Policies, laws, and initiatives can’t account for racial blind spots.

Though there’s disagreement among political parties about racism’s prevalence in our society, it’s clear that it exists in America.  Over the years, local, state, and federal governments, corporations, and educational institutions have worked hard to mitigate its effects.  We have affirmative action laws to ensure people of color aren’t unjustly denied opportunities; the Equal Employment Opportunity Commission routinely fights against workplace discrimination; and private companies have added DEI executive roles to diversify their employees[1].  But despite all of this structure and bureaucracy, racism and injustice still exist, and they happen in the spaces in between.

Consider this scenario – a hiring manager separately interviews a White candidate and a Black candidate; both applicants have the same level of experience and education.  The White candidate shows up for the interview 5 minutes late, and she forgives the mistake, continuing the interview without issue.  But when the Black candidate shows up 5 minutes late, she adopts a stern tone and cold attitude for the duration of the interview.  Same work experience, same education, same mistake – different outcome.

This is a prime example of the spaces in-between, the subtler ways that bias is expressed without violating a policy, breaking a law, or openly admitting prejudice.  These moments are quite common for people of color.  In public, it’s the moment when a woman clutches her purse at the sight of a Black man or when a bus rider switches seats to avoid sitting next to an Asian passenger.  In the workplace, it’s when the boss ignores a raised hand, doesn’t give public credit for great work, or chides an employee of color for something White employees have done without consequence.

The spaces in-between could also be referred to as everyday racism[2], not noticeable to unaffected parties and not as offensive as microaggressions.  They are looks and gestures, tone changes and questions, attitudes, and exclusions.

American society has been laser-focused on racism that can be seen and felt.  But just because a person hasn’t uttered a racial slur doesn’t mean racism has been solved.  Policies and laws can only do so much.

We have to call out casual racism when we see it, whether it’s happening to us or someone else.  The OverheardWhileBlack Instagram account recalls people’s stories of insulting encounters[3]; investigative reporting and personal essays also illuminate others’ experiences.

But we need more.  Employees at all levels must also take racial sensitivity training, to understand their blind spots and the impact of their words.  And of course, more diverse workplaces will provide workers with exposure to people from different backgrounds.  The more they learn about other people and cultures and lived experiences, the more they’ll realize the pain that casual racism inflicts.

We may not be able to pass a law or policy that accounts for those moments in between, but we can expose, educate, and collaborate to shift the public consciousness.  We can enforce accountability and fill those spaces with awareness, in the hopes of lasting change.

[1] Maurer, Roy. (August 6, 2020). New DE&I Roles Spike After Racial Justice Protests. Retrieved from: https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/new-dei-roles-spike-after-racial-justice-protests.aspx

[2] Nelson, Jacqueline and Walton, Jessica. (September 1, 2014). Explainer: what is casual racism? Retrieved from: https://theconversation.com/explainer-what-is-casual-racism-30464

[3] Women’s Health. (June 5, 2020). ‘Overheard While Black’ Instagram Account Shows How Casual Racism And Micro-Aggressions Happen Every Day. Retrieved from: https://www.google.com/amp/s/www.womenshealthmag.com/life/amp32783534/overheard-while-black-instagram-account-casual-racism-micro-aggressions/