Preliminary Emerging Themes
88% of respondents reported 'yes' they had faced direct or indirect racism in the workplace.
The study was successful in attracting respondents from several large industries across Canada, with:
-
35% from occupations in education, law, social, community and government organizations;
-
22.5% from healthcare
-
22.5% from business, finance and administration.
​
87.5% of respondents reported that they work in major cities in British Columbia and Ontario, Canada's two provinces with the highest percentage of South Asian population.
-
80% of respondents reside in British Columbia
-
17.5% of respondents reside in Ontario
​
​97% of the respondents hold post-secondary education , including:
-
37.5% with earned undergraduate degrees;
-
40% with earned master’s level education, and;
-
5% hold an earned doctorate. ​
​
92% of respondents reported that they were well established in their careers, with extensive workplace experience:​
-
45% of respondents were in the 35-44 years old range;
-
35% in the 45-54 year age; and
-
17.5% under 34.
​
What does this mean? Overall, the sociodemographic information collected indicates that the respondents are well-educated, established career professionals from Canada’s two provinces with the largest South Asian populations. But most importantly for this study, 88% of respondents reported that they had faced direct or indirect racism in the workplace (2% reported that they were unsure, 9% reported 'no').
“I was told I was hired for optics because of my skin color. Diminishing over 20 year of experience” (Participant 13)
“There have been multiple times in my career where I have applied for permanent positions, mostly in public service and have more experience and education than my white counterparts. In these cases, I have been offered a temporary precarious position and the white candidates permanent full-time positions.” (Participant 28).
“Having my English language skills questioned (despite being born and raised in Canada and holding a Bachelor's in English from a Canadian university)” (Participant 10)
Preliminary Finding: This Population Feels Psychologically Unsafe
85% of respondents stated that experiencing racism in the workplace hurt their psychological health. Respondents stated that they experienced depression, anxiety, stress and other mental health impacts due to direct and indirect racism in the workplace. Further, early data analysis also supports that a large majority of the respondents also experienced physical symptoms such as migraines and headaches after experiencing racism in the workplace.
​
33% of respondents stated that experiences of racism in the workplace affected their self-worth, and sense of belonging. 64% stated that these experiences affected their well-being negatively.
​
Further, emerging findings include that this population copes with their experiences of racism in the workplace in a variety of ways, including:
-
minimizing and questioning their experiences;
-
quitting their jobs;
-
choosing to silence themselves to remain safe;
-
choosing not to speak up after experiencing racism at work.
-
overperforming in their duties;
-
underperforming in their duties; and
-
suppressing her own feelings and focusing on finding ways to solve workplace racism.
​​
Preliminary findings also show a pattern of minimizing the impact racism has on the participants, with some stating that they cope with racism by not letting it get to them.
“I don't think second-generation women really have a platform to share their stories. Often we're just trying to help others and keep our own journeys to ourselves.” (Participant 11)
“Over time, I’ve become used to it and learned to keep moving forward. While it’s disheartening, I’ve developed a strong sense of resilience and try not to let it affect my day-to-day well-being. That said, no one should have to get used to discrimination in the workplace.” (Participant 20).
“I’ve still done my job and even excelled at it, but I think I’ve found it emotionally draining because I’m constantly trying to prove myself over and over again” (Participant 15)
“My organization likes new immigrants who bring colourful flashy symbols of their ethnicity to the workplace (eg. art, ethnic food, textiles, jewellery). My organization doesn't yet recognize that second-generation may be a unique experience or demographic.” (Participant 8)
Preliminary Finding: Workplace Support is Not Easy to Find
Respondents stated that when they needed support to deal with experiences of direct or indirect racism in the workplace, they often turned to:
-
Racialized peers;
-
Individual peers or colleagues whom they trusted;
-
On some occasions, a racialized leader;
-
External, personal networks.
​Respondent stated that they typically did not seek support from:
-
Organizational leaders;
-
Human Resources;
-
Policies (despite DEI policies in the workplace);
-
Organizational systems.​
​​Respondents also shared that they felt like their concerns would be minimized if they raised them or that they would be viewed as overreacting. So, they often chose not to report at all. In many instances, the respondents said they felt safe reporting, but still chose not to report.
“Apologies happen in private, whereas acts of racism happen in public. The apologies should also happen in public.” (Participant 30)
“Talking it out in a safe space with trusted women of colour. This did help, it is a validation. This is based on relationality and friendship there is no equivalent in the workplace as part of a systems change.” (Participant 28).
“I am reticent to share with many white colleagues over fear they might think I am overreacting, or misunderstanding the situation.” (Participant 40)
“None really - tendency for coworkers to say “I am sure that’s not what they meant”. (Participant 44)
“I think any time I raise an issue, there's a bulls eye on my back. It doesn't matter where I've worked." (Participant 12)