Workplace racial bias is hard to determine
People rush to make things about race. But more times than not, the problem is a misunderstanding caused by a breakdown in communication.
Johnny C. Taylor Jr., a human resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society.
The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity. Question: I’m the only African American in my department, and my supervisor says I’ve taken too much time off. While I did take five days of short-term leave for recovery purposes, the other days I took were when I had no urgent assignments. I’ve earned this time and used less than my co-workers, who are all white. When I asked them about this, I learned they’ve never been questioned about their leave. Is this discrimination? – Anonymous
Johnny C. Taylor Jr.: You might not like this answer, but it’s difficult to determine whether what you are experiencing is, in fact, discrimination. Of course, if you have a valid reason for medical leave, you should not be penalized for it. But there may be other variables at play here.
For example, do your co-workers hold the same position as you within the organization? Have they been there longer than you? Is your performance comparable, or are there discrepancies in employee productivity?
Answering these questions – and others like them – could identify the factor that best explains your circumstance. It may be that you and your coworkers’ situations are all relatively similar, increasing the likelihood that discrimination is a factor. On the other hand, you could be experiencing poor management or a lack of consistent treatment. Preferential treatment, for any number of reasons, is common in the workplace. Race isn’t necessarily that reason.
As a matter of fact, race is rarely the reason. For some, that might be hard to believe – and that’s the problem. All too often, people rush to make things about race. But more times than not, the root of the problem is a misunderstanding caused by a breakdown in communication.
I recommend reviewing your employer’s policies and procedures before jumping to conclusions. For example, you might check the employee handbook to ensure there are no restrictions on taking earned time off. After that, if you feel you can have an honest conversation with your manager, I would urge you to do so.
Talk to your manager about the perceived inconsistencies you’re experiencing, and keep an open mind, so you can truly hear your manager out. Then ask about the best approach to request and receive the time off you have earned.
If, after the discussion, you still believe that you are the victim of racial discrimination, I recommend you make a formal complaint with an HR professional. HR can conduct a thorough investigation, protect you from retaliation, and determine if you have been illegally discriminated against.