Casual racism refers to everyday behaviour, comments, jokes, or attitudes that reinforce racial stereotypes or subtly discriminate against individuals based on their race or ethnicity. Unlike overt racism, which is explicit and intentional, casual racism often occurs in subtle, unconscious ways. This makes it harder to identify and address. People engaging in casual racism may not necessarily have malicious intent, but their actions still contribute to an unwelcoming and discriminatory work environment.
For example, telling a colleague, “Your English is so good!” might seem like a compliment, but it can unintentionally suggest surprise, reinforcing the assumption that people from certain backgrounds are not expected to be fluent. Similarly, if a manager repeatedly mispronounces an employee’s name despite multiple corrections, it can signal a lack of effort to acknowledge and respect their cultural identity.
Note: This post includes examples of casual and overt racism to illustrate how these behaviors manifest in the workplace. These examples are not meant to reinforce stereotypes or perpetuate discrimination but rather to highlight real-world scenarios that can help identify and address such issues. The goal is to foster awareness, promote inclusivity, and encourage positive change.
What is Casual Racism?
To understand casual racism in the workplace, let’s first break down the two key words:
- Casual means subtle, indirect, or informal. It often refers to things that are done without much thought or intention.
- Racism refers to discrimination, prejudice, or stereotyping based on a person’s race or ethnicity.
Casual racism, therefore, is a form of racism that is not always overt or intentional. It often manifests through offhand remarks, jokes, assumptions, or backhanded compliments that reinforce racial stereotypes.
Overt Racism vs. Casual Racism
Overt racism is explicit, intentional, and often legally punishable. It includes actions such as using racial slurs, excluding certain groups from opportunities, or making hiring and promotion decisions based on racial bias. For example, if a manager deliberately refuses to hire candidates from a specific racial background, that is a clear case of overt racism.
Casual racism, on the other hand, is more subtle and often dismissed as humour, ignorance, or misunderstanding. While it may not involve direct discrimination, it still creates a hostile work environment by reinforcing stereotypes. For instance, an employee imitating a colleague’s accent for laughs or making comments about a co-worker’s hair based on racial stereotypes may seem harmless to some, but these actions contribute to feelings of exclusion and discomfort.
Causes of Casual Racism in the Workplace
Unconscious Bias
Many instances of casual racism stem from implicit biases—deeply ingrained stereotypes that influence behavior without conscious awareness. For example, a hiring manager might assume that an Asian candidate is highly analytical but question their leadership potential, unintentionally reinforcing racial stereotypes. Over time, this unconscious bias can lead to confirmation bias, where the manager starts noticing only instances that align with their assumption—such as an Asian employee excelling in data analysis—while overlooking examples of strong leadership. This cycle strengthens racial stereotypes, making them harder to challenge and change.
Cultural Ignorance
A lack of exposure to diverse cultures can lead to unintentional insensitivity. Employees who have not worked in multicultural environments may make remarks that seem harmless to them but are offensive to others. For instance, describing an Indigenous colleague’s background as “exotic” might be intended as a compliment but can come across as othering and dismissive of their identity.
Workplace Culture and Norms
In some workplaces, casual racism goes unchallenged because it is framed as humour or longstanding tradition. If senior employees regularly make racially charged jokes, newer team members may assume this behaviour is acceptable. For example, if an office routinely laughs at comments stereotyping certain groups as “hardworking “or “laid-back,” it normalizes biased thinking rather than encouraging inclusivity.
Failure to Address Microaggressions
Microaggressions—subtle, often unintentional discriminatory remarks or behaviours—contribute to casual racism when left unchecked. If these comments are dismissed as harmless, they create an environment where biased attitudes persist. For example, frequently asking a colleague from a particular background whether they “can handle spicy food” may seem trivial, but it reinforces racial stereotypes and can make them feel singled out.
Intentional Use as a Shield Against Accountability
While casual racism is often unintentional, some individuals use it deliberately to express racial bias while avoiding consequences. By framing their remarks as “just a joke” or pretending ignorance, they create a loophole that allows them to reinforce stereotypes without facing direct backlash. This is a similar behaviour found in covert bullying.
For example, a coworker might repeatedly make comments about a colleague’s background. When confronted, they dismiss the concerns by saying, “Oh, I didn’t mean it that way,” or “You’re being too sensitive“. This can also be seen as a form of gaslighting. Similarly, a manager who consistently mispronounces an employee’s name despite multiple corrections might claim, “I just can’t get it right!” instead of making a real effort.
This behaviour is particularly harmful because it makes it more difficult to address racism in the workplace. It places the burden on the recipient to prove harm while allowing the perpetrator to avoid accountability. By masking discriminatory behaviour as humour or misunderstanding, individuals can continue perpetuating biases while maintaining a socially acceptable image.
