Racial Injury in the Workplace: Understand How to Avoid Making This Mistake

Have you ever heard of racial slurs? Fortunately, diversity is a concept that is increasingly being adopted by companies, making the workplace a place that brings together different types of employees.

What is racial slur?

Racial injury, which is considered a crime against the victim's honor, consists of offending someone's dignity, using factors related to the victim's race or color.

While racism has a broader character, racial insult is directed at a specific person, where, through verbal offenses, the offender aims to diminish the victim.

This includes nicknames, bad “jokes” and racist insults.

Another important point is that, unlike what most people think, racial insult goes beyond offenses involving color.

The crime of racial injury encompasses any and all offenses against someone's dignity based on elements such as race, color, ethnicity, religion, disability and even age.

What is the difference between racial slur and racism?

As similar as they may seem, there are differences between the two cases, such as:

The direction of the offense

While in racism, discrimination against an individual is directed towards an entire social group based on racial issues - such as black people, for example - insult is discrimination through words and/or attitudes directed towards an individual based on their color or ethnicity.

The victim's demonstration

In cases of racial injury, in order for the facts surrounding the crime to be correctly investigated, the victim must speak out. In cases of racism, the investigation of the crime may occur with or without the victim speaking out.

The severity of each one

Although both cases are serious situations, there is a difference between the two situations, which affects how society judges each one.

While racial injury consists of a crime against an individual's honor, racism is much more serious, as it harms the integrity and seeks to inhibit the rights of an entire race.

How to identify and act in cases of racial injury and racism in the workplace

As previously stated, any and all behavior that offends someone based on their race, color, ethnicity, religion, disability or age can be considered racially offensive behavior.

As unimportant as these situations may seem, this is a matter that should always be taken seriously.

Even though there are still defenders of the practice, prejudiced “jokes” – whether based on race, sexuality, gender or social class – should no longer have space in the lives of employees, much less in the workplace.

Therefore, combating this type of behavior is one of the main actions to reduce the incidence of these types of crimes.

In cases where this occurs, the ideal is to gather evidence – which can be photos, audio, videos, screenshots of conversations, witnesses – and, from there, go to the Police Station to file a Police Report.

Another option that an employee facing this situation can take is, after gathering this evidence, to seek out the responsible managers and inform them of the entire situation.

If this leader has correct management, he will offer all the necessary support and assistance so that all appropriate measures are taken.

The role of management in cases of racial injury

First of all, the role of good management is to adopt practices to inhibit any and all types of this type of behavior.

Furthermore, management must create a safe atmosphere where employees feel comfortable resorting to this type of decision if necessary.

In cases and situations involving crimes such as racial abuse and/or racism, it is essential that managers adopt the correct stance to deal with the incident in the best possible way.

And, in addition to forwarding the case to the authorities, an internal investigation must be carried out.

After due investigation of the facts, if the practice of a crime of injury, racism or prejudice of any nature is actually confirmed, it is up to the managers to welcome the victim/victims, offering all necessary assistance at such a difficult time.

Furthermore, legal action must also be taken. After all, just like racism, racial abuse is also a crime. Therefore, the aggressor must answer to the courts for his actions.

Actions that help prevent cases of racial injury

To ensure the well-being and integrity of all employees, the company can take some steps to help prevent this type of behavior. To do this, it is important to have:

– internal policies on employee attitude and behavior;
– frequent training on diversity and prejudice;
– a helpful HR department prepared to deal with these situations in the best possible way.

These are just some of the attitudes that should be adopted by the company, with the aim of inhibiting any type of prejudiced attitude in the work environment. This way, everyone will work with more security and peace of mind.

Conclusion

Whether in a personal or professional context, the fight against any and all types of discrimination or prejudice must be constant.

In this way, in addition to contributing to a more just society free from any type of oppression, this practice serves to educate future generations about the importance of combating a practice as harmful and damaging as these.

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Nathalia Silva October 30, 2021

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