Shades of Inequality: How Colorism Shapes Workplace Opportunities

In the pursuit of workplace equity and inclusion, one often overlooked yet deeply entrenched issue persists--colorism.

Colorism is a form of bias related to the shade or tone of someone's skin. It often operates subtly, hinting that certain skin tones are more beautiful, desirable, and thus more valued than others in society. Lighter skin is more positively portrayed or preferred compared to darker tones.

Doctor of Psychology, Josephine Almanzar asserts that these comparisons tend to steer people toward conforming to a beauty standard that is often rooted in a white, European ideal. Is it surprising that the market for skin-whitening cosmetics has become a multi-billion-dollar industry?

The Impact of Colorism

The problem with colorism is that it often leads to differential treatment based on skin color.

Research has shown that individuals with lighter skin tones are disproportionately favored in hiring processes, promotions, and leadership advancements, giving them systemic advantages over those with darker skin tones.

In a 2006 study conducted at the University of Georgia, findings revealed a preference among employers for light-skinned Black men over their dark-skinned counterparts, irrespective of qualifications. The research showed that a light-skinned Black male with a bachelor’s degree and standard work experience was favored over a dark-skinned Black male with an MBA and a history of managerial roles.

Needless to say, thorough discussions are needed to tackle these deeply ingrained biases and to advocate for systemic transformations.

Three Ways to Disrupt Colorism in The Workplace

Colorism is an issue that often escapes the attention of leaders.

Leaders dedicated to equitably managing diverse teams must acknowledge the dynamics of colorism. This recognition extends beyond differences among employees with varied identities. It should also focus on individuals within the same community who may have diverse skin tones.

In the book, Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work, Ruchika Tulshyan shares a few strategies for overcoming colorism. For example:

1.      Educate yourself on the impact of colorism

In early childhood, the subtle message that lighter skin is superior is implanted. This narrative continues to be reinforced throughout adulthood, propagated by Hollywood, the media, and various other channels.

Unfortunately, this same mindset is present in the workplace, posing disadvantages for individuals with darker skin in terms of access to job opportunities, career advancement, and societal recognition.

Leaders must educate themselves about the presence of colorism in their organizations. Recognizing the subtle, yet pervasive, nature of colorism is the first step toward addressing this deeply ingrained bias.

2.      Learn to identify and disrupt colorism

Leaders can take proactive steps to address skin-tone discrimination within their organizations. They can start by assessing whether their team or organization genuinely represents the diverse spectrum of society not only in terms of race and gender but also in terms of skin tones. For example:

• Who occupies customer-facing or prominent roles in the organization? Are individuals with darker skin tones adequately represented in these positions?
• Consider the skin tones of the last few hires. Were there individuals of color among them, and did they exhibit a range of skin tones or predominantly similar ones?
• How are your hiring and promotion practices? Are darker-skinned individuals overqualified for roles they secured or rejected for positions they were suited for?

Once these patterns become evident, they become harder to overlook.

As a leader, you have a responsibility to elevate every voice and address existing barriers, particularly if only lighter-skinned employees are consistently favored for higher roles, career advancements, higher remuneration, or roles with high visibility.

3.      Include colorism in your company’s DEI+ training

Deliberately include the viewpoints of employees from historically marginalized communities in your training. It is also important to provide a platform for employees to openly share the impact of colorism.

Understand that mere opposition to colorism isn’t sufficient. For substantial change to emerge, leaders need to educate themselves and their teams about the manifestations of colorism in the workplace and its significant impact on an individual's career trajectory.

Final Thoughts

In the quest for an equitable and inclusive workplace, addressing colorism is not just a choice, but an essential commitment to building a fair, respectful, and truly equal workplace for all.

The impact of this subtle yet profound bias on hiring, promotions, and the overall workplace experience cannot be understated. By amplifying awareness, fostering open dialogue, and implementing deliberate strategies to counter colorism, organizations can create a space where every individual, regardless of skin tone, feels valued and has equal opportunities to succeed.

A Colorism Discussion Guide for Leaders and Their Teams

1.  How does colorism potentially influence decision-making processes in your organization, and what steps can you take to mitigate its impact on various aspects, such as hiring, promotions, and project assignments?

2. In what ways can you actively address colorism within your workplace culture, and are there initiatives or policies in place to promote fair treatment and equal opportunities for individuals with diverse skin tones?

3. Are there mechanisms in the organization to encourage open dialogue about colorism, fostering an environment where employees feel comfortable discussing their experiences and concerns related to skin tone biases?

4. How do your DEI+ programs specifically address the intersectionality of colorism? Does it recognize the unique challenges faced by individuals with different skin tones within various communities?

5. To what extent are your training programs equipped to educate team leaders about the nuances of colorism, enabling them to proactively identify and address biases within their teams to foster a more inclusive work environment?