A Reflection for the International Day for the Elimination of Racial Discrimination

 

Can we even talk about race anymore?

Talking about race can be uncomfortable—especially in today’s climate, where the conversation is often politicized and emotionally charged. But despite this discomfort, surveys show that most people still want to engage in discussions about race, diversity, fairness and inclusion.

• A recent poll found that nearly six in ten Americans oppose or are unsure about rolling back DEI programs in corporations. Younger generations, in particular, continue to strongly support workplace inclusivity and equity.
• Another survey found that 76% of Americans support teaching students about the current impacts of racism, and 81% believe that the history of racism should be included in school curricula.
  Similarly, global research indicates that a majority of employees prefer diverse workplaces and believe open dialogue about race improves workplace culture.

So, not only are conversations about race still desired, but they are also necessary. The real question is not whether we should talk about race—it’s how we talk about it in a healthy way that fosters constructive dialogue, learning, and progress.

Understanding Race and Racial Identity

Race is complex and influenced by where we are in life, how we see ourselves, and how others perceive us. It is not only about personal identity—racial identity is intertwined with heritage, culture, nationality, and the systems and structures built around it. While race is a social construct, it has real-life implications, shaping the way individuals experience society, workplaces, and daily interactions.

How race is understood varies across different cultures and areas of the world, yet it continues to impact all workplaces – in their hiring decisions, leadership opportunities, and social interactions.

Conversations about race are certainly not limited to racial minorities in a society. This is where the challenge lies: we don’t always realize how much race impacts everyday experiences, especially in the workplace. From hiring decisions to who gets heard in meetings, to who gains access to opportunities and connections, and how likely someone is to experience belonging- assumptions around race shapes our environments in both subtle and significant ways.

All of us are connected to this concept of race in some way. To reflect on these concepts in your own life, ask yourself:

• How do I identify in terms of race, ethnicity, and nationality?
• Do I think about these aspects of my identity often?
• Which of these resonates with me the most right now, and how has it shaped my experiences?

Recognizing these layers of racial identity helps us better understand one another and create more inclusive environments for everyone.

➡ If you want to learn more, check out our Learning Bite on Racial Inclusion and Racial Allyship.

Shouldn’t We Focus On What Makes Us Similar, and Not Different?

It’s understandable why people may want to focus on what unites us rather than what makes us different. On a human level, we naturally want to see each other as equals and avoid highlighting differences in a way that might divide us.

Some believe that removing acknowledgement of racial distinctions altogether will reduce discrimination, under the idea that if we stop seeing race, we can stop treating people differently because of it. Research suggests that in particularly high-conflict settings, a “colourblind” approach may help reduce racial tension between groups. However, this same approach can also increase feelings of distance and exclusion among minority group members.

But in most environments—especially in workplaces and communities that value psychological safety, inclusion, and mutual respect—acknowledging differences can actually lead to more connection and fairness.

When people embrace racial and cultural differences, rather than ignoring them, research shows that:

• They show fewer unconscious racial biases.
• They become better at understanding different perspectives, leading to greater empathy and inclusion.
• They are more likely to notice subtle or hidden discrimination, making them less likely to overlook or justify inequalities.

By openly discussing race and cultural identity in a constructive and solution-focused way, we can reduce misunderstandings, address inequalities, and create fairer systems for everyone. Recognizing differences isn’t about dividing people—it’s about making sure that those differences don’t lead to unfair advantages or disadvantages.

The Benefits of Putting Race on the Table

Racial inclusion is not about overemphasizing race and differences; it is about ensuring that race is no longer a barrier to opportunity, success, or dignity.

In an equitable world, race would not determine:

• Whether someone faces slurs, jokes, or microaggressions.
• Whether they miss out on promotions or hiring opportunities because.
• Whether they are assumed to be too aggressive, too soft-spoken, too logical, too emotional, too unprofessional, or too outspoken based on stereotypes.

A racially inclusive, equitable world is a meritocracy.

However, we do not live in that world yet. This reality isn’t cause for anyone to feel guilty or victimized solely because of their race—indeed, that would contradict the very principles of racial inclusion. Instead, it’s an invitation for all of us to approach others’ experiences with genuine curiosity and openness to dialogue. Meaningful progress requires engagement from everyone precisely because of the diverse identities we all bring to the conversation.

Broader Benefits of Racial Equity Programs

Racial equity programs do not just benefit underrepresented groups—they improve society, workplaces, and communities as a whole. These initiatives create fairer systems, unlock economic potential, and enhance cultural understanding.

1. Financial Gains in Diverse Companies: Organisations with diverse executive teams are more likely to experience improved profitability. Companies in the top quartile for ethnic diversity in executive teams are 27% more likely to outperform their peers on profitability.

2. Improved Decision-Making and Innovation: Diverse teams make better business decisions up to 87% of the time. Companies with diverse management teams also generate 19% higher revenues due to increased innovation.

3. Increased Student Success in Diverse Educational Settings: Exposure to diversity in education leads to improved critical thinking skills and higher academic achievement.

4. Economic Growth for Nations: Countries that embrace workforce diversity experience significant economic benefits, including long-term productivity and income gains.

Celebrating the Richness of Racial Inclusion on a Personal Level

Beyond its measurable benefits, racial inclusion enriches our lives and experiences on a personal level. Communities, workplaces, and societies thrive when racial diversity is embraced and valued. Being introduced to racial differences expands our understanding of the world, fosters meaningful connections, and helps us appreciate the richness of different cultures and perspectives.

By acknowledging and celebrating diversity, we create environments where everyone can grow, succeed, and feel valued. The solution is not to ignore race, but to engage in meaningful conversations and implement systems that ensure fairness and opportunity for all.

A Framework for Change: The FIVE Approach

At Symmetra, we take a sustainable, outcomes-driven approach to racial inclusion. We recognise the need for a universalist approach to inclusion and that acknowledge that a fifth wave of DEI work is emerging.

To support this shift, we recommend the FIVE Framework as a guiding model to help workplaces foster inclusivity and remove barriers for everyone:

Fairness: Ensuring decision-making, systems, and processes enable equal access to opportunities for all employees.

Inclusion: Creating a workplace culture where every individual feels respected and empowered, without disadvantaging any group.

Voice: Enabling people to have meaningful input in areas that affect them, from team discussions to leadership decision-making.

Enablement: Equipping individuals with the tools, resources, and conditions to perform at their best.

This approach moves beyond performative DEI efforts and focuses on practical, long-term strategies that create lasting change.

Take Action: Join the Conversation

Racial inclusion is not just a corporate initiative — it is a shared responsibility. If we want to create a world where race is no longer a barrier, we need to:

• Engage in open conversations and acknowledge that systemic barriers exist and undermine our shared ideals of equal opportunity and merit-based advancement.
• Implement policies that ensure fairness and equity for all employees.
• Support inclusion efforts that create opportunities for everyone.

The International Day for the Elimination of Racial Discrimination is not only about remembering past injustices—it is also about committing to a more inclusive and equitable future. Let’s keep the conversation going, not just today, but every day. If you or your organisation need support, please don’t hesitate to contact our team at Symmetra.