Casual Racism – Why Are We Still Using This Term?

Casual racism is often described as subtle and unintentional, implying a lesser degree of harm. Yet, the impact felt is very similar to more obvious, overt forms of racism. In this article, Dr Enya Doyle explores the implications of so-called “casual racism” and shares her advice on how we can effectively respond to it in the workplace.

Since the Black Lives Matter movement gained significant momentum following the murder of George Floyd in 2020, the media has increasingly used terms like ‘casual’ racism, ‘everyday’ racism or ‘microaggressions‘ to describe interpersonal behaviours that are racist.

Whilst it is of course true that racist comments may not always stem from overtly malicious intent, the effects of all forms of racism are real and harmful.

So, should the term “casual racism” be retired?

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What is casual racism?

Racism is the oppression and marginalisation of individuals based on the colour of their skin, their ethnicity, and/or their nationality. According to EVENS research in 2023, nearly a third of people from ethnic and religious minority groups reported racial discrimination in education (29%) and employment (29%), and nearly a fifth said they experienced discrimination when looking for housing.

Casual racism usually refers to everyday interactions that subtly convey prejudiced beliefs or attitudes. ‘Casual’ insofar as these remarks or actions may seem benign to some, not least because of their frequency. Unlike overt racism, casual racism is often not intended to cause harm and socially normalised, which makes it more insidious and harder to confront.

Casual racism is often subtle and may be masked as humour or ignorance. It can be challenging to identify because it doesn’t always come from a place of overt hostility. People may not realise their behaviour is offensive or harmful. They might believe their actions or words are innocuous or even complimentary. Indeed, many people who have not experienced racism first-hand may not know the racist history of the words and phrases they are using.

Yet explanations based on ignorance should not excuse racism. Organisations addressing racial discrimination within their workplace may also take the chance to reflect on the steps they can take to decolonise their workplace.

When reflecting on any form of discrimination, a common defence is the claim of good intentions, with common usage of defences like “I didn’t mean to cause offence” or “it was just a joke”. We know that the impact of words and actions often outweigh the intention behind them.

Therefore, dismissing harmful behaviours and words as trivial, “casual” underestimates the cumulative damage and the perpetuation of stereotypes and discrimination.

How do microaggressions contribute to casual racism?

A common manifestation of casual racism is microaggressions.

Think of them as brief, passing exchanges that send underhanded deprecating messages to individuals based on their marginalised group membership, in this case based on their skin colour, nationality and/or ethnicity.

Examples could include comments like “You speak English so well” to someone who is from a minoritised ethnic group or asking someone where they are “really from.” Such remarks, though often seen as innocuous, can accumulate and contribute to a hostile environment.

These seemingly fleeting comments often have a significant impact on the recipients, making them feel devalued and marginalised or “othered”. From the recipient’s perspective, these behaviours are far from “micro”, eroding their confidence and sense of belonging, especially because these comments do not usually exist in isolation and are very commonly repeated.

Because microaggressions seem small to people who have never experienced racism or are not clear-cut, they feel harder to report, creating a toxic environment where such behaviours persist unchecked and can both accumulate and escalate.

How does casual racism play out at work?

Negative micro-behaviours, while seemingly minor and difficult to pinpoint, can build up over time to create a pervasive atmosphere where racism is normalised and expected.

Casual racism in the workplace can take many forms. Here are a few examples:

Jokes and stereotypes: Making jokes or comments that rely on racial stereotypes, even if meant humorously – calling your Black colleague by the name of a Black athlete because they are fast or tall. Exclusion: Ignoring or side-lining colleagues from certain backgrounds in meetings or social gatherings. Assumptions: Assuming someone’s capabilities or preferences based on their race or ethnicity. For example, assuming an Asian person works in IT/Tech. Backhanded compliments: Offering compliments that imply that the person is an exception to a negative stereotype, such as “You’re the least angry Black woman I know”. Comments on appearance: Making unsolicited remarks about someone’s hair, skin colour, or clothing (even if you think it’s positive, and especially if you don’t know them!). Cultural appropriation: Adopting elements of a minoritised culture in a way that belittles or commodifies the original culture without understanding or respecting its significance e.g. digital Blackface.

