Tackling Workplace Racism? You’ll Need More Than One Workshop

Hello {{ first name | friends}},

Sorry, but you can't solve racism in the workplace with a single unconscious bias training session or diversity workshop. For many organisations, this is a checkbox exercise meant to show that they have "done diversity". But it's totally performative, and doesn't result in a better workplace experience for employees with marginalised identities.

Here are four issues with the usual approach, and some suggestions for improving them.

Many anti-bias and diversity workshops and training sessions focus on the comfort of employees racialised as white rather than the safety of those racialised as Black, or who are people of the Global Majority. They can end up being situations where Black colleagues relive trauma while white colleagues process their feelings of shame or guilt - and that doesn't help anyone.

Knowing that you have biases doesn't automatically mean you change your behaviour. In fact, some individuals use the "unconscious" label as an excuse, instead of taking responsibility for the harmful impact of their words or actions. Awareness is a first step, but action to minimise or eliminate harm matters more.

Having said that, some of the training ignores the systemic part of racism. It's not just individual prejudices; it's embedded in power structures, company policies, decision-making processes, availability of opportunities and more. If your hiring practices filter out Black candidates or those with names that seem "foreign", or penalise assertiveness in Black women whilst rewarding it in white men, a single workshop won't help.

If you're simply checking a box to say that training has been completed, you're missing the important part - measuring what actually changes. For example, what are the promotion prospects for Black employees? Have you changed your policies? Are there fewer instances of racism? How have you decreased bias in your hiring processes? Unless there are meaningful changes, what's the point?

So, what should leaders do instead?

Real change requires examining who holds power, who benefits from current structures, and what needs to change, not just who needs to feel more "aware" of their privilege. Anything else is both a moral failing and a business liability.

My talk: Beyond Performative Allyship: Doing the Real Work calls for leaders and would-be allies to move from performative gestures to disrupting the status quo; to get uncomfortable and stay uncomfortable. Book me to speak if you're ready to do the real work.

Thanks for reading,

Sharon

You don't have to read everything — just the right thing. 1440's daily newsletter distills the day's biggest stories from 100+ sources into one quick, 5-minute read. It's the fastest way to stay sharp, sound informed, and actually understand what's happening in the world. Join 4.5 million readers who start their day the smart way.

Join for free today!

Note: poll feedback is private - if you’re happy to share your thoughts in public, then please also leave a comment.

Sharon Hurley Hall is an anti-racism educator, author of I’m Tired of Racism, and founder of the SHHARE anti-racism community and of Sharon’s Anti-Racism Newsletter, which provides tools and lived experiences to fuel systemic change. A seasoned professional writer and journalist, she leverages over 30 years of experience to mentor introverted leaders, and is co-founder and co-host of the Introvert Sisters Podcast. Her recent work focuses on helping Black and Global Majority women achieve high-impact visibility and professional influence without the exhaustion of performing extroversion.

© Sharon Hurley Hall, 2026. All Rights Reserved. This newsletter is published on beehiiv (affiliate link).