Race in the Workplace: The Frontline Employee Experience
No one should be excluded from opportunities to advance professionally. But advancement is far from fair in many American workspaces, especially for the frontline workers whose concerns are often ignored or pushed aside. For example, of four frontline employees, only one is likely to receive a promotion within their organization, according to workflow background research. This suggests an obvious bias regarding race: sometimes, having a different skin color (or gender) can mean being denied access and missing out on important opportunities for progress. In this blog post, we'll discuss why this situation exists and what employers can do better to support these workers of color on the frontline.
Introducing the issue – why there is an inequality in how frontline workers are treated
Regarding frontline workers, there is significant inequality in how they are treated and their opportunities for advancement. Even though three out of four workforce members aspire to move up within their organization, few make it—only one in four employees are promoted to higher positions. It's a disheartening statistic revealing that many companies have obstacles that prevent frontline workers from excelling. This affects the motivation of these individual workers and creates an atmosphere where equity and diversity aren't truly realized.
Despite their significance, many frontline workers struggle with a lack of professional development opportunities. This can be incredibly frustrating for those who want to advance in their careers and take on more challenging roles. Without access to training and development programs, it can be difficult for frontline workers to acquire new skills, develop professionally, and stay up-to-date with industry trends. The lack of support and investment in frontline workers can limit their potential and result in higher turnover, lower productivity, and decreased job satisfaction. It's time for organizations to recognize the value of their frontline workforce and commit to providing the necessary resources and support for their professional growth.
Exploring the causes of inequality - what systems and structures contribute to this problem
Exploring the causes of inequality is no easy task. It requires a pragmatic approach considering the many systems and structures contributing to this pervasive problem. From systemic racism to gender bias in the workplace, many factors perpetuate inequality and keep marginalized groups from achieving true equality. Addressing these issues requires understanding their root causes and taking actionable steps to dismantle the systems and structures that uphold them. While the road to true equality may be extended, a journey must be taken to create a more just and equitable world for all.
Examining the impacts of inequality - how does it manifest itself in the workplace
Inequality in the workplace is a topic that has received significant attention in recent times. Despite efforts to address this issue, it is still evident in many organizations. The impacts of inequality in the workplace are widespread and can affect employees mentally and physically. It can contribute to low morale, decreased job satisfaction, and poor productivity. Employees who experience inequality may feel undervalued, leading to anxiety, depression, and high-stress levels. Furthermore, inequality can have financial consequences, with some employees being paid significantly less than their peers for the same job. Examining the impacts of inequality is essential, as it can help organizations develop strategies to promote equality and create a more inclusive workplace.
Our survey found that among all frontline staff, Black workers have the most significant enterprise trust deficit—a gap in perception of attributes such as acceptance, fairness, and authenticity.
This trust deficit affects nearly every facet of the Black frontline experience. For example, Black workers report the highest job satisfaction and lowest intention to leave. Yet they also experience the highest attrition rates. So what is causing them to look to other organizations for opportunities? For many, it's a lack of career development and advancement potential. For example, 84 percent of Black employees indicated a desire to be promoted, but just 62 percent perceived an opportunity to advance.
They also don't view their work environment as a meritocracy. A contributing factor is that Black frontline workers earn, on average, 25 percent less than their White peers.
The lack of trust manifests itself in numerous ways. Black workers are less likely to feel supported, encouraged, and treated as professional equals by their peers. Fifty-one percent of Black employees have at least one mentor, but just 38 percent said they have at least one sponsor, meaning many Black workers lack valuable direction and support on career paths and development opportunities. In addition, Black frontline employees report feeling included in the workplace less than any other racial group.
As poor as the experience is for Black frontline workers, it also represents a high-water mark. As they move up the ladder, they report feeling less included and supported than their peers.