It is the responsibility of organisations, leaders and individuals to take steps to address racist behaviours and create an inclusive culture and workplace for all.

Responding to racism at work

We notice most when we are on the receiving end of less. We notice who is paid what, who gets the ‘pats on the back’ and who doesn’t. However, it can be genuinely difficult for us to notice when we are advantaged or privileged.

So, if we have never, for example, been on the receiving end of racism, we have a responsibility to educate ourselves, listen to those that have, and think about how we can ensure we are not continuing to perpetuate the negative ways people from minoritised groups are treated.

As a leader

Senior leaders, particularly those not from minoritised groups, play a pivotal role in setting the precedent for fostering an anti-racist workplace, and that responsibility extends to holding themselves and the wider organisation accountable.

Broader workplace culture understandably mirrors company leadership and the behaviours that they tolerate. When leaders ignore or permit negative behaviours, it signals that such conduct is acceptable across the company, undermining inclusivity. This in turn has the potential to erode employee wellbeing, stifle collaboration, and increase turnover, ultimately harming the company’s success.

Here’s how they can address racism:

– Policies

Establish clear anti-discrimination policies that outline and emphasise your organisation’s zero-tolerance approach against unacceptable behaviours and consequences for violations. Make sure that your complaints procedure does not inadvertently cause further harm.

– Training

Implement regular training sessions on diversity, equity, and inclusion that explicitly educate employees about the impact of racism and how to prevent it.

– Allyship

Encourage and model allyship by effectively responding to racist behaviours and supporting affected employees.

Leaders must take responsibility for setting clear standards for acceptable behaviour in the workplace, and these must be explicitly outlined in company policies. Effective policies provide a concrete framework that guides employee conduct, ensuring that everyone understands what is expected. This clarity helps to prevent misunderstandings and reduce conflicts.

As the receiver:

If you experience racism at work:

Document incidents: Keep a record of remarks or actions in case you need them for HR. Speak up: If you feel safe to do so, address the comment or behaviour directly with the person involved. Use “I” statements to express how their words or actions affected you. Seek support: Reach out to HR, a trusted colleague, or an Employee Resource Group (ERG) for support and advice.

As a bystander

Witnessing racism puts you in a position to make a difference. It’s easy for bystanders to relieve themselves of any responsibility and passively contribute to passive racism by not intervening. Instead, bystanders are in a position to act as allies at work that actively call out about any form of discrimination that they witness:

Intervene: Challenge the behaviour immediately if you feel safe to do so. Use phrases like, “That’s not okay” or “That wasn’t funny.” Support the target: Check in with the affected person privately afterwards and offer your support. Report: Inform HR or your manager about the incident stating that you think the behaviour violates company policies. Educate yourself: Don’t wait until it happens to figure out if it’s racism. And don’t get your minoritised colleagues to explain why they’re hurt. Instead, read books like The Person You Mean to Be by Dolly Chugh (2018), and listen to podcasts such as Code Switch (NPR).

Addressing casual racism in the workplace

While the term “casual racism” may suggest a lesser degree of harm, its impact is profound and far-reaching. Understanding and addressing racism in the workplace is crucial for fostering an inclusive and respectful environment.

On one hand, this means reviewing your existing policies that outline your organisation’s commitment to developing a truly inclusive, anti-racist workplace. On the other, it means holding staff and leaders accountable to not only recognise how racism manifests at work but also to actively report and address it.

By recognising the significance of impact over intention and actively combating microaggressions, we can move towards a more equitable society, ensuring that all colleagues understand that the veneer of “casual” conceals a more insidious, illegal reality.