“He who ignores his history is condemned to relive it,” said Marx.
When we talk about structural racism in the professional world, we are not only talking about visible discrimination, but also about invisible barriers that have solidified over time. Recognizing these barriers is the first step towards a more inclusive future.
The historical impact on the present
The imprint of the past can have a heavy weight, especially if it is marked by deeply rooted inequalities. Thus, a company that neglects this aspect of its history is likely to reproduce, even unconsciously, these discriminatory patterns. The 2022 Harvard Business Review study is tangible proof, highlighting how addressing these barriers can drive success.
Concrete actions for profound transformation
It’s easy to proclaim “ We don’t see color ” to promote equality. But this approach, while well-intentioned, can ignore the realities experienced by marginalized people. Take Apple, for example. In 2021, the company launched an ambitious program to fund educational initiatives in historically disadvantaged communities. By recognizing structural inequalities, they have implemented actions to combat them.
Conclusion
Recognizing structural racism is not only a matter of justice, but also a smart business strategy. Authentic inclusion is achieved by getting to the root of the problem, and executive coaching is a valuable tool to achieve this.