Lack of Diversity in Leadership
When leadership teams lack racial and cultural diversity, workplace policies, decisions, and overall culture may unintentionally reflect the perspectives of a single dominant group. This can make it difficult for employees from underrepresented backgrounds to voice concerns about casual racism.
For example, in a workplace where all senior managers come from a similar cultural background, employees may feel that speaking up about racial microaggressions will not be taken seriously or could even harm their career prospects. A lack of diverse perspectives at the top often results in blind spots when it comes to addressing workplace racism.
Social Conditioning and Media Influence
Many racial stereotypes are reinforced by media portrayals, historical narratives, and social norms that people absorb from an early age. Television, movies, and even advertising often depict certain racial groups in stereotypical ways, which can influence workplace interactions.
For example, if the media frequently portrays Asian individuals as “math geniuses” or Black individuals as “naturally athletic,” colleagues may unconsciously project these stereotypes onto their coworkers without realizing it. Even well-intended assumptions, such as expecting a Latino employee to be fluent in Spanish, can create pressure and exclusion.
Fear of Discussing Race Openly
Many employees—and even leaders—feel uncomfortable discussing race in the workplace, leading to avoidance rather than engagement. This discomfort can result in dismissing concerns about racism as “overreacting” or trying to downplay the issue.
For instance, when an employee raises a concern about racially insensitive language, a manager might respond with, “We don’t need to make everything about race,” instead of addressing the issue directly. This reluctance to engage in meaningful conversations allows casual racism to persist and discourages employees from reporting incidents.
Power Imbalances and Workplace Hierarchies
Power dynamics in the workplace can prevent employees from speaking out against casual racism. This is especially true when the perpetrator is in a position of authority. For example, if a senior executive frequently makes racially insensitive jokes, junior employees may feel pressured to laugh along or stay silent out of fear of professional consequences.
In environments where employees feel they lack a voice, casual racism can become deeply embedded in workplace culture. Without clear policies that protect employees from retaliation when speaking up, many will choose silence over risking their career advancement.
Prevalence of Casual Racism in the Workplace
Recent studies and reports have highlighted the prevalence of racism, including casual racism, in Australia:
The 2024 Workplace Report by Women of Colour Australia indicated that approximately 68.4% of Women of Colour have faced workplace discrimination, a rise from 59.6% in 2021. Notably, racism was the predominant form of discrimination, accounting for 93.8% of reported cases.
According to the Australian human rights commission a survey of 2,380 young people aged 13-17 found that 89% had either experienced or witnessed racism, with schools (43%) and online platforms (33%) being the most common locations.
And that’s exactly the issue—it starts early. If 89% of young people aged 13-17 have already experienced or witnessed racism, that means these behaviours and biases are being learned, normalized, or at least tolerated from a young age.
If young people aren’t actively educated about racism—both overt and casual—those attitudes carry into adulthood. By the time they enter the workforce, casual racism may be so ingrained that many don’t even recognize it as a problem. It’s not surprising that casual racism persists in workplaces when the foundation for these behaviours is set during formative school years.
This raises a bigger question: Should workplaces just be reacting to casual racism, or should there be a stronger focus on early education to prevent it from happening in the first place?
Examples of Casual Racism in the Workplace
Unintentional Backhanded Compliments
Praising a colleague by saying, “You’re so well-spoken!” in a way that implies surprise can unintentionally reinforce assumptions about their background or abilities.
Mocking Accents
Mimicking the way someone speaks—whether it’s an accent, pronunciation, or tone—can feel belittling and disrespectful, even if meant as a joke.
Stereotyping Based on Background
Assuming a coworker speaks a certain language, follows a specific cultural practice, or excels in a particular skill based solely on their ethnicity can create exclusion and reinforce stereotypes.
Overlooking Cultural and Religious Considerations
Scheduling key meetings or events on religious or cultural holidays without considering those who observe them can make employees feel undervalued and left out.
Dismissing Concerns About Racism
If an employee raises concerns about racially insensitive remarks and the response is, “It was just a joke” or “You’re overreacting,”. This can discourage open conversations and allow exclusionary behaviours to persist.
Addressing Casual Racism in the Workplace
1. Education and Awareness
Organizations should conduct diversity and inclusion training to help employees recognize and address casual racism. Training should include real-life examples to show how microaggressions affect employees.
For example, a company might use role-playing exercises where employees experience what it’s like to be on the receiving end of racial stereotypes. Cross culture communication programs are key to fostering understanding and reducing unconscious bias, helping employees interact respectfully with colleagues from diverse backgrounds.
2. Clear Policies and Reporting Mechanisms
Companies must have clear anti-racism policies and a safe, confidential way for employees to report incidents. Leadership should emphasize a zero-tolerance stance on casual racism.
For instance, if an employee repeatedly mocks another’s cultural background, HR should intervene, offer sensitivity training, and issue consequences if the behavior persists.
