The Undeniable Reality of Racial Discrimination and Worker Well-being

 

“Racism harms workers. Respect restores.”

Having spent years in global markets, particularly in the demanding real estate sector throughout the Middle East, I witnessed firsthand how talent is evaluated—and favored—on the international stage.

The reality is this: even within highly skilled, diverse teams, professionals from British, European, or North American backgrounds frequently experience a more direct and expedited route to significant leadership positions. Observing this inherent, systemic preference for one group over others is a constant, powerful echo of the central issue: racial bias persists even in our most modern, globalized workplaces.

The promise of a globalized workplace is that we get the best talent, period. But when entrenched bias persists, it doesn't just undermine meritocracy; it severely damages the physical and mental health of employees everywhere.

Discrimination and the Drop in Worker Well-being

Despite the era of globalization and incredibly diverse workforces, racial discrimination remains a major issue. We expect modern management to connect the right talent with the right opportunity, regardless of background, but research and lived experience tell a different story.

So, what are we talking about? Workplace Discrimination is simply any negative or unfair treatment based on personal attributes like race, gender, or age. It has nothing to do with job performance. Whether it's denying someone employment, a promotion, or just treating them unfairly day-to-day, this negative treatment is shockingly prevalent.

This problem isn't limited to one corner of the world. It’s found everywhere—even in places we consider established and advanced, like the USA, the UK, and Canada.

The Quiet Toll of "Everyday Racism"

It's easy for organizations to focus only on big, dramatic instances of discrimination, but the real damage often comes from what's called everyday racism.

Racial minorities, including Black individuals, often face a constant barrage of derogatory comments or sexist remarks. Worse, when it comes to career advancement, they are blatantly overlooked for managerial roles or decision-making responsibilities. The human resources departments are simply giving opportunities to the privileged employees over racial minorities, often with the flimsy, lame argument that the victims "don't have the right talent" for a more responsible position.

This everyday mistreatment compromises a worker's well-being on an individual and collective basis. It doesn't allow them to grow, and it makes them feel like they aren't truly a part of the organization. Studies in the USA, for instance, have repeatedly shown that Black individuals experience higher cases of discrimination compared to white peers in local companies.

The Health Crisis Linked to Workplace Bias

The impact of this constant stress goes far beyond job satisfaction; it manifests as a serious health crisis.

Poor treatment and discrimination are linked to numerous health issues like chronic anxiety, depression, and mental stress. Even more worryingly, racial discrimination and mistreatment have been shown to increase alcohol and tobacco consumption among victims. This is a profound long-term impact on their well-being.

A large survey conducted between 2004 and 2010 across various US states, involving more than 70,000 individuals who faced discrimination, confirmed this. The research revealed that Black people were facing these issues the most, at a rate of 21%, followed by Hispanic people at 12%, and other racial minorities at 11%.

The data also reveals concerning behavioral changes among participants who were victims of discrimination. A staggering 60% of participants admitted to drinking alcohol, with 32% reporting heavy use, as a direct result of workplace discrimination. This uptick in alcohol consumption is prevalent across both genders and is particularly pronounced among married individuals aged 35 to 54, mirroring heightened anxiety and depression during critical career and family-building periods.

Furthermore, smoking trends have also increased, with more than 22% smoking and 16% being daily smokers. Since smoking and alcohol misuse are major causes of preventable diseases, discrimination isn't just a morale issue; it’s a public health issue driven by anxiety and mental stress, pushing victims toward habits that further endanger their health.

Moving from Diversity to True Equity

Racial discrimination cripples productivity and damages health. If we want diverse workforces to actually help organizations expand globally, we have to fix this recurring issue.

Changing the culture and mindset is more important than just enforcing rules. Open communication and good relationship management are essential. Often, problems arise from a lack of communication between employees and management. Senior leaders and HR must prioritize managing relationships, which means understanding the social and cultural differences within their diverse teams.

We need to empower racial minorities. Engage them in the decision-making process and actively seek their feedback. As a result, when employees feel trusted and respected, which is the foundation of a strong Employee-Organization Relationship (EOR), their productivity and efficiency naturally improve.

Management must cultivate an awareness of the emotional states exhibited by their varied employees, thereby enabling them to react with authentic respect and concern, utilizing both problem-solving and emotion-focused approaches to effectively resolve challenges. We need to foster a strong, mutually respectful team-building culture.

In conclusion, the research unequivocally illustrates a global workforce grappling with systemic bias, which demonstrably and measurably affects their well-being and professional trajectories. The discourse must evolve beyond mere recognition of diversity to actively promoting equity—ensuring that the appropriate opportunities are consistently provided to the most qualified individuals, irrespective of their background. Only through the elimination of these concealed, enduring obstacles can the genuine potential of global meritocracy be fully realized.

What are your thoughts on this issue? Have you witnessed systemic preference in a global workplace? Share your experiences in the comments below!