.
 Allow the other person equal time to speak. This helps to avoid
misunderstanding and is an expression of courtesy and respect.
 Avoid slang and use humor cautiously.
 Mirror and match the other person’s body language and tone. For
example: If they are not “touchy”, allow them their space. If they speak
quietly, do not respond in your loudest tone.
 Remain open and relaxed and be sensitive to the person you are talking
to.
What strategies can a manager/supervisor use to create and maintain a workplace in
which ALL workers are treated equally and fairly, regardless of race?
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HAVE A CLEAR, WRITTEN ANTI-RACISM POLICY, WHICH INCLUDES A
COMPLAINT PROCESS AND CONSEQUENCES
A worker who feels that they have been the victim of racism should know who to speak to
about the problem and should feel confident that the problem will be investigated
promptly and effectively. Each worker should know that racist behaviors are
unacceptable and that there are consequences for such behaviors. Repeated and/or
severe behaviors must be dealt with firmly, with serious consequences, including
dismissal.
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DO NOT TOLERATE RACIST BEHAVIORS AMONG EMPLOYEES
It can be awkward to talk to a worker about inappropriate behavior. It can be easy to
minimize things and make excuses - “He’s really a great guy”, “She didn’t mean it to
sound like that”, “They were only joking”. But each time a manager/supervisor ignores
racist behavior, he/she sends the message to all workers, including victims, that racist
actions are acceptable.
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BE A POSITIVE ROLE MODEL
The ethnic make up of a workplace should be as diverse as the society outside the
organization. Do not allow racial or cultural biases to affect your decisions when hiring
and promoting workers. Treat each worker with equal courtesy and respect. Make sure
that all workers are offered equal opportunities to socialize with other workers. Do not tell
racist jokes or use expressions or labels which are derogatory to any worker.
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PROVIDE CULTURAL AWARENESS TRAINING TO ALL WORKERS
Racism is rooted in fear and ignorance. The more people understand about each other,
the less they are inclined to accept stereotypes and the more likely they are to have
empathy for each other.
ALL WORKERS SHOULD TAKE A GENERAL CULTURAL AWARENESS PROGRAM.
This program should:
o Explain the concept of culture
o Examine how cultural awareness promotes tolerance and effective
communication between people from different racial and ethnic backgrounds
o Provide practical communication strategies
It may also be important for workers to have SPECIFIC CULTURAL AWARENESS
TRAINING, focusing on a particular racial or ethnic group (e.g. Aboriginal Cultural
Awareness). These programs can help individual workers to gain the knowledge
necessary to breakdown stereotypes and develop empathy for members of a particular
racial or ethnic group, moving workers another step forward towards developing cultural
competence.
TESTING
1. People who are from the same race are likely to share the same ____________.
a. Skin colour
b. Blood type
c. Height
d. A, b, and c
Answer: a Race is associated with skin colour. The genes that determine blood type and
those that determine height are separate from those that determine skin colour.
2. ____________________racism is the collective failure of an organization to provide an
appropriate and professional service to people because of their colour, culture or ethnic
origin.
a. Overt
b. Institutional
c. Democratic
d. General
Answer: b Stokely Carmichael defined Institutional racism as “the collective failure of an
organization to provide an appropriate and professional service to people because of their
colour, culture or ethnic origin”.
3. Which of these incidents is an example of racist behaviour?
a. Having an office party and not inviting the Aboriginal employees
b. Telling racist jokes in the workplace
c. Spray painting a racially offensive word on the car of a black employee
d. A, b, and c
Answer: d Acts of violence, destruction of property, telling racist jokes, and excluding people
based on race, are all racist behaviours.
4. To become culturally competent, you must begin by developing ___________
a. Knowledge
b. Awareness
c. Tolerance
d. Communication skills
Answer: b Awareness is the first step towards cultural competence.
5. Which of these behaviours would NOT improve communication when speaking with
someone from another culture?
a. Slowing down your speech a bit
b. Telling lots of jokes
c. Using everyday words instead of slang expressions
d. Matching your body language to that of the other person
Answer: b Thinks that are funny in one culture are not necessarily funny in another culture
and may be considered offensive.
6. Which of these employees should have cultural awareness training?
a. An employee who gets along well with all coworkers
b. An employee that has recently immigrated to Canada from another country
c.
An employee that has had a complaint made against them for telling racist jokes in the
workplace
d. A, b, and c
Answer: d ALL employees should have cultural awareness training.
7. The complaint process to follow in order to report an incident involving racism
should be described in the organization’s written ______________.
a. Anti-Racism policy
b. Employee Training policy
c. Terms of employment
d. Occupational health and safety policy
Answer: a All organization’s should have a clear, written Anti-Racism policy, which includes
a complaint process and consequences.
8. A racial group is a group of people who are identified based on their
_____________.
A. skin colour
B. Nationality
C. Ethnic origin
D. A, b, or c
Answer: d A racial group is a group of people who are identified based on their
skin colour, nationality, or ethnic origin.