REBOOT: Why Some Black People Don't Go to HR

Hello friends,

It’s time for the monthly reboot. This month, I’m looking again at the experiences of Black and Global Majority people and, for that matter, people who face isms, when situations arise and their ism is used to negate whatever issue they’ve raised. From what I can see, the situation hasn’t changed much in the last three years…

Why Some Black People Don't Go to HR

I’ve been paying attention to a series of posts on LinkedIn outlining real experiences a Black person has had in the workplace. And I’ve also talked to some of my friends about their experiences. The one thing all the incidents have in common is that the Black person was the only people with that identity and that they got little to no support from their white colleagues and bosses.

Take the case of the Black person who was being bullied by a white male colleague. The first time they raised it, it was clear that their other white colleagues knew the bully was an issue, but didn’t plan to do anything about it, because it didn’t affect them personally. In fact, the Black person’s white bosses wanted to move them to a different part of the organisation, away from the role they loved, rather than deal with with the bully. They refused, and so the bullying went on. [2024 update: is it any wonder that so many Black people end up stressed out and having to leave their jobs?]

When the issue was raised again, there was a bit more acknowledgment that the bullying might be an issue. It was suggested that the Black person go to HR, but they refused, because they’d been down that road before, and had seen what happened to other colleagues when they did. There’s nothing like reporting racism, bullying, sexism or another ism to turn a Black person from “office pet to office threat” in double quick time. [2024 update: we’ve seen this happen many, many times, with Dr. Timnit Gebru warning about the dangers of AI and being out of a job as one relatively recent example.]

Black people have been on this not so merry-go-round many times: HR will make a note of their complaint, but suddenly their formerly exemplary record is tarnished because their performance has become a problem. They might be denied a raise or an opportunity, or put back on probation. It’s what the Brits call constructive dismissal - creating conditions where Black people feel they have no choice but to leave. They might even be fired. The only thing that has changed is that the Black person spoke up.

Would-be allies, this is one of the reasons why your sole Black colleague suddenly ups and leaves. They probably can’t take it any more, and have to go somewhere where they can enjoy a halcyon period before the cycle starts all over again. [2024 update: I know so many people, Black women especially, who’ve experienced this, and it seems (admittedly unscientifically) that the periods of respite are getting shorter.]

If you want to be an ally to your Black colleagues, the very FIRST thing you can do is believe them when they report racism, bullying or a micro-aggression. Believe them without question. Believe them like you would believe yourself.

The second thing is to check your automatic response to support the white guy. It’s ingrained into all of us, even those who share my identity, because of long years of enslavement, colonialism, and discrimination. Even if you feel a justification coming to your lips, hold it back, because if you let it out, that Black colleague will never trust you again.

And the third thing is to interrupt your white colleague’s bad behavior and advocate for your Black colleague. In other words, let your allyship and advocacy be more than just words.

Even with that, your Black colleague may still choose to leave. If they’ve been working for decades, they’ve probably lost count of how many times they’ve faced this situation. They’re mentally and emotionally exhausted, and they may not be able to take any more. As an ally, you need to be aware of what they may be going through, and stop it in its tracks before you lose their talent.

Have you seen this happen where you’ve worked? How did you handle it?

P.S, All I can add here is that since this was written, there have been multiple examples of Black women experiencing disrespect, from Judge Ketanji Brown Jackson to Dr Claudine Gay to Diane Abbott MP - and if you pay attention, you’ll find even more. And while misogynoir is real, I think many people who face isms also experience this. Being aware, and nipping it in the bud with the steps outlined above is a good starting point for changing the experience. And active support for colleagues who DO want to lodge a complaint can also be helpful (but ask if that’s what they need.)

Thanks for reading,

Sharon

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I am an anti-racism educator and activist, the author of “I’m Tired of Racism”, and co-host of The Introvert Sisters podcast.

© Sharon Hurley Hall, 2021, 2024. All Rights Reserved. This newsletter is published on beehiiv (affiliate link).