Systematic discrimination is described as practices and policies or patterns of behaviour, that play part in the structures of the organization, which perpetuate disadvantage for racialized individuals.

A systematic discrimination is defined as the attitudes or practises that have, whether by impact or design, the effect of limiting an individual’s or a group’s right to the opportunities generally available because of attributed rather than actual characteristics. 

Systematic discrimination in a recruitment process, could for instance involve constantly offering lower level positions to women than men. It could also involve only offering a promotion to a particular race than others. Further examples of systematic discrimination include:

• Not getting hired 
• Denying the employee certain benefits of compensation
• Dismissal of an individual’s status as a member of a protected class 
• Denying maternity leave, retirement options or disability leave

Employers must endeavour to offer the same opportunities to all employees regardless of their race or social status. Below are some suggestions on how to uproot systematic discrimination within the workplace. 

4 ways to uproot systematic discrimination within your organization

Many employers do intend to create an all inclusive workforce without any form of discrimination, they however do not know how to do it. The following ways will help in ensuring that systematic discrimination is uprooted.

1. Define the organization’s commitment to diversity and inclusion

Most organizations have various discussions on how their workplaces can be more inclusive, and they make attempts on broadcasting on their careers page that they are an “equal opportunity” employer; however this term varies from organization to organization. 

As an employer, ensure to define your organization’s commitment and avoid using vague language without a deep and clear understanding on  how you will accomplish the goals and why you are using the language. If you have broadcasted to be an equal opportunity employer, then it must be something that is genuinely practised within your organization.

2. Promote diverse leadership 

Real  diversity can only be promoted only if the organization’s leadership is diverse. According to findings, Black Africans only account for 3. 2% of senior leadership roles in large sized organizations, and just hold 0.8% of Fortune 500 positions, are all men. Likewise, Latinos hold less than 2% of Fortune 500 CEO positions; most of these are men.  In order to see true racial equity, employers must promote people of  a different race to leadership positions.

3. Adopt an abundance mentality 

Promoting employees from a diverse culture and background is an advantage for everyone. However, kindly note that promoting diverse individuals, does not mean you cannot promote others. 

4. Have a continuous dialogue

It is important that you continuously discuss systematic discrimination within your workplace; this is because it is not something that magically dissapprear, it will have to take constant discussions, workshops and other forms of training to uproot it.

Having a dialogue means that there will be  growth, therefore, the more you talk to one another, the more you are able to break down  internal conscious and unconscious biases.