Discrimination based on skin tone, or colorism, continues to be a significant barrier for many individuals in professional spaces. Unlike racial discrimination, colorism often occurs within the same racial or ethnic groups, reinforcing harmful stereotypes and deepening inequalities.
Lighter skin tones are frequently associated with intelligence, competence, and social desirability, giving those individuals advantages in hiring, promotions, and salaries. Meanwhile, darker-skinned professionals often face prejudice, regardless of their qualifications or achievements.
The workplace, which should be a space for equal opportunities and merit-based success, often mirrors these societal biases. Studies and lived experiences reveal how this issue affects hiring decisions, wage disparities, and access to leadership roles. Exploring the roots of colorism and its ongoing impact is essential to understanding how deeply ingrained biases shape professional outcomes.
By addressing these inequities, organizations can begin to create environments where talent and dedication matter more than appearance.
Key Takeaways
- Only 3.2% of executives in large companies are Black, despite 12% of the U.S. population identifying as Black, with lighter-skinned individuals disproportionately represented.
- Black women with bachelor’s degrees earn $46,694 annually, less than white men with only high school diplomas ($46,729), highlighting systemic wage disparities.
How Colorism Influences Hiring Practices?
Colorism plays a significant role in hiring practices, creating unfair advantages for lighter-skinned individuals while systematically disadvantaging those with darker skin tones. This form of discrimination, distinct from racial bias, often operates within the same racial or ethnic groups, reflecting deeply ingrained societal preferences and stereotypes. The hiring process, which should focus on merit, skills, and experience, is frequently tainted by implicit biases that prioritize physical appearance over qualifications.
Research consistently demonstrates the influence of colorism in employment decisions. A 2006 study by Dr. Keith Maddox found that lighter-skinned candidates were rated more favorably than darker-skinned candidates for the same job qualifications. [1]
Further research in 2018 showed that lighter-skinned African Americans consistently secured higher-paying jobs and faster promotions than darker-skinned individuals. The study concluded that skin tone can influence perceptions of leadership potential, intelligence, and likeability, creating a systemic advantage for lighter-skinned professionals. [2]
How to Fix the Problem?
Companies need to stop hiding behind excuses and start taking action:
- Audit Every Stage of Recruitment: Examine hiring data for patterns of bias and eliminate practices that allow discrimination to persist.
- Blind Recruitment: Remove names, photos, and other identifiers from resumes to ensure candidates are judged solely on merit.
- Unconscious Bias Training: Train recruiters and managers to recognize and counteract their biases in real time.
- Diversify Leadership: Include diverse voices in decision-making roles. Representation at the top makes a difference.
Wage Disparities and Career Advancement Challenges
Colorism does not stop at hiring—it seeps into paychecks and career progression. For darker-skinned individuals, the workplace often becomes a battleground where they are paid less, promoted slower, and overlooked for opportunities, all because of the color of their skin. This is not an abstract theory. The numbers back it up.
Wage Disparities by Skin Tone and Gender
A PayScale study analyzing 1.8 million employees (2017-2019) revealed that Black men earned just 87 cents for every dollar earned by white men in uncontrolled settings. This disparity persists even in controlled scenarios—same qualifications, roles, and locations—where Black men earn 98 cents to every dollar. Over a career, this 2% gap amounts to significant financial losses.
For Black women, the disparity is even more severe.
| Group | Average Annual Earnings ($) | Earnings as % of White Men | Annual Wage Gap ($) | Impact Over 40-Year Career ($) |
|---|---|---|---|---|
| White Men (Baseline) | 72,900 | 100% | 0 | 0 |
| Black Men (Controlled Pay) | 71,500 | 98% | 1,400 | 56,000 |
| Black Women (Overall) | 46,694 | 63% | 26,206 | 1,048,240 |
| Hispanic Men | 66,339 | 91% | 6,561 | 262,440 |
| Black Women (Low-Wage Jobs) | 21,700 | 60% | 51,200 | 2,048,000 |
| Black Women (High-Wage Jobs) | 70,000 | 64% | 29,000 | 1,160,000 |
Educational Bias
Black women with bachelor’s degrees earn $46,694 annually—less than white men with only high school diplomas ($46,729). Even with master’s degrees, their average pay of $56,072 falls far below the $87,051 earned by white men with the same education level. [3]
Solutions to Address Wage Disparities
- Pay Audits: Conduct regular audits to ensure pay equity across all levels.
- Blind Recruitment Practices: Remove personal identifiers, like names and photos, during hiring and promotion processes.
