When it comes to workplace equity and diversity, a lot of focus is given to hiring “the best person for the job” or hiring “top talent” or “the best fit” and so on. Researchers and equity advocates have shown that these frameworks are based on fallacious assumptions and are riddled with biases. In this article, I explain how colorism is a significant part of discrimination and inequality in recruiting and hiring.
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Research on Colorism in Hiring
For white people making hiring decisions, skin tone had greater influence on their choices than the applicant’s level of education and years of work experience. (Learn more about this article.)
In a study on “white colorism,” results showed that regardless of education, test scores, and other demographic factors–Lighter skinned African Americans and Latinos were significantly more likely to be seen as intelligent by white interviewers. (Learn more about this article.)
In many Latin American countries, top positions in business, academia, and politics are primarily filled with light-skinned people. Darker-skinned professionals experience less occupational prestige, while lighter-skinned employees attain higher status jobs. (Learn more about this article.)
Insights on Colorism in Hiring
Based on the type of research results I just shared, here are two key ideas and practical applications you can take away for your business.
You Can’t Create Racial Equity if You Ignore Colorism.
I have been saying this since the dawn of my platform, and today I want to emphasize this for hiring managers and recruiters. All of your work to achieve racial and ethnic diversity amounts to a hamster wheel if you aren’t factoring in the role that colorism plays in creating racial disparities in the workplace.
You Can’t Mitigate Racial Bias if You Ignore Colorism.
In a future article, I will explore this in more detail when I discuss customer service and racial profiling. In the context of recruiting and hiring, however, we have to question a lot of assumptions about which members of a racial group we deem:
- more “professional”
- a better “fit” for the company
- more “educated”
- more “approachable” or “friendly”
- having “top talent”
- having “great potential”
- etc.
Here’s What to Do:
1) If you’re ever in a training, meeting, or just a casual conversation about racial equity or racial bias, bring up the element of colorism. Ensure that it’s embedded into the content.
2) Ask yourself and your hiring colleagues: Am I or Are We raising the bar for this darker-skinned candidate? Are we requesting additional information or more “proof of competency” from them than we have for other candidates with lighter skin tones?
For Example: A few people recently sent me a video of a dark-skinned woman revealing that she had to go through 10 interviews to get the same position as her light-skinned friend who was only required to do 3 interviews.
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Homework: See above!
Affirmation: I’m willing to question my current approach to hiring and reflect on my own biases so that I can create greater equity and diversity within my company.