Asking if I am black British in job applications is still conscious bias
Conscious bias in the hiring process is still prevalent and proving hard to eradicate.
The role of a culturally diverse climate in recruitment has become more and more indispensable because representation is still so scarce.
Black British history did not start from the 21st century, and it never will. British history in the late 1970s and 1980s provides historical context and proves that Britain has already undergone its second great wave of black migration, one that largely involves some of our parents and grandparents.
It can be slow to recognise a need for change when meek racism is constantly mutated and on the rise.
After asking if you are black British in job applications, it is usually followed up with another question; are you black African or black Caribbean? The identity crisis amongst black millennials in the UK, not to talk of America, is because of this. We are neither here nor there, according to some of the weird experiences we come across when visit our second ‘homes’ (where our parents are from).
What really makes you British then, if residing in Britain is not enough, and being black British is a tug of war? Britain is still a nation inundated with deaf-blind justice and systematic prejudice. So to be cautious when it comes to commenting on our modern age, the period through which we are currently living in, is to be like plastic refusing to melt at 100 degrees.
Placing a magnifying glass over the black British experience has proved to be difficult. The colour of our identity has for many decades been subjected to the prejudice of conscious bias, which has misinformed our innovation and entrepreneurship, fortified ignorance, and ignited our unwarranted anger (sometimes).
Removing innate prejudices from the application process, from work places and from various fields of work is obligatory for a nation that is supposed to be great. Capitalising on the fear of the unknown, and the inferiority of the black British can no longer be a marketing strategy or bait for the survival of its child-like democracy.
Bias, whether unconscious or conscious, is governed by stereotypes that exist in the subconscious. As a result, it can influence decisions, behaviours, and interactions with others. It takes an unlearning and forgiveness to rid people of this veil. Perceptions, attitudes, behaviours, attention, and micro-affirmations have been distorted in society. So what more about the recruitment process?
Perhaps blind recruitment could make the difference. Many consider it to be the new brand of diversity. Who knows, the job market could be the pre-eminent place to start. Blind recruitment is the practice of removing personal information that can identify you. This could include names, gender, age, education, and even on some occasions, the years of experience. But what about ethnicity, why is this not removed when that seems to have everything to do with who we are, what we are capable, and entitlement to?
Now more than ever, it’s time to be black, British and proud, because to be British is to be greater than what we have known to be great.