- Equity Policies: Establish clear policies to ensure fair compensation and unbiased evaluations.
- Educational Support: Provide scholarships or programs targeting underrepresented groups to bridge educational gaps.
Psychological Impact of Colorism on Employees
Colorism does not only affect wages and promotions—it also leaves lasting psychological scars on employees who face this discrimination. The constant burden of being judged by skin tone instead of merit affects mental health, workplace satisfaction, and overall career confidence.
Real Effects on Mental Health
Darker-skinned employees often report feeling undervalued and overlooked in their workplaces. This creates feelings of inadequacy and resentment, which can evolve into depression or anxiety.
For instance, the study published in the Journal of Health Psychology in 2018, found a direct link between discrimination and heightened levels of stress, anxiety, and chronic pain. This research involved a cross-sectional analysis of 535 male taxi drivers in New York City, a group largely made up of immigrants from South Asia, Africa, and the West Indies. [4]
The study highlighted that drivers who reported frequent experiences of discrimination were:
- 88% more likely to suffer from anxiety or depression
- 52% more likely to report chronic pain
- Scored significantly higher on the Perceived Stress Scale (PSS-10) compared to peers who reported lower instances of discrimination.
Internalized Colorism
One of the most damaging effects of colorism is internalized discrimination. Employees may start believing the negative stereotypes associated with darker skin, feeling they must work harder just to be on par with their peers.
For example, a darker-skinned engineer reported spending hours perfecting presentations to avoid even minor criticism, fearing her work would be judged more harshly than that of her lighter-skinned colleagues.
Steps to Address Psychological Impact
- Create Safe Reporting Channels: Ensure employees can report discrimination without fear of retaliation. This includes anonymous reporting tools and clear follow-up processes.
- Provide Access to Mental Health Resources: Offer counseling services specifically tailored to address workplace discrimination.
- Implement Bias Training: Focus on recognizing and eliminating colorism through workshops that tackle unconscious bias and microaggressions.
- Foster Inclusion Through Leadership: Representation matters. Having darker-skinned individuals in leadership positions sends a message that all employees are valued equally.
- Encourage Open Dialogue: Host forums where employees can share their experiences and discuss solutions.
Barriers to Promotion and Representation in Leadership
Colorism extends beyond hiring and wages to limit career progression and representation in leadership roles.
While 12% of the U.S. population identifies as Black, only 3.2% of executives and senior managers in large companies are Black. Within this group, lighter-skinned Black professionals are disproportionately represented. In comparison, darker-skinned Black employees are often clustered in entry-level roles, with limited opportunities for upward mobility.
The lack of representation in leadership amplifies feelings of alienation for darker-skinned employees. Seeing few, if any, individuals who resemble them in high-ranking roles reinforces the notion that success is not attainable for people of their complexion.
Organizational Practices That Reinforce Colorism
Several workplace practices exacerbate these disparities:
- Subjective Performance Reviews: Without clear metrics, promotions often favor individuals perceived as more likable or charismatic, qualities tied to lighter skin in biased environments.
- Exclusive Networks: Informal mentorship and sponsorship opportunities often exclude darker-skinned employees, denying them access to the guidance and advocacy necessary for advancement.
- Unconscious Bias in Leadership Selection: Decision-makers often gravitate toward candidates who reflect their own characteristics, sidelining diverse talent.
How Colorism Shapes Workplace Dynamics?
1. Favoritism Based on Skin Tone
Employees often observe lighter-skinned colleagues receiving preferential treatment in terms of assignments, promotions, and recognition. This fosters resentment among team members and diminishes workplace cohesion.
In some cases, favoritism can even lead to the marginalization of darker-skinned employees, who may feel excluded from critical discussions and decision-making processes.
2. Microaggressions and Stereotyping
Colorism manifests through comments or actions that reinforce negative stereotypes about darker-skinned individuals. Examples include attributing leadership qualities to lighter-skinned employees or assuming darker-skinned individuals are less approachable or competent.
3. Unfair Workload Distribution
Darker-skinned employees are often assigned tasks requiring hard labor or menial responsibilities, while their lighter-skinned peers are entrusted with strategic or high-visibility assignments.
How Can the Media Help Deal With This Problem?
Media has an influential role in shaping perceptions and dismantling biases, making it a powerful tool in addressing colorism in professional spaces. By altering representation, narratives, and societal norms, media can challenge harmful stereotypes and promote a more equitable understanding of beauty, competence, and professional capability.
Representation in Media Campaigns
- Highlight Diversity in Advertisements: Brands can feature individuals of all skin tones, particularly in leadership or aspirational roles, to combat the association of lighter skin with success.
