One of the most insidious forms of racial discrimination is the process of “othering,” which involves treating individuals or groups as strange or exotic in comparison to the dominant group. Othering creates a psychological and social distance between people. It reinforces stereotypes and justifies unequal treatment. It often shows up subtly through microaggressions, exclusionary language, or assumptions about a person’s abilities based on their race.
It is particularly harmful in the workplace and social settings where a sense of belonging is critical to well-being. When people feel “othered,” they are often silenced or forced to hide parts of their identity to fit in, leading to isolation, disengagement, and a lack of career advancement opportunities.
STOP OTHERING. Foster inclusivity by challenging stereotypes and actively promoting diversity. One way to do this is by ensuring representation at all levels of an organization, from leadership to entry-level positions. Representation is crucial for creating an environment where different perspectives are valued, and people from all backgrounds feel a sense of belonging. This will also help cultivate a culture of psychological safety, where employees can speak openly about their experiences without fear of retribution. This involves creating channels for feedback, offering inclusion training, and addressing microaggressions as intolerable behaviors when they occur.
Construct the Present knows many readers are committed to creating equity and belonging in their workplace, acknowledging the existence of racial inequity. Knowing how racial bias, both conscious and unconscious, influences hiring practices, promotions, and daily interactions means an organization can dismantle them.
START REMOVING BARRIERS. Ensure the implementation of three strategies to improve the workplace. First, review hiring practices ensuring job descriptions are inclusive, and avoid coded language that may deter candidates from underrepresented groups. Using blind resume reviews and diverse hiring panels can help reduce bias in the recruitment process. Secondly, foster inclusive leadership and continuous learning. Train leaders and managers to recognize their biases and actively support employees’ career development from diverse backgrounds. Regular workshops, discussions, and training on diversity, equity, and inclusion topics foster awareness and action. Inclusivity should be tied to organizational performance metrics moving the conversation from events to continuous effort and accountability. Finally, measure and track progress. Assessments can provide valuable insights into the effectiveness of strategies to increase equity and belonging.
CONTINUE BUILDING NETWORKS. Influence is often amplified through numbers. While one person or organization may not shift culture or industry standards, collaborative commitment to racial equity can. Leverage access to people in leadership positions or decision-making roles to engage them in conversations about racial equity and inclusion. Then build informal networks with like-minded colleagues across business functions or even organizations to create compelling cases for change that can make a significant impact.
Being an effective influencer, especially when you are not a positional leader or decision-maker with a large following, is both challenging and rewarding. In the context of promoting racial equity and inclusion, it involves leveraging your personal influence, relationships, and actions to drive change; direct authority is not needed. Focus on using your voice. Make sure your actions align with your words. Collaborate with others to make a meaningful impact. Through small, consistent efforts, you can play a crucial role in transforming culture, especially in your community or workplace, into one that values equity and belonging for all. Ignoring race because it points out our differences or is labeled as divisive is actually harmful. It means ignoring the experience that people of the global majority are having. It means happily participating in systems that exclude and dismiss people based on race. Addressing racial inequity is not radical; it is essential for creating environments where everyone has the opportunity to succeed.
1%: Recap: What I learned…
From Alexis:
I’ve just returned from a transformative week in beautiful San Diego for the 1% for the Planet conference, and the experience continues to resonate deeply with me. The setting—sunshine, ocean views, and vibrant local communities—was the perfect backdrop for an intimate gathering focused on reflection, relationships, and partnerships.
In a world dominated by global capitalism, staying true to the values of a purpose-driven business can be incredibly difficult. But being in spaces like 1% for the Planet reminded me that many are committed to driving real change. They are leading on sustainability and intentionally addressing issues of race and inclusion within the environmental movement—recognizing that environmental justice cannot exist without racial justice.
This community gives me hope. Seeing the dedication to supporting underrepresented communities and tackling environmental challenges with an equity lens was powerful. It’s a reminder that our work isn’t just about sustainability; it’s about creating a future where every person, regardless of background, can thrive in harmony with the planet.
If you’re considering becoming a 1% member, now is the time. It’s about so much more than financial contributions—it’s about joining a global network of change makers to build a more inclusive and sustainable world for all.
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