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By Andrew Lee (he/him)
On Friday, NBC reported on a Glassdoor survey, which found the primary reason workers are excited to return to their workplaces is the opportunity to socialize with their coworkers (GlassDoor). But for employees of color, workplace socialization and communication are often taxing rather than restorative.
When one Black web developer learned of plans to work in-person again, she thought back to the “snide remarks, almost always about race” she endured before a year of remote work. “Some of it was intentional. Most of it was. A little of it was just sort of unconscious. All of it just wears on you. I was really upset.” Rather than return to her office to face more “jokes” about affirmative action and boats back to Africa, she decided to quit (NBC).
The microaggressions faced by employees of color include bigoted jokes, backhanded “compliments,” and offensive nicknames (BuzzFeed). See our previous piece on microaggressions. The psychic toll of such exchanges mean that workplaces can feel very different for white people and people of color. 21% of white workers wish to return to the office. In contrast, only 3% of Black workers want to do the same (Future Forum).
White workers are seven times more amenable to returning to office work than their Black colleagues because “they don’t have to deal with the microaggressions we do,” said marketing and public relations specialist Crystal Lowe. “Who wants to work in the office? I’d rather clean up dog poop” (NBC).
“Working from home has provided a sense of freedom from that,” explained Joseph B. Hill, managing partner of a diversity, equity, and inclusion firm. “But what this has highlighted is that some bold and courageous conversations have to take place inside these offices to make them welcoming for Black people” (NBC). Maybe your job is considering a return to in-person work. Perhaps your job falls within the half of American jobs that can't be performed remotely (Global Workplace Analytics). In any case, the wild disparities in attitudes towards returning to the office between Black and white workers demonstrates the urgency of starting such “bold and courageous conversations” in workplaces of any kind.
We should all feel compelled to intervene when we witness microaggressions on the job, especially those that don’t affect us directly. It can be tempting to avoid responsibility by second-guessing yourself about what you witnessed. You may wonder if you heard it correctly, if you have the authority to respond, or what the negative consequences might be for you should you decide to get involved (DiversityQ). But if a workplace is good for you only in equal measure to it being harmful to your coworkers from marginalized backgrounds, you’re already involved. In each instance, we all need to question, interrupt, and denounce discriminatory behavior while supporting those against whom it is directed. Rather than creating a culture of blame, responsible bystander intervention instead “creates a culture of accountability, and one that doesn’t tolerate harassment, microaggresions, or discrimination of any kind” (Idealist).
Ultimately, rooting out workplace racism requires structural change, as well. Workers of color also face longer commutes than white workers (Grist) because of economic inequalities, housing market racism, and gentrification (Teen Vogue), so returning to work in-person requires a greater sacrifice of unpaid commuting time each week for non-white workers. In the workplace, equity may require systemic changes like labor protections for marginalized workers (The Progressive, UCLA) and initiatives to create actively anti-racist workplaces at all levels (Times Up). We should demand that the places we work view anti-racism as integral to the work itself, and we should insist on racial, economic, and housing justice in the places we live. But while we should advocate for large-scale change, we don’t need to wait for it to take action ourselves. We can look the other way in the face of workplace microaggressions, or we can instead choose to advocate for ourselves and coworkers of marginalized backgrounds. We have a collective responsibility to uproot workplace racism.
Key Takeaways
Just 3% of Black remote workers want to return to the office, compared to 21% of their white peers.
Many workers of color face racial microaggressions at their jobs from co-workers and supervisors alike.
We need to take the initiative to disrupt racial microaggressions whenever we see them, including on the job.