Unraveling Systemic Racism: Challenges and Resistance for BIPOC Leaders in Canada
The problem of institutionalized racism has been a focal point of public and political debate for quite some time. Despite the widespread familiarity, the term's nuanced meaning is frequently downplayed. For Black, Indigenous, and People of Color, this racism is deeply ingrained in our society's institutions and practices, resulting in insurmountable hurdles (BIPOC). Canada has a long history of institutional racism that even the most progressive leaders and management must confront and combat. This essay will examine the manifestations of systemic racism in Canada, the reasons for its persistence, and the obstacles faced by people of color in leadership positions.
By definition, systemic racism is the bias embedded in the framework of social institutions that leads to economic, social, occupational, and health inequalities between groups of people based on race. It is usually unnoticed, embedded deeply within social structures, and can persist even when no one is actively racist. Systematic racism in Canada frequently takes the form of obstacles to employment, political participation, and leadership roles for people of color.
The Canadian workforce is a microcosm of institutional racism since people of color are underrepresented in positions of authority. Although people of color comprise more than 20 percent of Canada's population, the Canadian Centre for Policy Alternatives found that only 4.5 percent of leadership posts in the country's top 100 publicly traded corporations were held by people of color in 2020.
Despite efforts to diversify Canada's top executive ranks, systemic racism remains a problem. One of the leading causes is that those in power do not recognize and comprehend systemic racism. Many businesses falsely believe in the meritocratic ideal, wherein those who work hard will inevitably rise through the ranks. But this disregards the racial inequalities that keep people of color from enjoying the same privileges as their white peers.
Unconscious bias has a crucial role in maintaining systemic racism. Those who "fit in" or conform to current norms, often dictated by the prevailing culture, are often favored in recruiting and promotion decisions based on unconscious prejudices.
Finally, people who profit from the status quo are typically the most resistant to change. Those at ease with the status quo may resent efforts to make the community more egalitarian and welcoming. Microaggressions, overt acts of discrimination, and outright hostility are all ways in which people of color (POC) face pushback when they aim for positions of power.
The opposition to systemic change is not a purely Canadian problem; it exists everywhere. Canada's history, with its maltreatment of Indigenous peoples and ongoing racial injustices, gives this problem a unique twist.
Systemic racism in leadership can only be adequately addressed after the problem is recognized and acknowledged. Furthermore, deliberate action is required, such as introducing diversity and inclusion efforts, requirements of bias training, and developing mentorship and sponsorship programs explicitly catered to people of color. It's also essential to try to hear, learn from, and respect the perspectives of people of color who work for you. Recognizing and addressing systemic racism are prerequisites to eliminating it.
Systemic racism is not an intractable problem, despite the difficulty of the road to transformation. Together, we can create a society where people of all backgrounds are valued and respected, and everyone has a fair shot at leadership positions. If we want to see our community thrive and reach its full potential, change is feasible and essential.
Let's dig deeper into what leaders in Canada are doing to tackle systematic racism and what actions they can take to end it.
Educating oneself and others is the first step in combating institutional racism. Those in positions of power in Canada should educate themselves on the lived experiences of Black, Indigenous, and People of Color (BIPOC), including the effects of residential schools on Indigenous communities, the persistence of anti-Black racism, and the particular difficulties faced by racialized immigrants. Systemic racism, its dynamics, and how it might be unwittingly upheld are all topics that should be addressed in the classroom. This information must be disseminated throughout the company, perhaps through in-house seminars or training sessions.
Second, businesses should adopt open recruitment policies. Employers should promote diversity and hire for 'cultural add' rather than relying on 'culture fit,' which can perpetuate homogeneity. That is, they need to consider how the candidate's background, experiences, and talents will complement those already on the team. In addition, deleting personal information from resumes can aid in reducing the prevalence of unconscious bias and increase the recruiting process's fairness.
The second important factor is the availability of mentorship and sponsorship programs for BIPOC workers. Sponsorship differs from mentoring in that it entails more than passively supporting an employee's efforts to rise through the ranks. Programs like these can aid people of color in understanding the nuances of their workplace, allowing them to break through glass ceilings and connect with influential people.
Furthermore, all employees must have equal and fair access to training and development programs. Regardless of background, everyone should have equal access to leadership programs, skill workshops, and growth opportunities.
Lastly, businesses must have robust accountability structures. To achieve this goal, companies should conduct frequent audits of diversity, pay equity, and promotion rates and guarantee that employees have a way to report prejudice or bias anonymously. Leaders should make a public pledge to establish quantifiable diversity and inclusion objectives and be held accountable for achieving them.
