Insights
Apr 1, 2025
Everyday Racism is Everyone’s Business: How to Take Meaningful Action
March marked Anti-Racism Month— an important reminder for us all to pause and reflect on how we can genuinely tackle racism in our everyday lives. But addressing everyday racism isn’t limited to one month alone—in fact, genuine commitment to anti-racism means keeping the conversation alive all year round.
Let’s be real: racism isn’t always loud or blatant. In Ireland, as elsewhere, it's often subtle, showing up as offhand comments, casual stereotyping, or quiet biases in how we treat colleagues. These small, everyday moments—sometimes called microaggressions—can slowly erode trust, confidence, and a sense of belonging, creating workplaces where not everyone can thrive equally.
So, what can you, as DEI and HR professionals, managers, and colleagues, actually do to address everyday racism? Here are some practical, down-to-earth strategies you can start applying immediately.
First: Recognise It’s Happening, Even If You Don’t See It
Everyday racism often flies under the radar, especially if you haven’t experienced it yourself. It’s crucial to accept that it exists even when it isn’t visible to everyone. Research from the Harvard Business Review tells us that experiencing microaggressions can cause a significant impact on their physical and mental health for employees. It can look like:
- Jokes or comments about someone’s accent or name.
- Assumptions about someone’s abilities based on their race.
- Consistently mispronouncing someone’s name without effort to correct it.
- Excluding colleagues from conversations or opportunities unintentionally.
Simply acknowledging that these actions have real consequences is an important first step.
Step Up with Everyday Courage
It might feel uncomfortable to speak up against subtle racism, but silence allows these behaviours to become normalised. Practising everyday courage means gently but firmly addressing microaggressions when they happen:
- Name it calmly and clearly: “I noticed what you said there—can we chat briefly about why that might be problematic?”
- Use gentle education: “You might not have realised, but comments like that can make people feel isolated.”
- Support your colleagues: Privately check in with someone who might’ve been affected to show you noticed and care.
Taking a moment to address these incidents respectfully can transform workplace culture significantly.
Lead with Authenticity and Accountability
Managers and team leaders have a special role in creating inclusive spaces. Your actions can set the tone for what's acceptable, so it’s important to model accountability by:
- Publicly owning mistakes: If you inadvertently commit a microaggression, apologise sincerely and openly. This makes it easier for everyone to do the same.
- Encouraging open feedback: Invite team members to safely raise concerns about racial bias, and genuinely listen to what they say.
- Reflecting on your biases: We all have them. Regularly take time to consider how unconscious assumptions might influence your decision-making.
Authenticity builds trust, and accountability shows a genuine commitment to anti-racism.
Build Everyday Anti-Racism into Your Culture
To truly embed anti-racism in your workplace, your efforts need consistency and longevity:
- Regular, meaningful training: Beyond the basics, provide ongoing anti-racism training that’s practical and relatable—training that empowers people to genuinely grow.
- Celebrate cultural diversity year-round: Don’t wait for special months to acknowledge diversity; instead, regularly spotlight stories, celebrations, and contributions from employees of diverse backgrounds.
- Create clear reporting channels: Make sure employees know exactly how and where to report racism, and ensure these reports are always addressed respectfully and swiftly.
Keep Conversations Open and Safe
Creating psychologically safe spaces for dialogue means colleagues from all backgrounds can openly share experiences without fear of judgment or defensiveness.
- Normalise conversations on race: Avoid treating race as a taboo subject. Open dialogue reduces discomfort over time.
- Facilitate genuine sharing: Offer regular opportunities (like informal check-ins or structured sessions) where people can safely discuss their experiences and perspectives on race and identity.
Don’t Forget: Small Changes, Big Impact
Addressing everyday racism doesn’t always mean grand gestures or complicated policies. Usually, it’s the little shifts in daily behaviours that make the biggest difference. Choosing to speak up in small moments, educating yourself continuously, and committing to personal and collective growth will steadily shift your workplace culture towards genuine inclusion.
Anti-Racism Month is an excellent opportunity to kickstart these changes, but remember, it’s your everyday actions—big and small—that truly create a lasting impact.
Discover more with our training on “Embedding Anti-Racism in the Workplace”: https://www.gormmedia.com/services.
Aniruddha Methi (she/they) is an Erasmus Mundus scholar and trainee Social-Cultural Psychologist. She is committed to advancing systemic equity, inclusion, belonging and social justice for oppressed communities, actively incorporating an intersectional lens. Aniruddha brings over 2 years of dynamic experience across India, Canada, Ireland, and Portugal in results-driven project management, onsite and remote coordination of multicultural teams, and administration for national NGOs and psychology laboratories. Fluent in English and Hindi, she is robustly equipped to engage with diverse stakeholders and cultivate impactful DEI and intercultural competence initiatives in organisations.
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