Polite racism is the subtle and socially accepted form of racial bias that presents itself as civility, neutrality, or “treating everyone the same”. It avoids overt hostility but maintains racial inequality by erasing lived experience and discomfort.
Neutrality is not innocence. Civility is not equity.
Our responsibility is to recognise when “professionalism” and “kindness” are used as shields against accountability and progress.
What is Polite Racism?
Polite racism:
- Appears as colour-blindness refusing to acknowledge race
- Uses the rhetoric of fairness and sameness to maintain the status quo
- Silences those who experience exclusion or bias
- Values dominant cultural norms while minimising others
It is discrimination with a smile exclusion wrapped in courtesy.
Why the Tone of Neutrality Matters
Neutrality may appear balanced, but it can:
| Masked Harm | Impact |
| “We don’t see colour” | Erases identity & lived experience |
| “We treat everyone the same” | Protects structural privilege |
| “Let’s not make this about race” | Silences those harmed |
| “They just weren’t a good fit” | Reinforces cultural bias |
Policies claiming neutrality often reproduce existing inequity.
How Polite Racism Shows Up
- Recruitment: fit > fairness
- Schools & workplaces: dysregulated enforcement of norms
- Neighbourhood belonging: who is assumed to be “out of place”
- Communication: tone policing, silencing, dismissiveness
These actions are often considered “nice” but their impact is not.
Case Studies
Case Study 1: The ‘Neutral’ Recruitment Panel
A “fair” interview process is used. However:
- Decision-makers share similar backgrounds
- Judgements hinge on cultural “fit”
- Minority applicants consistently score lower
Outcome:
Discrimination continues without anyone ever being overtly racist.
Case Study 2: The Helpful Neighbour
A Black property owner is greeted with surprise:
“You must be doing really well! What do you do?”
The intent is friendliness.
The message is exclusion and assumption.
Case Study 3: “We Don’t Do Race Here”
A colleague reports racism. HR responds:
“We’re all the same here — let’s move on.”
The response sounds calming…
…but it invalidates harm and permits further abuse.
Reflection Questions
Personal Reflection
- When have I chosen comfort instead of courage?
- What norms do I expect others to adapt to — and why?
- Whose standards of professionalism do I uphold?
Team Dialogue
- Whose voices shape our culture?
- Do we listen to lived experience — or defend the status quo?
- What happens here when someone names racism?
Systems Perspective
- Where do racial disparities show up in our data?
- Who is held accountable for changing them?
Action Checklist Moving from Neutrality to Equity
Tick to self-assess
☐ Commit publicly to anti-racism, not neutrality
☐ Diversify who decides what “good” looks like
☐ Review recruitment & promotion for bias
☐ Create brave spaces for racialised colleagues to speak
☐ Recognise and respond to microaggressions
☐ Ensure equity actions are measured not assumed
☐ Value cultural capital beyond assimilation
Politeness is optional. Equity is essential.