Racism is a safeguarding issue- Beyond the bias- by Emily Mitchell
An incredibly important piece from the experiences and expertise of RLB Consultant Emily Mitchell from RiseStrong Consultancy.
A huge thank you to Emily for allowing us share her some of her insights into such an important safeguarding issue and also elements of her resource. Full resource link at the end of this piece.
Racism is a safeguarding issue?
As a woman of colour, I have spent my life managing the pervasive reality of racism. However, it wasn’t until 2020, following the murder of George Floyd, that I fully began to grasp the profound impact racism has had on my life. I started to recognise how this trauma is held within my body, influencing how I function daily. Whether it's how I navigate the world, interact in the workplace, or even experience national celebrations like the Euro's or World Cup, the mental and physical reactions are undeniable.
In the past, I often found myself caught in these exhausting debates with loved ones and friends about race. I felt like I had to constantly justify my own experiences, explaining over and over why certain situations were indeed racist. It was as if I had to know everything, all the time, just to defend my perspective. And sometimes, the worst part was when I hesitated to address the racial undertones in conversations, putting their comfort above my own. I’d feel this nagging embarrassment about 'calling out or in' their racism, biases, or microaggressions. I didn’t want to be seen as the troublemaker or as having a 'chip on my shoulder.' This avoidance over the years took a toll on my mental well-being, which I never truly acknowledged. It was like I was constantly carrying this heavy weight of not being able to be my authentic self in many spaces, watching what I say, not being too combative when it came to topics about race.
Growing up as a mixed-race woman in a predominantly white family only complicated things further. I struggled with a sense of belonging and often felt like I had to navigate these conversations alone. Then came 2020—what a year that was. It was like having 20/20 vision, suddenly seeing everything with clarity. I found my voice on issues of racial inequality. I had always felt these issues deeply but had never had the courage to speak up before. I realised that staying quiet and shrinking myself was no longer an option. I wanted to safeguard not just myself, but others too. The journey hasn’t been easy or straightforward, and it’s exhausting at times, but in the past four and a half years, I’ve never felt more like myself.
We all have a duty to make sure people are free from harm, and we understand that harm can take many forms. Yet, it often lacks an anti-racist perspective. So, let’s take a moment to really dive into what safeguarding means, and how we can all play a part in making sure it includes a commitment to combating racism and ensuring everyone can be their authentic selves.
None of us would argue that racism isn’t harmful, and anyone experiencing it should be protected.
So why do Black and Brown people often struggle to convey the long-term damage racism inflicts on our bodies?
Why are we met with platitudes that offer little help?
Why is racism not recognised as part of the definitions of harm that people understand?
Why are there not enough studies exploring the impact of racism on the mind and body?
So, let’s bring it back to the core of our conversation—racism is absolutely a safeguarding issue. It’s not just about hurt feelings or isolated incidents; it’s about the profound mental health impacts on those who experience it daily. Racism affects how people function in their day-to-day lives, shaping their interactions, decisions, and even their sense of self-worth. The impact of racism doesn’t stop with the person who directly experiences it—it ripples out to everyone they come into contact with.
Strategies of Support and Action
Proactive Workplace Policies: Workplaces must take a more proactive approach to their anti-racism policies. It's not enough to have a policy in place; it must be managed and implemented correctly. This means seeking consultation from companies and organisations that specialise in anti-racism work. Authenticity is key—avoid falling into the trap of performative actions, such as token gestures during Black History Month. Instead, embed anti-racism into the very fabric of your organisation’s culture.
Reflect on Equity: Ask yourself critical questions: Do you believe in equity? What does equity mean to you? How do you show up daily for Black and Brown people? Consider where and how you can use your influence to bolster support. It's crucial to recognise that simply not being racist is not enough; true change comes from actively being anti-racist.
Education and Awareness: Education is a powerful tool in combating racism. Consider booking a session with RiseStrong to learn what it means to be anti-racist, understand the history of racism, and why it continues to have such a profound impact today. As Bob Marley wisely said, "If you know your history, then you know where you're coming from."
