And over the years, racism has diversified its character too. It is no longer only about Whites against Blacks, Whites against Browns and so on. We need an updated assessment of where and what element of racism has changed its character and acquired new dimensions. We also need to assess the specific interplays of regionalism, gender, class, ethnicity and racism, and its impact on the institutional character. Experiential accounts of employees in international organizations – multilateral or civil society – will reveal many new developments, the significance of which has not been either heard or understood. A discursive exploration or investigation will reveal how institutional conduct and employee consciousness are being affected by different forms of racism.
Most experiences of exclusion or discrimination remain wrapped up also because the institutions have no mechanisms to protect those who bring them out. Denial of racism and a fear that bringing out any such issue will not just be a wasted effort; it will also result in unmanageable stress and reprisal leading to a damaged career, keeps the matter under wraps for good. Access to justice, in practice, is a principle preached outside, not inside the organization.
Since individual experiences take place in an organizational context, remedy requires behavioural and systemic analysis of the workplace – immediate and broader workflow linked layers leading to the decision-makers/senior managers – and the external socio-cultural environment in which ethnic bias or racism is experienced. I cannot say how widespread these experiences are or in which other forms they take place because this is not a talked-about issue. What I can say with conviction is that as long as these experiences will continue to be treated as individual perceptions, de facto, the workplace culture will continue to condone the undercover expression of racist biases, attitudes and practices.