Let’s Stop Playing and Address Workplace Racism with Policy + Repercussions

Raise your hand if you’re tired of racially charged microaggressions, macroaggressions, inappropriate “jokes,” harassment, and flat out tom foolery in the workplace. Oh, you too? Please check on your Black professional friends. There are so many instances where we can’t always knuck in response to bucks and we are not ok.

Of my own experiences, we’ll speak a little bit later. Let’s not make the block too hot. It is absolutely wonderful more workplaces are devising anti-racist rhetoric and even policies to boot; creating plans for reporting racial discrimination to HR and even offering up ideas on potential consequences. My issue is this: why are the ideas predominately ideas instead of actions? Why are they potential? I need them joints to be kinetic.

Policy is of the utmost importance because it does help evoke change. Racists, white supremacists, and the like do not care about feelings. They care about circumstances that interrupt their money, autonomy, legacy, and therefore, their manner of perpetuating white supremacy. Any policy that threatens those key elements definitely helps people shape up and at least hide their racism while at work. You threaten suspension or even termination? Oooooweee! Black people start looking real noooooiiiiice. To me, the point of policy is not to change someone. It’s to make someone think twice about acting 10 shades of crazy. Racist ideology is something that is IN someone. Similarly, the goal of any form of remediation based on cultural competency is not meant to change someone. It’s to make someone reflect. Maybe it’s even to inconvenience someone the way racist views inconvenience so many on a daily basis. At the very least, anti-racist policies and accompanying remediation plans should make it so Black folks and other persons of color can go to work, do their work, and be left alone to do it.

I, along with an amazing group of people, have definitely advocated for anti-racist policies at my workplace and I’m so proud to say we now have an updated, widely disseminated procedure on how exactly to report racial discrimination. There is a stepwise process and even recommendations on what may happen to someone who faces allegation. I think it’s wonderful and something that should be present especially at the institutions committed to “serving the underserved” while posting Black Lives Matter signs everywhere. The fact that many institutions do not have these policies in place—as simple as they are—is absurd. So many workplaces do not widely publicize, streamline, or even update procedures for reporting. I mean…are we even surprised?

Now what about the consequences? Through the years, I have seen even the most (seemingly) well-meaning of “liberals” do not want strict enforcement of consequences for racist behavior. So many want to reserve the right to “live and learn” all the while (consciously or unconsciously) wreaking havoc on entire communities of people. This is especially so in the field of medicine—a field that should have absolute zero tolerance for racism. We are dealing with human life here. What an understatement. That’s exactly why a slap on the wrist or a good talking to is not good enough. If you are racist and crazy, you should not be able to work among communities of color. Period. It’s not a difficult concept to grasp. Why do racists insist on working in communities of color at those federally qualified health care centers (FQHC)? Two words: loan repayment. People know what’s up. Predominately white, affluent neighborhoods are not the ones with a surplus of health centers that qualify as sites for the widely coveted 10 year physician loan repayment plan. Not our patients’ problem.

A major consequence that I think is of the utmost importance is documentation of racism-related allegations on permanent work records and final evaluations. It’s simple. It’s to the point. It’s effective. And, again, it will absolutely make people think twice before acting out. I’m talking a simple question with a yes or no check box on an evaluation form. “Has this employee faced investigation and/or completed remediation for allegations of workplace racism? Yes or No?” And I do think reporting should be mandatory. One may ask, “If someone completed remediation for allegations of racism, why do we need to report the incident?” Remediation is not the equivalent of rehabilitation. Again, a few hours of cultural competency training + a reflective essay or two may cause someone think, but that short window of time is not likely to change heart posture, attitudes, practices, and beliefs. Reporting is necessary so future employers have a picture of the entire person. Historically, communities of color have not been the best gatekeepers; allowing those who mean them harm into their very communities. Mandatory reporting would absolutely assist with gatekeeping and protection of community members. If I’m the health director of an FQHC in a Black community and I see that kind of documentation come across my desk, I’m moving on to the next applicant. And my patients will be the better for it. When it comes to assessing the entire person in the field of medicine, we definitely do not skimp on reporting numbers and test scores. Ask me how I know. When I failed STEP 1 and eventually passed, did the powers that be suggest we only report my passing score? NOPE! Residency programs were required to see ALL of my scores. Yes, the scores limited my job opportunities. Yes, they limited my number of interviews, but I had to deal. Why? Because it was a consequence of me failing that exam. Similarly, those who are reported and/or must complete remediation for racist behavior should have an evaluation/record that says as much. Pedophiles cannot go within a certain radius of school districts even after completing jail time. If anyone even murmurs sexual harassment, all of the Me Too Movement is ready to fight. But racist folks can go post up in Black communities and other communities of color and have roles that directly impact peoples’ lives? No.

It’s beyond time for workplaces to really dig deep and take racism more seriously. Policies and rhetoric are just not enough. Concrete repercussions should absolutely be written into evolving policy. THAT is what will truly evoke change. Take heart, y’all. And if you have the bandwidth, advocate for such change as much as you can. If you do not, understand that is more than ok. It is not your job to do your job and make your workplace do right too.

I’m off to enjoy my 3 day weekend. That Pediatric ED life is hitting quite nicely. Have a great weekend, y’all!

“If you want changed behavior, change the policy.” – Anya Bazzell, MD, MPH, MS

xx,

Photos by Sweetie Mensah

Preset by Tina Smith