Building Fair Workplaces: Addressing Barriers for Women of Colour

In our mission for equality and inclusion, our focus at Nafsiyat is on addressing structural challenges that affect mental health and well-being. The "Broken Ladders" report by the Fawcett Society and Runnymede Trust reveals how women of colour experience unique barriers in the workplace, affecting everything from hiring to mental health. Here, we explore some key insights from the report and what they mean for creating a supportive and inclusive work culture.

The Hidden Barriers in Hiring

According to "Broken Ladders," 75% of women of colour report facing racism at work. This ranges from outright discrimination to subtler forms like 'microaggressions' – constant reminders that they are outsiders. Hiring processes contribute to these barriers, often relying on informal networks or rigid requirements that undervalue diverse experiences.

For many women, entering the workplace involves "mental gymnastics," a constant assessment of how much of themselves they can show without negative repercussions. This added stress can be exhausting, leading women to question their place and value at work. Redesigning job descriptions to be more inclusive, with an emphasis on transparency and flexible requirements, would help open doors for women from all backgrounds.

Pay and Progression Gaps: A Stubborn Reality

The report highlights pay disparities that persist between women of colour and their white counterparts. Pay transparency is one way to address this gap; yet, companies still often avoid including salary details in job listings, which can disadvantage women of colour who may lack financial support networks.

A surprising 64% of women of colour say that career progression is important to them, yet are consistently overlooked for promotions. Clear, structured promotion pathways could foster a fairer system where progression is based on merit rather than informal networks.

The Mental Health Toll of Racism and Exclusion

The impact of structural racism on mental health is significant. "Broken Ladders" reveals that a staggering 76% of women of colour feel that workplace discrimination affects their mental well-being. At Nafsiyat, we believe that mental health support must recognise the impact of structural racism and provide spaces where women of colour can safely discuss their challenges. Moreover, for organisations to retain talent and support all employees, implementing culturally aware mental health initiatives is vital.

Creating Change: Where Do We Start?

For companies looking to make a difference, implementing a comprehensive anti-racism action plan is essential. This includes addressing pay disparities, ensuring transparent hiring practices, and providing mentorship and training to support diverse career progression. The "Broken Ladders" report also encourages companies to introduce 'stay interviews' rather than just 'exit interviews' – giving women of colour a chance to voice concerns before they reach the point of departure.

At Nafsiyat, we stand by these recommendations as part of a broader mission to support marginalised communities. As the report underscores, true inclusion is more than just a policy; it's a commitment to creating a workspace where everyone feels they belong and can thrive.