Labor

 

Racism and sexism are things we've been told are bad since we were children. Yet, did this solve the problem of racism and sexism? No, of course not. Everyone whether they realize it or not, grows up with a bias know as, well, implicit bias. This is why it is important to listen to minority staff members when they express concern over their treatment in the museum and recognize how they treat people who they may have biases towards. Yet how does one recognize this bias? In the article by Jennifer Edgoose, Michelle Quiogue, and Kartik Sidhar, they describe removing implicit bias as "[...] discovering your blind spots and then actively working to dismiss stereotypes and attitudes that affect your interactions" (Sidhar, 2019). Educating or exposing yourself voluntarily yourself on one particular group can remove bias. One thing that they do not bring up that would be a crucial step to finding bias is to think of the area you grew up in and how they treated outsiders. After this and education, learning to monitor your mental bias or how you think when someone from the group enters the room or does something is also important. These steps can help to remove bias.

There are also people that are aware of their bias, yet choose to act on it regardless. These people create a harmful work environment and must be removed as soon as possible. However, how do we spot these people? The stereotypical obvious racist or sexist we would like to believe exists is slowly being removed and replaced with the very same type of person, but now they use different terminology to disguise themselves, as they realize being cruel to co workers, isn't a useful business move. So, how do we remove people beyond calling employers and asking why they were removed? We must listen to fellow staff and every complaint must be treated seriously. Unfortunately, rooting out racism has to start with people accusing others of racism.(Building an Anti-Racist Workplace - TIME’S UP Foundation, n.d.) thought every accusation must be treated seriously. The same goes for sexism in the workplace. It's important to listen to women and people of color when they express concern and to handle the matter properly according to the rules provided by the work place. As we move forward, consider yourself an agent of change and support for others, keeping in mind the evidence at hand.

Building an Anti-Racist Workplace - TIME’S UP Foundation. (n.d.). TIME’S UP Foundation; https://www.facebook.com/TimesUpNowOfficial/. Retrieved November 16, 2020, from https://timesupfoundation.org/work/equity/guide-equity-inclusion-during-crisis/building-an-anti-racist-workplace/

Sidhar, J. Y. C. E. Q. (2019). How to Identify, Understand, and Unlearn Implicit Bias in Patient Care -- FPM. AAFP Home | American Academy of Family Physicians. https://www.aafp.org/fpm/2019/0700/p29.html

 

Comments

  1. Rachel ChapmanNovember 22, 2020 at 6:23 PM

    Hi Nathan, I enjoyed how your focused on a solution to racism and sexism in museums workforce. Removing bias or just having the skills to mention bias thoughts when they are present is a great way to offer a safer and healthier workplace. Do you think it should be museums’ responsibility to offer implicit bias training for their employees and well, this actually help curve racism and sexism in the workplace?

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