For so long, discrimination against ‘ethnic minorities’ working in international development has continued to exist under the guise of ‘international development’. But it is time to stop looking the other way and face this epidemic head on. The international development sector does not get a pardon in this.
At this point, it must be noted that although a number of international development organisations have made statements about how diverse they are (just to tick the checklist), there must be intentional change within institutions.
‘Critiques from low- and middle-income countries of international development actors’ work on decolonisation, dismiss it as a ‘buzzword’ and a fad. Others have lambasted the way some sector leaders have espoused the rhetoric of anti-racism, yet failed to demonstrate genuine accountability when their complicity in racist behaviour has surfaced. The hashtag #shiftthepower has become a rallying cry for the UK development sector but makes no mention of race in the discussion on power.’ – Racism, power and truth: Experiences of people of colour in development, Bond
Countless ‘ethnic minority’ individuals working in the development sector have suffered from systematic racism and, as research shows, systemic racism is a real problem, which can have real effects i.e. ‘biological and psychological illness’ as acknowledged in the Report of the Working Group of Experts on People of African Descent on its twenty-third and twenty-fourth sessions.
It is disappointing that not much research has been dedicated to racism in the development sector, nonetheless, it is never too late. In order to eradicate this problem within the development sector, hard data and collectivism amongst ethnic minorities working in the international development sector is needed. This data also needs to take into account intersectionality and the complexities that lead to systemic racism. As reported by the Working Group of Experts on People of African Descent on its twenty-third and twenty-fourth sessions: People of African descent are diverse ‘and the need for data that reflects that diversity, as well as the extreme vulnerabilities and qualitatively different experiences found at the intersections of race and gender, sexuality, disability and other areas.
International development organisations also need to acknowledge this problem and take steps to make intentional change – not caveating with statements on their ‘diversity and inclusion’ policies, or tokenising individuals for the purpose of showing that they are ‘diverse’. Instead, what is required is real change in practices and behaviors which discriminate ethnic minorities.
Ethnic minorities are often not afforded the same chances as their white peers and often have to struggle to move up the career ladder:
“There are racialised and gendered barriers that prevent people of colour from gaining promotions on an equal footing with their white, male counterparts. When they do make it into a leadership position, many people of colour – particularly women of colour – face ongoing challenges to their legitimacy and authority, and report feeling tokenised” – Racism, power and truth: Experiences of people of colour in development, Bond
So it not surprising then, why there is a lack of ethnic minority individuals in leadership positions. The general pattern across the international development sector suggests that even though a person of ethnic minority is competent and capable of fulfilling their job role, this is not enough for them to be equally considered for a promotion compared to white colleagues. Even more so, when a person of ethnic minority is promoted, they face greater challenges to prove themselves in comparison to their white colleagues – putting them at a greater disadvantage. This implies that people of ethnic minority are perceived as not having the ability to hold leadership positions and make decisions. Instead, white colleagues are perceived as being more knowledgeable to make decisions.
The treatment towards ethnic minorities in leadership positions in international development begs the question of whether they are in those positions to fulfil a diversity and inclusion checklist and, not because the organisation believes that they are a valued and, capable individual. In a report published by Bond: ‘69% of respondents strongly disagreed or disagreed that had been able to take leadership on internal initiatives as much as their white peers had‘.
One of the ways we can get to the root of this problem is by looking at the origins of the development sector. Of course, one would think that in this day and age, racism would not exist. However, it can be very much argued that this is new age colonialism – where ethnic minorities are still being oppressed by white people. Unconscious bias or not, there is no excuse and there needs to be change.
“Historical injustices have undeniably contributed to underdevelopment and economic disparities” – Report of the Working Group of Experts on People of African Descent on its twenty-third and twenty-fourth sessions’.
At LPFDev we focus specifically on the people working within international development. We address the issues and challenges that ethnic minorities face due to discrimination. We advocate for empowerment and a change within the development sector against the discrimination of ethnic minorities. We use research to highlight the issues that exist and confront them head on. There has not been much research and focus specifically on this, but nonetheless, it is time to focus on it as it affects so many ethnic minorities. It is an industry which aims to help countries where ethnic minorities live or originate from, yet at the same time still has systems and practices which are oppressive under the guise of a ‘Saviour mentality’.
At LPFDev we do acknowledge that in general this can be a difficult conversation to have, but we believe that it has to be talked about, we have to be open and we have to confront it in order to have change.
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