Racism at the workplace How do we deal with it? – An interview with Dr. Beyhan Şentürk
Racism at the workplace – an issue that affects many, but is rarely discussed openly. Even in Berlin, a city that is synonymous with diversity and cosmopolitanism, people experience marginalization in everyday working life – sometimes overtly, often subtly. What does this mean for skilled workers who are keen to work here and make the city their home? And how can companies foster a genuinely inclusive work culture?
Dr. Beyhan Şentürk is a coach and diversity trainer. She has been helping companies and organizations to identify and combat racism and actively promote diversity since 2021 – through training and coaching. She raises awareness among managers, teaches methods and provides people who have experienced racism themselves with practical tools for greater self-assertion. Before that, she worked for a political foundation for 13 years, also abroad. She holds a doctorate in political science and identifies as a person of color.
In our exclusive interview, Dr. Şentürk talks about microaggressions, systemic barriers, the responsibility of Berlin-based companies and why real change always starts with ourselves. Read the interview now!
Berlin is seen as a cosmopolitan city. But people still repeatedly experience racism at work. Which specific challenges do you observe?
Racism is a problem for society as a whole – and is not specific to Berlin or Germany. It is important that we recognize racism as a systemic issue, call it by its name and work consistently to combat it. Every day and everywhere. Two principal aspects can be distinguished:
First, we have discrimination with legal relevance, for example when applying for a job: Are applicants with the same qualifications treated equally? Does everyone on the team have the same opportunities to advance their careers and receive fair pay? These rights can be asserted in court – but fortunately occur less frequently.
Second, we have microaggressions that professionals often encounter in their day-to-day work – subtle, often everyday remarks or behaviors that have a derogatory effect. These are difficult to prosecute legally, but lead to marginalization and psychological stress in the long term.
Wordplay or prejudices that have become – consciously or unconsciously – ingrained in general speech patterns or in the minds of the workforce are a good example of this. Jokes about people from Eastern Europe are typical in this context. But I also frequently observe the following situations as well: An IT company specifically recruits specialists from India – but then holds all team meetings exclusively in German. In the beginning, the new colleagues will inevitably be unable to speak the language fluently enough to participate fully. This is marginalization. And yes – it is racism.
Are there certain areas of work where racism is particularly common?
There is no clear scientific proof here. But there are indications that racist marginalization is more common in senior positions – the ones with greater power and responsibility.
This is clearly demonstrated in a study conducted by the University of Linz: 1,500 nearly identical applications were sent to German companies – only the names and photos were different. Sometimes the person was called Sandra Bauer, other times Meryem Öztürk or similar. The supposed applicant with a German name and without a headscarf in the photo was invited significantly more often than the applicant with a recognizable migrant background or with a headscarf – but the same qualifications. Discrimination becomes more commonplace with higher salary expectations, creative authority or job prestige.
What does anti-racist self-assertion mean in everyday working life? For people who have to deal with racism and others?
Self-assertion means not remaining silent. Microaggressions and discrimination need to be addressed – openly, clearly and constructively. People who face racism should be encouraged to demand that resources be made available within the company, for example through anti-racism training as part of occupational health management.
After all: The experience of discrimination can heighten the risk of mental illness. Prevention is crucial here – through further training, systemic changes and, above all, solidarity within the team. Working together within an open and respectful framework improves the working atmosphere for everyone. Racism affects us all, so everyone should take a stand on this issue
How would a consistently inclusive work culture impact teams and companies?
First of all, people confronted with racism would benefit directly from inclusiveness – they feel safer and more comfortable. This affects the entire team dynamics.
If everyone on the team feels respected, motivation, productivity and ultimately the quality of work will all improve. Creativity and innovation are truly unleashed in a non-discriminatory environment.
What tips do you have for professionals who experience racism and colleagues who want to make their way in the company?
1. Education: Engage actively with the topic – whether it’s through books, podcasts or social media. Knowledge creates agency.
2. Communication: Remain confident and address your grievances clearly. Actively approach managers or HR with any issues.
3. Ask questions: Just saying “Excuse me?” in challenging situations can put the pressure back on the other person. Asking questions is a form of taking the lead.
4. Self-care: Look after your mental and physical health. Dealing with discrimination saps your strength. You must consciously protect yourself.
How can I protect myself if I keep experiencing discrimination?
Exercise, a healthy diet, enough sleep – however banal it may sound, it does build resilience. Mindfulness and breathing exercises also help you to retain agency in stressful situations. And: Seek support. Talk to people you trust, ask for help and accept it gratefully. Counseling centers also provide professional support.
How does your coaching support people who have experienced racism?
I embrace a spirit of equality in my work. My expertise is coaching – my clients are the experts in their own lives. Many already possess immense skills that are frequently overlooked due to discrimination. Bringing these strengths back to the surface is crucial.
It is not about helping people to adapt to a flawed world of work, but about strengthening their satisfaction, resilience and self-esteem. This also involves changing outdated beliefs, such as “If you want to make it in this country, you have to be better than everyone else.” Nobody has to make excessive efforts to prove themselves, just to earn recognition.
How specifically can professionals who have experienced racism prepare themselves for the world of work in Berlin?
Berlin is very diverse compared to the rest of Germany – but there are challenges here, too. My advice: Remain vigilant, but confident.
If you are still looking for a job, expect to have to write more applications than others. If you lack the necessary resources to do so, actively raise your visibility. Show who you are – for example by writing a technical article, making a YouTube video or by taking part in network meetings. This helps recruiters to link your skills with your personality. Also take a good look at your network: Who specifically could help you to find a job? Think carefully about where you would like to be – and then consider where you should show presence and which people can support you.
What responsibility do Berlin-based companies have to create a truly inclusive work culture?
This responsibility is enshrined in law – for example in the General Act on Equal Treatment (AGG). Companies must actively prevent discrimination. Berlin managers working in the public sector are even required to undergo further training in the area of diversity. This is voluntary in the private sector – but more and more companies are opting for diversity management. After all: Inclusive structures demonstrably increase business success.
What specifically can managers do to support employees who have experienced racism?
Reflect on your attitudes. Openly address discrimination where it occurs – but remain objective and focused on solutions. Throw open the topic for discussion, without taboos. And: Have the courage to admit mistakes and to learn. It's a process – and every step counts.
