Part I – Workplace Biases: What They Are and How They Impact Women of Colour
I started working at the age of 16. My first job was at a department store as a cashier, and I quickly moved into customer service when I gained some experience.
During my undergrad studies, I worked as a personal trainer, and while I was trying to figure out my career path, I dabbled in various freelance projects as a journalist and photographer. Since 2015, I have been working as a designer. Most of that time has been spent in Toronto, known to be one of the most diverse cities in the world, where access to opportunity and growth was (supposedly) endless. Working in the technology industry as a young, immigrant, Iranian-Canadian, and Muslim woman has come with its set of challenges. I constantly felt underestimated and angry, and I was talked over, demeaned, and held back. My chronic migraines frequently left me unable to focus or work, but I never felt I could take time to rest because of the consequences I could face from working in a fast-paced environment where I already felt left behind.
Since I began my design career, it’s been about eight years, and I have lost count of the number of organizations I’ve left because of the lack of support and opportunity. It took me years to begin connecting the dots: regardless of the company and my level, title, or pay, I carried a lot of trauma with me that had piled on due to negative experiences in the workplace, showing up everywhere I went.
I am not a special case. Women of Colour face unique biases based on both race and gender that hinder our progress at work and leave us feeling marginalized and underestimated. Over time, this begins to leave a mark, triggering us in different ways and in various settings from board meetings to one-on-one conversations with colleagues and supervisors.
After years of therapy, support from fellow WOC, and self-care, I have equipped myself with the knowledge and experience required to better understand my trauma and how it shows up in workplaces. I want to share three biases that have come up most often in my career, ones I believe are the drivers of trauma and exclusion for many of us. Let's unpack them together.
Illustration by Liu Liu
Bias #1 – Prove-it-Again
What is it?
As the name suggests, this bias points to when women feel they have to prove themselves over and over again. Amongst women of colour, this is even more apparent because we also face racial biases that discount our accomplishments and performance. If you want to learn more about Prove-it-again Syndrome, this is a good article to get started.
How does it show up in the workplace?
When you spend your entire career having your expertise questioned, you’re left feeling exhausted and defeated, and for many of us, we begin to believe it! It’s a double-edged sword though because as a Woman of Colour, you don’t have the luxury of failing, so you have to get on with it, seize every opportunity, and smile while trying to break a concrete ceiling.
I spent about two years of my career working at an advertising agency as the sole UX designer. My experience at this workplace was clouded by constantly having to remind white and male senior leadership that I was an expert in my field and that I should be able to have ownership over my work and be valued for my contributions. It’s absolutely soul-crushing to have to advocate for yourself over and over again. This has for me, led to leaving multiple workplaces.
Examples
Not taken seriously or underestimated when you share ideas.
Not given credit for ideas or work that you’ve done.
Feeling like you’re not qualified to be there and having to assert yourself repeatedly.
When co-workers don’t treat you as an equal or recognize your qualifications.
Judged more harshly for mistakes during performance reviews.
Not being promoted based on potential, but only on track record.
“When you spend your entire career having your expertise questioned, you’re left feeling exhausted and defeated, and for many of us, we begin to believe it!”
Bias #2 – Colour Blindness
What is it?
Being colour blind refers to the concept that race-based differences don’t exist. Ever heard someone say: “Oh, I just don’t see race. We’re all equal!”? Yup, that’s being colour-blind, because it ignores the reality of systemic racism and denies the lived experiences of racialized people.
How does it show up in the workplace?
The issue with not seeing race is two-fold: firstly, it’s an excuse to not do the hard work needed to address deep inequalities, and secondly, it upholds white systemic racism that is damaging to the workplace and racialized individuals. Not seeing race is a privileged stance for organizations, and whether it shows up subtly or overtly, the effect is the same: choosing to maintain the status quo protects white people from having uncomfortable and difficult conversations, at the expense of psychological safety for marginalized employees. Here’s a great article on why this mindset makes progress a lot harder.
As women of colour, we also deal with gender biases, so the impact of colour blindness on our day-to-day is truly heartbreaking. It often leaves us feeling sidelined and ignored, and that isolation can severely impact our feelings of belonging and growth at an organization. It’s a vicious cycle that not only impacts your career trajectory, but also your emotional and mental wellbeing.
Most importantly, colour blindness operates within a white culture where whiteness is seen as the default, anything that deviates from that is unprofessional or not up to standards.
Examples
Minimizing the effects of systemic racism in hiring and recruitment processes.
Assuming that all individuals are operating within the same system.
Your boss telling you to be confident.
When people are shocked and in disbelief when you relate a racist behaviour or remark made towards you.
“The issue with not seeing race is two-fold: firstly, it’s an excuse to not do the hard work needed to address deep inequalities, and secondly, it upholds white systemic racism that is damaging to the workplace and racialized individuals.”
Bias #3 – Tokenism
What is it?
Tokenism refers to the practice of putting a minority individual in the position to speak on behalf of their community. Often in the workplace, it is defined as doing something only to prevent criticism, almost as a box-ticking exercise. An example of this is hiring a Black woman to display the appearance of diversity, without doing any work to ensure she is set up for success. This is a useful article that defines and breaks down the term effectively.
How does it show up in the workplace?
Tokenism takes many forms in the workplace but in recent years, it’s often visible when you walk into a team or organization, and amongst a sea of white employees, you see a single person from a minority background. By checking a box, you’re superficially saying that you have accounted for diversity, without making any real structural changes.
In many workplace settings, I’ve found myself as the ‘only’ woman or person of colour. It’s a lonely ride, filled with intense pressure to represent my entire community. I’ve often wondered whether I was hired to fill a seat to appease leadership teams that want to be seen as inclusive and equitable, rather than be truly valued for my work and expertise. On top of that, while feeling hypervisible, I am also often invisible, such as having my achievements go unacknowledged. My mental health and well-being have been impacted by this from feeling on guard all the time to experiencing consistent burnout.
Examples
Being judged as members of your group or community.
Being expected to speak and educate about social issues related to your ethnicity, race, or religion.
Feeling like you’re being utilized to serve diversity demands, but being told to stay in your lane and not rock the boat.
Being called or referred to as a disruptor when you do provide honest and constructive criticism.
“Tokenism takes many forms in the workplace but in recent years, it’s often visible when you walk into a team or organization, and amongst a sea of white employees, you see a single person from a minority background. By checking a box, you’re superficially saying that you have accounted for diversity, without making any real structural changes.”
There are many other biases that show up in the workplace, negatively impacting Women of Colour and their experiences at work and beyond. Prove-it-again Syndrome, Colour Blindness, and Tokenism happen to be three common biases that I have personally experienced more than I can count. They have shown in every organization I have worked in, and over time, they have taken a toll on how I show up to work, engage with my colleagues, and advance in my career. They even show up outside of work.
Over time, I’ve learned to recognize triggers that are caused by these biases, and to pause, reflect, and take better care of myself. As Women of Colour, I believe we have our work cut out for us in two ways. First, we have to identify the drivers of these traumatic experiences and to understand what is happening in our bodies and minds when we feel triggered. Then, we must find ways to navigate and deal with them, so we can have fulfilling experiences in the workplace. All this while we work towards dismantling a system that was never there to serve us.
Coming up Next
These common biases impact the experiences and career trajectory of women of colour. Next month, part two of this blog will explore ways to better protect ourselves in the face of these triggers, learning how to leave trauma at the door so that we don’t carry it into future environments.