Three ways to disrupt colorism in the workplace.
Learn to identify and disrupt colorism.
First, audit whether your team or organization reflects the full diversity of society — in terms of race and gender, but also skin tones. Reflect on your team’s dynamics. Who gets the customer-facing or more visible opportunities? Are darker-skinned team members part of them? This also applies to hiring new employees.
Second, unless it’s deeply pertinent to work, people should avoid discussing or making observations about a colleague’s skin color. My white peers often compliment me on my “tan” when I return from a vacation in the sun.
I can’t overstate the importance of identifying these biases in the first place to be able to address them. This applies to anyone who has lighter skin — I’ve had to educate myself and become aware of it as much as white peers, too. If Meera’s manager had been educated on colorism and observed the discriminatory team dynamics, they would have been able to disrupt the bias she faced, and she might have stayed with the organization.
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