Equity Is Seen In Outcomes, Not Intentions : Racial Equity Workshop Takeaways
This past month The Alliance hosted the first of a series of educational workshops that address some of the existing inequities in restaurant workplaces. Our Racial Equity for Restaurants workshop initiated a series of conversations about historical and present structures that result in inequitable and sometimes racist outcomes. Our educator, Jeff Selby, led us through a series of exercises that helped participants identify where those structures exist in our larger society as a result of laws and policies throughout history both nationally and in Oregon and how these systems translate to personal thought patterns that can result in both implicit and explicit bias.
In this article we will cover the key takeaways from this workshop, but before we get started a few things need to be addressed : Talking directly about how systemic racism and personal bias result in potentially racist workplace practices is hard and uncomfortable. These are difficult conversations to have and we very frequently lack the vocabulary to do so, but as this organization and our industry tries to address the existing inequities that are prevalent in our workplaces such as drastic pay gaps, biased hiring practices, lack of essential employee benefits like healthcare, and workplace reporting/ accountability processes, it is essential that we lead these conversations with race.
Takeaway #1: Leading with Race
Race is a primary factor in determining one’s success in our society. When you add race as a layer to any identity, it can double or triple the level of oppression and the number of barriers that one encounters. It is not that race is the only thing that matters, it is where we see the deepest disparities. This can be identified in things like healthcare, the criminal justice system and employment. Centering on race allows us to remove barriers for those experiencing the deepest disparities. When we remove barriers for people of color, we also remove barriers for other oppressed communities and identities, as well as white folks who are struggling
Takeaway #2: What is Equity?
The point of racial equity is to create the best system that works for everyone; not just the people who dominate power dynamics. It is a concept that does not care what the intention is (i.e. ‘I didn’t mean to make you feel that way’). Equity is a critical thinking exercise focused on outcomes of decisions and determining the root causes of inequities.
Racial inequity in the service industry manifests in the following ways:
Glass Ceiling : Workers of color only access living wage fine dining occupations 73% of the time compared to equally qualified white workers.
Low Floor : Workers of color earn 56% less income on average compared to equally qualified white workers.
Takeaway #3: Implicit bias in the workplace
Implicit bias is the process of associating stereotypes or attitudes towards categories of people without conscious awareness. It can result in actions or decisions that are at odds with our explicit values.
There are two types of bias in the workplace: explicit and implicit.
Explicit Bias: Company Policy “We do not hire people of color.” (conscious decision)
Implicit Bias: A hiring manager is unaware that she overwhelmingly hires and promotes white people. (unconscious decision)
The intention behind these actions and decisions are different, but the outcome is the same in that people of color are not present in the workplace. People can participate in processes that have racist outcomes; but that doesn’t necessarily mean that those people have racist intent.
As we move through the decision making process, it is important that we slow down and become aware of our own implicit and explicit biases so that we do not unconsciously make inequitable decisions. In order to apply an equitable lens during this process, ask yourself these questions:
How is implicit bias affecting the way I think about this issue? Am I making assumptions based on implicit bias?
How will this issue impact marginalized people?
Does our staff resemble our audience?
Wrap up
Fair treatment and equitable compensation can boost employee morale, workforce cohesion and longevity which will help you build a strong team and maintain them for a longer period of time.
It is time for our industry to move beyond ‘good intentions’ and break down assumptions so that we can create equitable goals that actually have positive impacts in our workplaces.
Restaurant culture is currently undergoing a bit of an identity crisis. Both owners and workers are asking themselves what it is that they want from the job and what will make this a more sustainable workplace for all. As we rebuild from the pandemic, it is essential that we understand that there is an opportunity to redefine what this industry values. Let’s stop thinking about how things have always been and start acting on what they can be.
Check out our future workshops here! Next month we will be hosting two workshops on navigating the healthcare market for owners and workers. As always, if you have any feed back or ideas on future workshops, go ahead and submit them here.