Once a month, I answer a reader-submitted question about navigating the intricacies of race in the workplace. If you have a question for me, email team@newdemographic.com and write “Ask Carmen” in the subject line.

I can’t guarantee that I’ll answer your question, but you always have a better shot by making your question relevant to other readers, and making sure it’s one I haven’t answered in the past.

By Carmen Van Kerckhove

Q: I was recently asked to chair a languishing diversity committee at my medium-sized nonprofit. Despite the obvious challenge of having to find ways to re-energize the group, I’m excited about taking on the project and have loads of questions for you.

What are some good starting goals for diversity committees, both short and longer term? How should a diversity committee fit into the larger whole of an organization? What recommendations can you make for building relationships that will integrate diversity into the larger work of an organization or company?
Anna in Minnesota

A: Sounds like you have quite a challenge ahead of you! Here are some general principles to keep in mind as you get started.

1. Understand the limitations of the committee
Before you try to take on anything, determine the power of your committee. Can it authorize initiatives, or only recommend them? If it can recommend only, who in the organization will be the person to make the final decision? Before you invest time and energy in spearheading initiatives, it’s important to know whether or not you actually have the power to green-light them. » Continue reading “How to Start a Diversity Committee: Best Practices Every Organization Should Know”

Once a month, I answer a reader-submitted question about navigating the intricacies of race in the workplace. If you have a question for me, email team@newdemographic.com and write “Ask Carmen” in the subject line.

I can’t guarantee that I’ll answer your question, but you always have a better shot by making your question relevant to other readers, and making sure it’s one I haven’t answered in the past.

By Carmen Van Kerckhove

Q: I work at a dental school and though officially I’m a Spanish interpreter, my role has morphed into an all-around “diversity” specialist, simply because I speak Spanish and English.

You talk a lot about organizations paying only lip service to diversity, but our school isn’t even doing that. If anything, many members of our faculty and administration are actively avoiding any attempts to address diversity. In some cases, they’re actually openly hostile to the idea.

Too many members of our dental faculty and administration regularly exhibit offensive (and even illegally discriminatory) behavior when they communicate with patients of color, setting a terrible example for their students. And there is rampant racial inequity in the workplace, with people of color almost exclusively in support roles.

I want to create change, but I don’t even know where to begin. It just seems so overwhelming. What would you suggest I do?

–“Roberta” in North Carolina

A: Although I’m not a big fan of threatening anyone into compliance, in this case I think a response you may have to consider is, “If you don’t wise up, you’re going to get sued at some point, probably sooner rather than later.”

Since the discrimination at your school is obvious and they’re not even pretending to care about diversity, it doesn’t sound like the people you’re dealing with will respond sensibly to a gentler approach. If you want them to get the message loud and clear, you may need to make a case about potential malpractice lawsuits due to discriminatory behavior and/or practices.

Here are a few ideas to consider:

1. Build a case for how the school is doing itself a disservice in failing to equip its students with the necessary diversity knowledge.

It’s quite likely that one of your school’s main goals is to train successful dentists who achieve profitable practices of their own.

If so, make this case: Dentists who display racist tendencies among patients and employees of color will fail in a nation that is quickly changing from a white majority to a majority of people of color. » Continue reading “How can I create change when my organization is openly hostile to diversity?”

Once a month, I answer a reader-submitted question about navigating the intricacies of race in the workplace. If you have a question for me, email team@newdemographic.com and write “Ask Carmen” in the subject line. I can’t guarantee that I’ll answer your question, but you always have a better shot by making your question relevant to other readers, and making sure it’s one I haven’t answered in the past.

By Carmen Van Kerckhove

Q: I work in an organization that does great stuff to help those facing mental illness and their families: deal, learn and advocate.

That being said, I am one of only two employees who identify as people of color. We also happen to identify as queer. There are 21 people who work here. The organization has grown from a 2-person outfit to its present size in just 5 years.

We have funding to work in communities of color, but communities of color are reluctant to work with us. I have tried explaining that communities of color often don’t trust perceived white organizations, especially if the organizations haven’t done any cultural competency work.

It is an integrity issue to me: if you take money to work in communities of color you should know something about that group…but that is a whole other can of worms.

Do you have any ideas on how I can get my wonderful organization to see that by not doing work on race, they are contributing to the institutional structure of racism?

–RA in Minnesota » Continue reading “How do I convince my non-profit that it needs to improve its cultural competency?”

by Carmen Van Kerckhove

Once a month, I answer a reader-submitted question about navigating the intricacies of race in the workplace. If you have a question for me, email team@newdemographic.com and write “Ask Carmen” in the subject line. I can’t guarantee that I’ll answer your question, but you always have a better shot by making your question relevant to other readers, and making sure it’s one I haven’t answered in the past.

Q. As a white person who sees a competent co-worker of color being discriminated against in some way, what can I do to help set things right?

A. In this age of CYA (cover your ass) diversity training, many people have learned how to hide their racism at work. As a result, it’s often only white people who hear, without censorship, what other whites really think about people of color.

The sad fact is, in a situation of discrimination, a white voice can carry more weight than that of a person of color. That’s because claims of racism are often written off as someone trying to “play the race card” to get ahead at work.

When white people stand up for their co-workers of color, it can send a powerful message. But before you jump in, there are a few things you want to look out for…

1. Don’t make the mistake of unilaterally becoming a knight in shining armor and rushing in to defend your co-worker without his or her permission.

If you feel certain that your co-worker (let’s call her Stacy) is being discriminated against because of her race, take her aside and see if she is feeling what you are about her situation.

If Stacy is obviously uncomfortable discussing the situation with you, just back off. Remember, it’s a delicate situation and she may have compelling reasons for not wanting to rock the boat. Or she may be aware of the situation but is handling it her own way without your knowledge. Or she may simply not trust you, having been burned in the past by other colleagues who did more harm than good when they tried to help. Whatever you do, don’t take it personally if she reacts badly.

But if Stacy agrees with you, offer to speak up for her and see how comfortable she is with the idea. Make it clear that you’re offering your help not because you don’t think she can handle the situation herself, but because you want to show solidarity with her as a friend and colleague.

2. If you have your colleague’s consent to intervene on her behalf the next time discriminatory behavior happens within your hearing, handle the issue the moment it happens.

If you find Stacy’s supervisor shutting down when Stacy offers input, say something like, “Oh, I think that’s a terrific idea, Stacy! I can really see where what you propose could benefit us in a number of ways” (and enumerate them). If someone steals Stacy’s ideas and claims them as their own, step in immediately with something along these lines: “Yes, I thought that was a great idea when Stacy first presented it.” » Continue reading “What can a white person do about racism in the workplace?”