Racism is most likely also present in your workplace
Racism is most likely also present in your workplace
If we are to get rid of racism in Norwegian working life, we must first acknowledge that it exists, says Marita Holmeset-Varpe in Norwegian People’s Aid.
– Racism is a topic that many find a little scary or unpleasant to talk about. Many are afraid to say or do something wrong, says Marita Holmeset-Varpe, political adviser in Norwegian People’s Aid.
Statistics Norway’s annual survey on attitudes to immigration shows that Norwegians have over time become increasingly positive towards immigrants. At the same time, we have had a polarization of the public debate where those who advocate racist ideas have become more extreme, and where the acceptance of extreme statements seems to have increased, Holmeset-Varpe points out.
In a recent survey on freedom of expression, more than one in four respondents answered that it should be okay to express racist opinions in public as long as it does not involve incitement to violence.
Course in anti-racism
Working life is among the social arenas where people with a minority background experience the most discrimination. Norwegian People’s Aid has recently developed a course in how to detect and counter racism. So far, Marita Holmeset-Varpe and her colleagues have held courses for their own local teams, but they also pose as trainers for the trade union movement, she emphasizes.
Precisely because racism is often perceived as a difficult topic, many people do not know how to approach it.
The first commandment, which emphasizes Marita Holmeset-Varpe, is to recognize that racism exists and that it most likely also exists in your workplace.
Racism can be unintentional
We are prone to think of racism as words and actions that are meant to hurt or hurt. But a racist statement does not have to be hurt at all, claims Holmeset-Varpe.
The scale for what we can call “racism” is wide-ranging, she points out. In the narrowest sense of the word, racism is attitudes and perceptions that divide people into different “races” where some are claimed to be more valuable than others. However, there are few reindeer racists in this sense of the word, Holmeset-Varpe points out. Today, it is common to define racism much more broadly, and it does not have to be intentional. Common to all forms of racism is that individuals are reduced to representatives of a group.
– Racism is the whole scale, from outright hateful remarks to words or actions that may be well-intentioned, but which can still be perceived as stigmatizing or hurtful, says the counsellor and mentions one example:
– For example, I can hear: «It is not nice that you are good; you are an Asian ». It’s not meant to hurt, but it’s a generalization based on how I look. It is tiring, says Holmeset-Varpe.
If you repeatedly experience being exposed to prejudiced or stigmatizing attitudes and are constantly reminded that you are “different”, it does something to you as a human being, the counsellor points out.
– It can mean that you avoid public places or that you do not express your identity through clothing and language. This can affect the health of the individual, she says.
Must start with ourselves
If we are to be able to have a proper conversation about racism, for example in the workplace, we must be able to distinguish between person and actions. You can be a good person and still make racist remarks, Holmeset-Varpe believes.
– And we have to start with ourselves. What attitudes do I really have? We all have conscious or unconscious prejudices. It is human to categorize and put people into installs. Being humble and listening to those who have experienced racism around you, is her recommendation.
The employer has a statutory duty to ensure that all employees have a fully safe working environment and to prevent and deter harassment and discrimination in the workplace. Therefore, the management of all companies has a great responsibility to work actively against racism.
– The clearer the management informs about what is acceptable in the workplace, the more employees will dare to speak out when they hear or see racist statements or actions.
Holmeset-Varpe will nevertheless not release the individual employee from liability.
– We all have a responsibility at work. There is a much greater chance that an employee will stop using the word “negro” if it comes from a good colleague than if it comes from management.
The union can take a stand
Much of the racism in Norwegian society is expressed in completely everyday situations, such as during the lunch break, at the coffee machine or on the bus on the way to work. Saying goodbye when we experience others making racist jokes or stigmatizing statements can feel uncomfortable. Nobody wants to create a bad mood. Still, it is something we must practice, the adviser believes.
– We must endure being in that discomfort. The more people who dare to speak out, the less acceptance there is for such statements.
Holmeset-Varpe also believes that the trade union in the individual workplace should take an active and clear stand against racism. Sometimes it makes sense to ally with employees who enjoy great trust and are well-liked in the workplace, and who can lead by example, she points out.
Part of the prevention work is to talk about how you want it; what is okay to say and what is not okay.
– Are racist jokes or insults ok as long as no minorities actually hear and can be offended by it? What if a customer or a new colleague with a minority background arrives? asks Holmeset-Varpe.
Systematic work against racism
Racism is something that can be worked on systematically in the workplace, and it does not have to cost a lot of money at all, the adviser emphasizes. Norwegian People’s Aid encourages you to start with a survey. Here one can simply ask about the employees’ own experiences: Have they experienced racism or discrimination in a work context themselves, have they seen others being exposed to it, or have they intervened to counter racist statements or actions in the workplace?
After the survey, an action plan must be made, and the management must ensure that time and resources are set aside to follow up the work. This is classic project work that must be anchored in the organization, Holmeset-Varpe points out.
– In some cases, the company will need external assistance with further work. But the most important thing is that one listens and takes in experiences and advice from those who have experienced racism themselves, she says.
The company can often benefit from dialogue meetings or dialogue-based courses, preferably in small groups, she believes. Norwegian People’s Aid’s anti-racism course starts with making the participants aware of the assumptions and prejudices they themselves have and how these can be perceived by those around them. Furthermore, the participants practice responding when they experience something that is not right, and themselves receive feedback that they have said or done something that may seem offensive.
What do the management documents say?
Norwegian People’s Aid challenges shop stewards to take an active role by requesting action plans and measures from management. A good place to start can also be the company’s governing documents, whether it is the company’s values, articles of association, ethical guidelines, vision, personnel handbook or the like. Well-thought-out formulations about anti-racism and inclusion in the company’s management documents can provide a good platform for the specific work in the workplace, Holmeset-Varpe believes.
If you are unsure of how to approach the case, feel free to seek advice from your local union or department, she concludes.
Racism in working life
A research study conducted in Bergen recently showed how racism is still a problem that affects many with a minority background. In the survey, people with a minority background were asked how they are met by public authorities, as job seekers or in the housing market.
40 per cent of the respondents answered that they had experienced discrimination in job search processes, and 25 per cent had experienced discrimination in the housing market. According to the report, written by Vista Analysis and the research institute Kifo, working life is the arena of society where most people experience discrimination. This is especially true in connection with job search and employment, the study states.