The Economic Cost of Racism in the Workplace: Racism in the workplace is not only a moral issue but also a significant economic one. A 2020 study by the Centre for Economic Performance at the London School of Economics estimated that racial discrimination costs the UK economy £24 billion annually. This staggering figure reflects lost productivity, higher turnover rates, and the mental and physical stress that racism imposes on employees. The stress caused by racial trauma can lead to burnout, reduced job satisfaction, and increased absenteeism, all of which negatively affect both individuals and businesses.
Diet: What do you consume? What books have you read, where do you get your sources from? Explore articles, Attend workshops on diversity and inclusion. It’s all about understanding the issues and being aware of your own biases. Share these resources with colleagues and suggest team-wide training sessions.
Terminology
Intersectionality:
According to the Oxford Learning Dictionary, it’s about the network of connections between social categories like race, class, and gender, especially when these overlap to create more layers of disadvantage or discrimination. The term was coined by Kimberlé Crenshaw, who explained how different aspects of our identity—like being a woman, a person of colour, or someone from a lower socioeconomic background—can intersect and compound the discrimination we face.
For example, think about a black woman working in a corporate setting. She might face sexism because she’s a woman, and racism because she’s black. But her experiences aren’t just a sum of these two things—they’re unique to the fact that she’s navigating the world as both. The tricky thing is, people sometimes misunderstand or oversimplify intersectionality, thinking it’s just about adding up different forms of discrimination. But it’s more about understanding how these different social categories work together to create unique experiences. So, when we talk about intersectionality, we’re really talking about the need to see the full picture of someone’s life and experiences, not just bits and pieces. And it’s crucial, especially if we want to address inequality in a meaningful way.
Micro Aggression:
Where are you from? No, I mean, where are you really from? Ever heard this one before? It's a classic example of a microaggression. It might seem like an innocent question, but what it’s really saying is, “You don’t belong here,” or “You’re not really from the UK, are you?’ These kinds of comments can be subtle, and sometimes people don’t even realise the impact they’re having. But whether it’s intentional or just coming from a place of ignorance, it still stings. Microaggressions often come wrapped in bias and preconceived notions, sometimes stemming from a lack of historical understanding or just a failure to grasp how harmful these comments can be.
If you see microaggressions happening, whether in your personal life or at work, don’t just let them slide—speak up. The word "micro" doesn’t mean they have a small impact. Quite the opposite—they hurt, and they can chip away at someone’s sense of belonging and self-worth. So, let's be more mindful and make an effort to understand the real impact of our words and actions.
Unconscious/Implicit Bias:
Unconscious or implicit bias is something we all have. These biases are ingrained deep in our brains, often operating below the surface, so much so that we might not even realise they're there. Our brains use stored information from our life experiences to assess situations—like when we're walking to the shop late at night, our brain instinctively calculates how to stay safe.
However, these stereotypes are not always accurate. The problem arises when these biases negatively impact someone based on their gender, religion, sexuality, or race. That’s when it becomes harmful. But there's a way to counteract this: we can start by paying attention to our biases.
Ask yourself where they came from? Do you want to change those perceptions? Interacting with people who have different life experiences from your own can also broaden your perspective and help reduce the implicit biases you hold.
As we reflect on the steps needed to move forward, let us remember the words of Dr. Martin Luther King Jr-
"Injustice anywhere is a threat to justice everywhere."
This quote reminds us that the fight against racism is not just the responsibility of those who experience it, but of everyone. We all have a role to play in creating a society where equity and justice are the norms, not the exceptions.
Want to know more about our anti-racism training courses- ran by Emily? Contact us and reference Anti-Racism Training
Course Information
2 hour course
Aims:
This course will help you to understand how to raise awareness, nurture and reflect, build skills, and promote action for anti-racism within the workplace. Supporting employers and employees to plan, recognise, and respond effectively within the business to protect your employees and colleagues.
Creating safer workplaces and people!
Unit 1- Raising Awareness- The historical context of racism, and how it manifests in society and the workplace.
Unit 2- Nurturing Reflection: Reflecting on our own biases, privileges, and responsibilities in combating racism.
Unit 3- Building Skills: Practical tools and strategies for challenging racism, inclusivity, and promoting diversity in the workplace.
Unit 4- Promoting Action: Empowering you to take concrete actions to address racism, advocate for change, and create a more equitable workplace culture.
If you would like to download a copy of Emily’s full pdf resource please click here
Resources and Signposting