Canada is taking action to combat systematic racism, despite the difficulties that still lie ahead. For instance, in 2019, the federal government unveiled an anti-racist policy that includes funding for community activities and public education and establishing a secretariat dedicated to combating racism. There are also internal diversity and inclusion efforts being made by some businesses.
Still, there is more to be done. Systemic racism cannot be eliminated without concerted, long-term efforts by society. Leaders in Canada can create a more equitable and prosperous nation if they prioritize diversity, respect the dignity of all people, and work to eliminate discrimination.
Let's analyze some Canadian success stories that can serve as models for other organizations and investigate the function of public policy in combating systematic racism.
Canada's organizations and leaders have advanced considerably in the fight against institutional racism. The Immigrant Employment Council of the Greater Toronto Area is one such organization (TRIEC). Recognizing the systemic challenges that talented immigrants confront in the employment market, TRIEC has been working to solve the underutilization of their talents since 2003. With the help of their Mentoring Partnership, thousands of immigrant professionals have been matched with industry experts, leading to dramatically increased employment rates for mentees.
Credit union Vancity, headquartered in Vancouver, has received similar accolades for its open and welcoming culture. They have specific initiatives for attracting, retaining, and promoting diverse talent, and their efforts to advance Indigenous workers have been widely lauded. These instances illustrate the potential for change and the advantages of inclusive leadership in areas such as innovation, decision-making, and bottom-line results.
Organizational measures are essential, but public policy is more vital in combating systematic racism. The policy framework in place can either reinforce existing structural inequalities or break them down. Canadian officials should seek out and eliminate racial discrimination in all forms if they are serious about advancing racial justice. They can also pass laws mandating diversity reporting and quotas to ensure equality.
Canada's Employment Equity Act is a well-known example of this type of policy, as it mandates that all businesses provide equal employment opportunities for women, Aboriginal peoples, people with disabilities, and members of visible minorities. However, there has been ongoing discussion regarding the efficacy and application of this Act. Despite the apparent benefits, others believe that more must be done to ensure genuine equality before it can be achieved.
A national anti-racism policy for Canada has been advocated for in recent years. A plan like this might serve as a road map for addressing racism in every sector of society, from K-12 and higher learning to the workplace and the legal system. Corrective measures, such as legislative reforms and reparations, and preventative ones, like anti-racism education, would likely be included in a national strategy.
Systemic racism is an intractable problem that can only be solved via concerted efforts from individuals, groups, and governments working together. Canada c an potentially become a global leader in racial justice, but only if its citizens are ready to make a long-term commitment, take strategic action, and adapt to new ways of doing things. Although eliminating racism as a social construct will be a long process, it will get us closer to a world where everyone has equal opportunity.
References:
Galabuzi, G.-E. (2006). Canada’s Economic Apartheid: The Social Exclusion of Racialized Groups in the New Century. Canadian Scholars’ Press.
Carter, T. (2008). Racism and Racialization: Essential Readings. Canadian Scholars’ Press.
Henry, Frances, and Carol Tator. (2009). Racism in the Canadian University: Demanding Social Justice, Inclusion, and Equity. University of Toronto Press.
Government of Canada, Statistics Canada (2017). Census in Brief: Diversification of the Canadian population. [Website].
Block, S., & Galabuzi, G. E. (2011). Canada’s Colour Coded Labour Market: The gap for racialized workers. Canadian Centre for Policy Alternatives.
Canadian Centre for Policy Alternatives. (2020). “Sounding the Alarm: COVID-19's impact on Canada's precarious arts sector”
McGregor, Jena. (2018). "The ‘uncomfortable truth’ about how bosses decide who to promote." The Washington Post.
Catalyst. (2020). Quick Take: Women in the Workforce—Canada.
Nkomo, S. M. (2019). Race and Racism in the Workplace: Individual and Organizational Strategies for Coping with Racism. Palgrave Macmillan.
Godsil, R. D., Tropp, L. R., Goff, P. A., & powell, j. a. (2014). The science of equality, volume 1: Addressing implicit bias, racial anxiety, and stereotype threat in education and healthcare. Perception Institute.
Image courtesy of Mark König @markkoenig
About Jim Woods
Jim Woods is the President & CEO of Woods Kovalova Group, a diversity, equity & inclusion expert who helping organizations for over 20 years. He knows how to create an environment where everyone feels respected and valued – no matter who they are or their background. His work with Fortune 500 companies such as Cisco Systems, Microsoft, and Boeing demonstrates that he understands how major companies operate.
With this level of expertise, you can be confident that Jim will help your organization reach its goals of creating a safe and equitable workplace. In addition, his strategies have proven successful in inspiring corporate cultures worldwide to pursue true transformation toward anti-racism and social change within their ranks.
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