Understanding and using correct terminology is crucial in this rapidly evolving, diverse society, particularly in discussions about race and ethnicity.

 Our new ebook, “Beyond Labels: A Complete Guide to Race and Ethnicity Terminology for Leaders,” delves into the historical context of various terms and provides practical tools to help navigate these conversations. 

This article will explore why understanding terminology is essential for overcoming the fear of getting it wrong or causing offence that currently blocks action within organisations. We will also share how our ebook can assist in implementing effective communication strategies.

Inspiration for the ebook guide

The development of this guide was inspired by many conversations I have had over the past couple of years while delivering antiracism and allyship programmes and sessions. With the very obvious pushback in diversity, equity, and inclusion (DEI) efforts, I felt it was important to dive deeper into the history and context of terminologies over time and give people a tool they can use when unsure how to lead and guide conversations around race and ethnicity in the workplace.

The Historical Context of Terminology and Language Usage

Language is a powerful tool that shapes our perceptions and interactions. Historical context provides depth to the words we use, revealing their origins and the evolution of their meanings over time. Understanding this context helps prevent miscommunication and fosters more inclusive and respectful conversations. Terms once considered acceptable may now be viewed as outdated or offensive due to changes in societal values and awareness.

Where are we now…..

One significant period in British history was the rise of racism following Enoch Powell's "Rivers of Blood" speech in 1968. This speech had a violent impact on Asian, Pakistani, and Black communities, leading to increased racial tensions and discrimination. During this turbulent time, the term "politically Black" emerged in 1970s Britain as a unifying identity for anyone who wasn't considered white and was discriminated against based on the colour of their skin. This term fostered solidarity and collective action against the increasing violence and discrimination faced by these communities.

By understanding such historical contexts, we can appreciate the depth and significance of terms like "politically Black" and why they were essential in uniting communities against discrimination based on the diverse groups experiencing the challenges at that time. However, recognising the evolution of these terms helps create a more informed and empathetic approach to discussions about race and ethnicity. To enable you and your team to move forward, take the time to pause and reflect on the journey of terminologies and become comfortable with how they are used in conversations, discussions, and reporting results, impact, and recommendations for change.

Comparing Historical and Contemporary Contexts

As the general election is upon us, I took a trip to 1968, when Enoch Powell's racist rhetoric led to his removal from his post, illustrating the era's intolerance for openly discriminatory language by public officials. Fast forward to 2024, and figures like the leader of Reform UK and other Tory donors have been granted platforms despite engaging in similar rhetoric. This shift highlights a concerning trend where racist language and sentiments are given more leeway in the political arena and media.

The contrast between Powell's swift political downfall and the current acceptance of such figures underscores the importance of historical context in understanding our current societal landscape. This comparison also highlights the urgent need for tools and resources to combat the normalisation of racist language in contemporary discourse.

Practical Tools and Techniques

Our ebook offers a comprehensive guide to appropriate terminology tailored to various contexts. Here are some of the key features:

• Terminology Guides: Detailed explanations of terms related to race and ethnicity, including their historical backgrounds and contemporary usage.

• Practical Scenarios: Real-life examples and case studies demonstrating how to apply the correct terminology in different settings.

• Communication Strategies: Techniques for engaging in sensitive conversations, addressing misunderstandings, and promoting inclusivity.

• Interactive Exercises: Activities designed to build confidence and competence in using the appropriate language.

Barriers to Talking About Race and Ethnicity: Insights from the 2021 Race Inclusion Report

To understand why people often avoid conversations about race and ethnicity, we can examine critical findings from the 2021 Race Inclusion Report titled "Talking about Race at Work" in relation to the conversations we have had in our live sessions and the current political and media influence.

Key Findings

• Fear of Offending: 28% of all respondents believe people are worried about offending someone by discussing race. This concern is slightly more common among white British respondents.

• Concern About Saying the Wrong Thing: 27% of respondents worry about saying the wrong thing during conversations about race.

• Uncertainty in Language: 32% think uncertainty around the appropriate language and terminology stops people from engaging in racial conversations. This concern is more pronounced among BAME group respondents (35%) than white British respondents (24%).

Facilitating Conversations: Strategies for Organisations

To encourage more open and productive discussions about race and ethnicity, organisations can consider the following strategies:

• Creating Safe Spaces: Foster environments where employees feel safe and supported to discuss race and ethnicity. Adopt the Chatham House rule and have a policy ensuring conversations are not used as part of performance or promotion reviews.

• Building Trust: Develop strong trust in senior management, correlating with higher comfort levels in discussing race. With strong trust, comfort in talking to HR about race is 73%; weak trust drops to 47%. Ensure that discussion complaints are received with a plan to tackle and support rather than push out and deflate (to protect the company's reputation).

• Clear Communication and Training: Provide training on how to talk about race and use appropriate language to mitigate fears of offending or saying the wrong thing.

• Leadership Involvement: Senior leaders should actively initiate and support discussions about race and ethnicity.

• Recognition and Support: Organisations recognised for their work on inclusion and diversity are more likely to have ongoing conversations about these topics.

  We are facilitating a session on the 16th of July to help organisations have confident conversations around race and ethnicity.

Conclusion

Understanding the historical context of terminology and implementing practical tools and techniques are essential to promoting inclusive and respectful conversations about race and ethnicity. By addressing the barriers identified in the reports on Race Inclusion or your organisation's recommendations and adopting proactive strategies, organisations can create environments where these crucial discussions are normalised and productive.

By leveraging the insights and tools in our ebook, “Beyond Labels: A Complete Guide to Race and Ethnicity Terminology for Leaders,” “organisations can better navigate these complex conversations and contribute to a more inclusive and equitable workplace.