Want to Stop Racism? Start With Yourself
Lots of talk these days about who is racist and who is not. Given that today is Martin Luther King day, it’s important to focus on our role in creating a better world.
As I have written before, I have never found tossing around the racist label to be very useful.
http://www.workplacesthatwork.com/newsletter/feb13-2017.php
“…make sure that you are an active bystander, not a passive participant.”
Usually, that word simply backs people into their corner and makes them much less likely to listen to what you are saying. It’s much better to focus on describing specific behavior and discussing whether it violates the law or your organization’s policy or values.
Yet there is another specific thing that you need to do: make sure that you are an active bystander, not a passive participant.
We all have a responsibility to do our part to make sure that all people are treated with the respect and dignity they deserve.
 If you are a leader, you have an obligation to intervene in the moment. If it is a large group, simply say that the comment or behavior is inappropriate and then speak to the individuals privately later on. Be clear about whether it is a violation of law, policy or values and document the discussion. Severe behavior should, of course, be reported to HR.
If you are simply a bystander with no management authority, you still have a moral – if not a legal – responsibility to intervene. Here are some suggested responses:
- Clarify what you heard: “I think I heard you say ___, is that true?” “Did you mean ____?”
- Ask for more information: “I’m puzzled about what you’re saying, can you explain?” “Did you think that was funny?”
- Remind them of your values: “At this organization, we don’t say things like that. Could we change the subject?”
- Admit your own experience or lack of education: “I used to feel that way too, then I realized ____.”
- Affirm your own opinion about the behavior: “I think it’s wrong to stereotype or generalize about a group of people.”
- Appeal to the speaker’s reputation: “I always thought of you as a person of integrity and fairness. It surprises me to hear you say that.”
- Explain the impact: “Your comment is hurtful.”
- If you can’t think of anything in the moment: “Ouch!”
 Did You Know
All of our classes on harassment, discrimination, diversity and inclusion cover discussions on how to intervene and be an active bystander.
Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com
Learn more about our training offerings and check out our team members at:
Be sure to read Lynne’s book “We Need to Talk” – Tough Conversations with Your Employee and learn how to tackle any topic with sensitivity and smarts.
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January 15, 2018
