Understanding Racial Gaslighting and Tone Policing in the Workplace
How are the experiences of marginalized employees invalidated in the workplace?
Dr. Janice Asare's new book Decentering Whiteness in the Workplace is a phenomenal read that helps us understand the complex ways that we prioritize and protect whiteness in the workplace.
Dr. Janice Asare describes white-centering as, “actions and behaviors that prioritize, uplift, amplify, and venerate white people and the dominant white culture above other culture and communities.”
White-centering impacts all aspects of the workplace from culture,to hiring, to performance evaluations, to recruiting.
White-centering in the workplace also impacts the emotional and relational experiences of BIPOC employees at work.
In particular, white-centering impacts how BIPOC experiences are listened to, believed, and addressed.
Understanding Racial Gaslighting
One of the standout contributions of Dr. Asare's book is its exploration of racial gaslighting. This term describes a form of psychological manipulation where the reality of racial discrimination is denied, minimized, or dismissed. Racial gaslighting can make individuals question their experiences and perceptions, leading to self-doubt and emotional distress.
Dr. Asare delves into how racial gaslighting manifests in the workplace. For example, when employees of color raise concerns about racial bias or discrimination, they may be met with responses such as, "Are you sure that's what happened?" or "I think you're overreacting."
These dismissals serve to invalidate their experiences and uphold the status quo.
Dr. Asare empowers employees to recognize and challenge these behaviors by naming and explaining racial gaslighting. This awareness is crucial for creating environments where all employees feel heard and valued.
The Insidious Nature of Tone Policing
Another significant concept discussed in Decentering Whiteness in the Workplace is tone policing. Tone policing occurs when individuals, often from marginalized groups, are criticized not for the content of their message but for the way it is delivered.
This tactic shifts the focus from the substance of the issue to the manner in which it is expressed, thereby deflecting attention from the actual problem.
Dr. Asare illustrates how tone policing is frequently used to silence voices of dissent and maintain power dynamics. For instance, a person of color who passionately addresses issues of racial injustice may be labeled as "angry" or "aggressive," while their concerns are sidelined. This policing of emotion and expression reinforces a culture where only certain voices, typically those that conform to white, middle-class norms, are deemed acceptable.
To counteract tone policing, focus on the message rather than the delivery. And consider how it can be quite difficult to share experiences of bias in an “even” and “palatable” way. Bias can be incredibly emotionally activating and marginalized employees deserve grace when describing experiences.
How Organizations Racial Gaslighting and Tone Policing
Address Right to Comfort:
Challenge the Status Quo: Recognize and challenge the notion that everyone has a right to comfort at all times, especially in discussions about race. Understand that discomfort can be a necessary part of growth and learning.
Courageous Conversations: Encourage and facilitate courageous conversations about race and systemic inequities. Provide tools and frameworks for these discussions to be productive and respectful.
Normalize Discomfort: Normalize discomfort as part of the learning process. Leaders should model this by showing vulnerability and openness to feedback on their own biases and behaviors.
Inner Racial Justice Work:
Self-Reflection: Encourage all employees, especially those in leadership, to engage in self-reflection about their own biases, privileges, and roles in perpetuating systemic racism. This can be facilitated through guided journaling, workshops, and one-on-one coaching.
Believe Marginalized Employees:
Listen and Validate: When marginalized employees share their experiences of bias, listen without judgment or defensiveness. Validate their feelings and acknowledge their experiences as real and significant.
Upcoming Talks and Presentations:
7/30: The Power of Affinity Group Coaching - USCF
9/15: Fostering Religious Inclusion in the Workplace - Billion Dollar Boy