Playing the Race Card

Business leaders who are committed to diversity and inclusion must be vigilant about subtle forms of discrimination in the workplace.  A recent example of disguised racial animosity is the newly popular phrase, "playing the race card."  The term implies using one's race in a manipulative and inappropriate manner to gain advantage or make excuses.Without a doubt, there are times when unscrupulous people use their race - or gender,  religion, nationality, or disability - to gain unfair advantage.  Given the fact that race often puts people at an unfair disadvantage, it is not surprising that people sometimes want to turn the tables.

But the bigger problem is that we are using the "race card" label to undermine the legitimacy of important conversations about how race affects the ways leaders make decisions in the workplace.  It is naïve to think that racial attitudes and perceptions no longer play a part in how leaders are selected and promoted.  By labeling thoughtful and engaged conversations about race as "playing the race card," we are delaying our progress toward a truly equal, merit-based work environment.