3. Encouraging Open Conversations
Creating an open dialogue where employees feel comfortable discussing racial issues can help dismantle workplace racism. Team meetings that address cultural diversity and inclusion can help foster understanding.
For example, a company could hold monthly forums where employees share personal experiences related to racism and discuss ways to improve inclusivity.
4. Holding Leadership Accountable
Leaders set the tone for workplace culture. If managers ignore casual racism, it signals that such behavior is acceptable. Leaders should actively challenge racist jokes and ensure all employees feel valued.
For example, if a senior executive hears an employee say, “She got the promotion because of diversity quotas or tokenism,” they should immediately correct the statement and reaffirm that promotions are based on merit.
How to Respond to Casual Racism
Leadership & Management
- Intervene Immediately – If a racist joke or comment is made, leaders should address it in the moment. Saying, “That joke isn’t appropriate,” helps set clear boundaries.
- Provide Education, Not Just Punishment – Instead of only reprimanding an employee, provide resources to help them understand why their comment was harmful. Education is key.
- Foster Supportive Advocacy – Promote a culture where employees stand up for each other. If a colleague calls out racism, leadership should support them.
For the Receiver
- Address It Directly – If comfortable, the affected employee can say, “I find that comment offensive. Please don’t say that again.”
- Seek Support – If direct confrontation isn’t an option, the employee can report the incident to HR or a trusted manager.
- Educate with a Calm Approach – Responding with, “Actually, that stereotype isn’t true,” can shift the conversation and promote awareness.
How Microaggressions Contribute to Casual Racism
Microaggressions are small, seemingly innocent actions or comments that reinforce racial biases. Over time, they contribute to a culture of casual racism, making employees from marginalized backgrounds feel unwelcome.
Examples of Microaggressions:
- “Where are you really from?” – This implies that the person is an outsider, even if they were born in the country.
- “I don’t see colour.” – While intended to be inclusive, this statement ignores the unique experiences of racial minorities. In many cases, saying “I don’t see colour” is a form of overcompensation. People may use this phrase to signal that they are not racist or that they treat everyone equally. But in doing so, they often ignore the realities of racial inequality. It can be a defense mechanism. Perhaps they are uncomfortable discussing race, afraid of saying the wrong thing, or don’t want to confront their own biases. By claiming not to “see” race, they avoid engaging with the complexities of racial identity and discrimination.
In some cases, overcompensation stems from a desire to appear progressive or inclusive without actually addressing systemic issues. Instead of acknowledging racial disparities and working toward meaningful change, the phrase can act as a way to sidestep difficult conversations.
A more genuine approach would be to recognize racial differences, listen to people’s experiences, and take action to ensure fairness and inclusion. Instead of saying “I don’t see colour,” a better statement might be: “I see and value diversity, and I’m committed to creating an inclusive space for everyone.” - Assuming Expertise Based on Race – Making assumptions about a colleague’s expertise solely based on their racial or ethnic background can lead to unfair expectations. For example, presuming that a colleague should lead discussions on diversity because of their race, or assuming that someone inherently excels in technical fields based on their ethnicity, reinforces stereotypes and can overshadow their individual skills and experiences.
Impact of Microaggressions
- Creates Psychological Stress – Constantly being subjected to microaggressions can lead to anxiety and decreased job satisfaction.
- Reinforces Workplace Inequality – If left unchecked, microaggressions contribute to an environment where employees of color feel undervalued.
- Reduces Productivity – Employees who feel alienated are less likely to contribute ideas or seek leadership roles.
When Is It Not Casual Racism?
Not every comment or action related to race is considered casual racism. Context, intent, and perception all play a role in distinguishing between an innocent remark and a harmful stereotype.
For example, asking a colleague about their cultural background out of genuine curiosity and with respectful intent is different from assuming their nationality or making stereotypical assumptions about their abilities. Additionally, discussing racial issues in an open and educational manner—such as in diversity training or team discussions—does not constitute casual racism, as the goal is to promote understanding rather than reinforce bias.
It is also important to differentiate between acknowledging differences in a respectful way and making comments that single someone out based on race. If no underlying stereotype, assumption, or exclusionary intent is present in a remark, and no discomfort is experienced by the recipient, it is less likely to be considered casual racism.
However, since intent does not always align with impact, awareness of how words and actions may be perceived by others remains crucial.
Final Thoughts
Casual racism in the workplace is a pervasive issue that often goes unnoticed due to its subtle nature. While it may not be as blatant as overt racism, its effects are equally damaging. Organizations must actively work to recognize and eliminate casual racism by fostering a culture of awareness, accountability, and inclusion.
However, tackling this issue shouldn’t start in the workplace—it needs to begin much earlier. Educating young people in schools about racial bias, inclusion, and cultural awareness is crucial to breaking the cycle. By addressing these attitudes early on, we can help prevent casual racism from carrying over into professional environments. Through education, clear policies, and leadership action, workplaces can create an environment where all employees feel respected and valued.
