Seven out of ten black people say they have experienced racism or prejudice at work

An unprecedented survey carried out by Infojobs in partnership with the Black Money Movement shows that seven in ten black professionals (71%) say they have suffered racism or prejudice in the workplace. Violence is so embedded in routine that almost half of those interviewed (49%) stated that prejudice occurred at different times and in professional contexts.

Furthermore, the research shows that inequality of opportunities persists. Even though 53% of respondents are employed and 28% have postgraduate degrees, they state that the chances of growth are unequal.

The numbers show that racism in the Brazilian job market is far from being an exception because it is repeated, silently, in interviews, promotions and hierarchical relationships. The survey interviewed 800 professionals in October this year.

‘Subtle’ discrimination

These discriminatory experiences are often not explicit, says Ana Paula Prado, CEO of Redarbor Brasil, owner of Infojobs. “They can manifest themselves subtly and repeatedly at different moments in their professional lives, and have a direct impact on people’s confidence, well-being and professional trajectory,” he says.

Among the most frequent reports are situations such as being constantly underestimated, having your skills disproportionately questioned, facing invisible barriers in the selection process or even in professional development within a company.

“There are also episodes of microaggressions, inappropriate comments and supposed jokes about appearance or experiences and, in more extreme cases, even social exclusion from groups and projects,” he says. These situations, even if occasional, are capable of undermining self-confidence and creating in professionals a feeling of incapacity, non-representation, and insecurity, points out Prado.

Hiring barrier

Barriers rise even before hiring. According to the survey, 38% of black professionals say they are afraid to include a photo on their resume for fear of being eliminated in the first selection phase.

“This data brings a very deep layer to the discussion about racism in the job market. When black professionals avoid putting a photo on their resume, what we see is a movement of self-protection — an attempt to reduce the chance of suffering a prior judgment before even being evaluated for the skills they possess”, he assesses.

This anticipation may happen because, at some point, these people have already experienced or known someone who experienced a similar discriminatory situation. “When a professional needs to ‘prepare’ to avoid a possible bias that shouldn’t even exist, it means that we still have major structural challenges to overcome,” he says.

The challenge of the in-person interview

Once you have passed the CV barrier, there is another challenge: the in-person interview. The survey found that 46% of black professionals said they had felt that their chances of being hired were lower in face-to-face interviews compared to other non-black majority candidates.

She explains that these situations go beyond more incisive questions that put the candidate’s ability under question. Often, he explains, these are micro behaviors such as shorter interview times, less depth in technical questions, more frequent interruptions or a look that conveys doubt.

“In face-to-face contact, some unconscious biases may become more evident, from facial expressions and posture, to the type of question asked or the way the interview is conducted”, he points out. “Of course, we need to be careful when interpreting situations, but several of these signs, combined, can make the professional feel like they are at a disadvantage”, he says.

For 75% of those interviewed, this inequality is repeated in their internal career trajectory. They say they have already lost promotion opportunities to less technically qualified non-black people, and 31% say this happened at different times.

Representativeness

The survey showed that 44.6% of respondents said that in their current or previous work there were no black people in leadership positions, although the black population is the majority in Brazil.

“This is in fact a reflection of what we see in the market, these people still occupy a very small portion of strategic or leadership positions, and this is the result of a set of barriers that accumulate throughout their professional career and our history as a society”, he states.

These barriers can be imposed from access to the same academic opportunities, early career development, the absence of internal mentors and sponsors, and also the lack of visibility in strategic projects — which are precisely those that open doors to decision-making positions.

Transparent processes and prepared environments

Racism is structured in Brazilian society and perpetuates itself in the workplace, with professionals reproducing their world views. For Prado, overcoming these barriers requires intention and consistency.

Therefore, companies must be aware of the importance of developing more transparent processes, environments more prepared to welcome diversity and leaders capable of identifying and preventing these discriminatory behaviors. According to her, it is necessary to reinforce for companies that diversity is not just representation in the workforce, but the construction of environments in which people feel safe, respected and represented from the first contact.

Technologies in selection processes can help select people exclusively based on their skills, with the aim of promoting greater equity. Companies that have managed to advance adopt practices such as formal career acceleration programs, transparent promotion processes, clear diversity goals, as well as ongoing training for leaders. But, above all, it is necessary to ensure that these professionals have equal space to take on real growth and development challenges.

“Only in this way can we move forward consistently, not only in the job market, but as a society,” he says. “When we create structures that promote equity, the result appears not only in more diverse leadership, but also in companies that are more innovative, competitive and prepared for the challenges of the future.”