Biophysical Society Bulletin | July/August 2021

Career Development

What to Do if You Experience Racial Discrimination in theWorkplace

There is no question that episodes of racial discrimination take place at an alarming rate in the United States. More importantly the physiological implications of racial discrimination, including the impact on the recipient’s psychological and emotional state of mind, can be unbearable.

specific words that are insulting or derogatory. Also, remem- ber to note and document the names of other colleagues who witnessed the abuse; however, understand that they might not always support or affirm your concerns. Finally, see if your institution has a system in place that allows an open exchange to address these concerns. Many years ago, during my graduate studies, I was exposed to mocking monkey chants and walks by white colleagues in the laboratory. As the situation got worse, I chose to discuss this with our joint mentor. The response I got was that the mentor did not witness this behavior and that I should not ruin my colleagues’ promising careers. It was clear I had no support if I chose to pursue the issue, so the situation was unresolved, and I was subjected to further abuse. I made the decision to find ways to adapt by dealing on my own with fear, depression, and anxiety and to work with these colleagues despite the abuse because it was important for me to achieve my goal of successfully obtaining my PhD. While I might not suffer the same outward abuse I did then, what I do experience now is just as negative and hurtful. I am still isolated and bullied, while my achievements have been ignored, and my authority is undermined on a daily basis. More importantly, I also have been held back from promo- tions. Nevertheless, I have figured out ways to stick up for myself when necessary and worthwhile, despite the underly- ing fear of retaliation. One positive is that I have been able to cultivate reliable allies who give reasonable perspectives, so I don’t always feel so alone. It is a long, difficult, exhausting process, but we must continue to strive to raise awareness and, in doing so, also focus on achieving our academic and professional goals. Although there has been a racial awakening this past year with increasing awareness of all forms of racial discrimina- tion, including the subtle ones, and some progress has been made in tackling these issues, we are not there yet. However, we should be hopeful that with continued discourse and un- derstanding, as well as more educational programs, messag- es about recognizing and refraining from racial discrimination will reach a larger population, which will allow us to find more allies who will stand up and support those who are marginal- ized, leading to further progress and improvement. — Molly Cule

Racial discrimination takes many forms, but for the most part it is generally defined as discriminatory behaviors against an individual or a group of individuals largely due to that person’s or group’s race, ethnic origin, nationality, or skin color. In the United States, racial minorities who are frequently targets of discrimination include, but are not limited to: Black or African American, Hispanic, American Indian or Alaska Native, Asian Pacific and Asian Indian, and Native Hawaiian or Other Pacific Islander. Racial discrimination in the workplace happens all the time, but frequently it is not addressed or discussed. Discrimina- tory behaviors have evolved in significant ways such that it is often difficult to prove that discrimination has occurred. Individuals who discriminate might not always use overt derogatory language, but rather they might engage in less direct behavior. These can include the victim or victims being isolated, ignored, easily stereotyped, not acknowledged for achievements, and being denied opportunities for career ad- vancement. When discrimination is addressed, in many cases the accused might try to justify it, explain it away, or describe it as a misunderstanding. Therefore, for individuals who expe- rience racial discrimination in the workplace, it can be confus- ing and stressful in ways that affect their well-being, work productivity, and ability to cultivate professional relationships. What should people who are discriminated against do to help themselves? First, you will need an ally. Maybe the ally is a fellow scientific colleague in your institute or one from another institute. It could also be an administrator or other staff member at the institute. It could even be a trusted friend or family member. You need someone who you can talk with openly or someone who can support and affirm your feel- ings and experiences. In this case, it is sometimes important to find someone who has had similar experiences and can therefore sympathize with you and be an effective listener. Second, make notes of the experiences that are concerning (include dates, names, and locations) and remember to note

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