- Promote Inclusive Casting in Entertainment: Movies, TV shows, and digital content should include characters of diverse skin tones, particularly in positive and empowering roles.
- Showcase Stories of Darker-Skinned Professionals: Documentaries, interviews, and profiles of successful darker-skinned individuals can challenge stereotypes and provide relatable role models.
Shifting Narratives in Journalism
- Investigative Reporting on Workplace Colorism: Expose cases of colorism in corporate environments to hold organizations accountable.
- Feature Success Stories: Highlight narratives of darker-skinned professionals excelling in various industries, focusing on their achievements and the obstacles they overcame.
- Collaborate with Activists and Academics: Use journalistic platforms to share expert insights and advocate for systemic change.
Investigative reporting has played a crucial role in uncovering instances of colorism within corporate environments, thereby holding organizations accountable and prompting necessary reforms. A notable example is the exposé on the World Economic Forum (WEF). The investigation revealed a toxic workplace culture under the leadership of founder Klaus Schwab, highlighting discriminatory practices that included:
- Targeting employees based on age: Senior staff members were reportedly pressured to dismiss older employees to lower the average age of the workforce.
- Discrimination against pregnant women: Female employees faced adverse treatment upon announcing pregnancies, including demotions and dismissals.
- Racial insensitivity and harassment: Incidents involving the use of racial slurs by senior managers and the marginalization of Black employees were documented.
Role of Social Media Movements
- Hashtag Campaigns: Movements like #UnfairAndLovely and #MelaninPoppin have successfully celebrated darker skin tones and raised awareness about colorism.
- Viral Challenges: Encourage users to participate in challenges that promote diversity and inclusivity.
- Community Support Groups: Social media groups can create safe spaces for individuals to share their experiences and seek support.
#UnfairAndLovely
Launched in 2016, this campaign aimed to combat colorism by celebrating the beauty of dark-skinned individuals. It was initiated by three students from the University of Texas—Pax Jones, Mirusha Yogarajah, and Tania Safi—who sought to challenge the societal preference for lighter skin. The hashtag gained international attention, encouraging people to share their stories and photos, thereby promoting a more inclusive definition of beauty.
#MelaninPoppin
This hashtag celebrates the richness of melanin and encourages individuals to embrace their natural skin tones. It has been widely used across platforms like Instagram and Twitter, where users share images and stories that highlight the beauty of darker skin, effectively countering negative stereotypes.
#FlexinInMyComplexion
Started by Kheris Rogers, a young African American girl who faced bullying due to her dark skin, this challenge encourages individuals to post photos embracing their natural complexion. It has garnered widespread support, empowering many to take pride in their skin tone.
Dark Is Beautiful
An online campaign and community that addresses the unjust effects of skin color bias and celebrates the beauty and diversity of all skin tones. It offers resources, workshops, and a platform for sharing personal stories, fostering a supportive environment for those affected by colorism.
Conclusion
Colorism remains a significant issue in professional spaces, reinforcing biases that limit opportunities and deepen inequalities. Addressing this requires direct actions from organizations, transparent practices, and holding those responsible for perpetuating discrimination accountable. Media plays a critical role in uncovering and challenging these practices while amplifying voices that have been marginalized.
Solutions like unbiased hiring processes, regular pay audits, and inclusive leadership are essential for driving change. Investigative reporting and social media campaigns have already highlighted the issue and proven their effectiveness in raising awareness and demanding reform. Real progress comes when organizations stop ignoring these problems and take measurable steps to create equitable workplaces. Accountability, transparency, and persistence are the only paths forward.
References
- Maddox, Keith & Gray, Stephanie. (2002). Cognitive Representations of Black Americans: Reexploring the Role of Skin Tone. Personality and Social Psychology Bulletin. 28. 250-259. 10.1177/0146167202282010.
- Hargrove TW. BMI Trajectories in Adulthood: The Intersection of Skin Color, Gender, and Age among African Americans. J Health Soc Behav. 2018 Dec;59(4):501-519. doi: 10.1177/0022146518802439. Epub 2018 Oct 10. PMID: 30303024; PMCID: PMC6657514.
- National Women’s Law Center | Fact Sheet | July 2017
- Mirpuri S, Ocampo A, Narang B, Roberts N, Gany F. Discrimination as a social determinant of stress and health among New York City taxi drivers. J Health Psychol. 2020 Sep;25(10-11):1384-1395. doi: 10.1177/1359105318755543. Epub 2018 Feb 7. PMID: 29409354; PMCID: PMC8482413.