Investigating solutions – what actions can companies take to support frontline workers better
Frontline workers play a critical role in keeping businesses running smoothly. Yet, they often lack the support they need to excel in their jobs. Companies can improve this by taking a pragmatic approach to investigating solutions. One way to do this is to involve frontline workers in decision-making. By soliciting their feedback and ideas, companies can better understand frontline workers' challenges and work collaboratively to solve them. Additionally, providing training and development opportunities can help frontline workers feel valued and supported. Simple changes like these can go a long way toward improving the overall employee experience and boosting performance.
Uncovering success stories – examples from companies that have taken action
Success stories often provide valuable insights into the strategies and actions that lead companies to achieve significant business objectives. Whether overcoming obstacles, seizing opportunities, or combining both, these accounts can inspire others to pursue success. By uncovering and sharing such stories, we can learn from the experiences of companies that have taken action and achieved meaningful results. From implementing innovative technology solutions to expanding to new markets and establishing new partnerships, there are countless ways companies can take steps toward success and inspire others to do the same.
Bias and Discrimination in the Workplace
Bias and discrimination have no place in the workplace, yet unfortunately, they persist in many industries. Employees should feel safe and secure in their work environment, but when coworkers or superiors exhibit these toxic behaviors, that sense of security instantly disappears. Furthermore, these actions harm the targeted individuals and create a hostile work culture that can lead to high turnover rates and low morale. Therefore, it is crucial for companies to actively address and eliminate any instances of bias and discrimination to ensure a positive and inclusive work environment for all employees. By doing so, the company will reap the benefits of a happier and more productive workforce and contribute to a safer and more just society.
From the findings in this blog post, it's evident that there is much room for improvement in enabling and encouraging frontline workers to reach their full potential. Companies should focus on appropriately equipping frontline employees with the tools they need to succeed, from better access to training and support systems to clearly defined promotion guidelines and better rewards for high-performing employees. This would give employers an immense competitive advantage and improve working conditions for staff, who ultimately form the backbone of a successful business. So if companies are serious about ensuring equitable needs and opportunities for all within their organizations, they should strive towards creating a level playing field where frontline workers are given every opportunity to excel, thrive and reach their professional goals.
Making a call to action – how you can help create positive change in your workplace
Creating positive change in the workplace starts with taking action. As a team member, you can influence how things are done. The first step is to identify the areas where change is necessary. It could be anything from improving communication to enhancing team collaboration. Once you have identified the issues, it's time to take action. Discuss your concerns with your colleagues, and devise practical solutions together. Encourage everyone to take responsibility for their actions and to be accountable for the results. By working together, you can create a positive change in your workplace that benefits everyone.
Ultimately, this post aims to empower frontline workers and highlight tangible solutions employers can implement to ensure they are respected and gain equal access to advancement opportunities. First, we looked at the causes of inequality and its impacts – from decreased job satisfaction, engagement, and motivation amongst workers to decreased business performance. We even showcased how companies have successfully addressed inequality with targeted initiatives spawning positive change in employee engagement, work environments, job functions, recruitment strategies, career ladders, and learning opportunities. Transformation requires intentionality –personal and organizational –but creating a work environment free of inequality and filled with value for all is feasible. To bring about a fundamental transformation in your workplace, start by having difficult conversations with colleagues or hosting policy reviews with your team. Then, it's up to us to create change so that all individuals across any industry can reach their full potential without limitations.
Image courtesy of Emmanuel Ikwuegbu @emmages
About Jim Woods
Jim Woods is the President & CEO of Woods Kovalova Group, a diversity, equity & inclusion expert who helping organizations for over 20 years. He knows how to create an environment where everyone feels respected and valued – no matter who they are or their background. His work with Fortune 500 companies such as Cisco Systems, Microsoft, and Boeing demonstrates that he understands how major companies operate.
With this level of expertise, you can be confident that Jim will help your organization reach its goals of creating a safe and equitable workplace. In addition, his strategies have proven successful in inspiring corporate cultures worldwide to pursue true transformation toward anti-racism and social change within their ranks.
Reach out today to learn how partnerships with Jim’s team at Woods Kovalova Group can make meaningful changes in your organization’s culture!