How to Prove Workplace Discrimination When They Say It’s ‘Not About Race’ Tactics for Documenting and Addressing Subtle and Overt Racial Discrimination in the Workplace
- Anne Marie the AntiHR Lady
- Apr 17
- 4 min read
Updated: May 11
Disclaimer: The information provided in this blog post is for informational purposes only and does not constitute legal advice. It is important to consult with legal professionals for guidance on specific legal matters. Results on engagements and online courses may vary, and a successful outcome is not guaranteed.
Let’s be honest.
One of the most infuriating parts of navigating racism in the workplace is how quickly it gets denied.
They tell you:
“It’s not about race.”
“You’re being too sensitive.”
“We treat everyone the same.”
But you know what’s really going on.
You see the patterns. You feel the double standards. You experience the microaggressions and outright exclusions that your white peers don’t have to endure. And when you finally speak up? Suddenly the problem isn’t the racism—it’s you for naming it.
That’s why documenting and addressing racial discrimination strategically—especially when it’s subtle or coded—is not just smart, it’s necessary.
Let me show you how.
Start with Your Gut—and Back It Up
If your instinct is telling you that something feels discriminatory, don’t ignore it. Start documenting immediately. The American workplace is highly skilled at gaslighting Black professionals, especially Black women, into questioning their own reality.
Your job is to trust your instinct—but prove it with facts.
Use the AntiHR Documentation Journal or a secure private log to track:
Who said or did what
When and where it happened
Who was present
How it made you feel or impacted your work
Whether it’s a pattern (e.g., repeated micromanagement, public correction, exclusion from meetings)
Compare Your Treatment to That of White Peers
One of the strongest ways to show racial discrimination is to show disparate treatment.
Ask yourself:
Are white colleagues given more grace or benefit of the doubt?
Do they receive better assignments, promotions, or mentorship?
Are they allowed to speak up without being labeled “aggressive” or “difficult”?
You don’t need to work in HR to see a pattern. You just need to document it clearly and consistently.
Name It Without Apologizing
Too many workers—especially Black women—are afraid to call something what it is for fear of retaliation or being labeled. But here’s the truth: they’re going to retaliate whether you whisper or shout.
Be clear and specific when you raise concerns. Say:
“I believe this action may be rooted in racial bias.”
“I’m observing a pattern of differential treatment that appears race-based.”
Don’t let them reframe your experience as a personality conflict or performance issue.
Call it what it is: discrimination.
Understand the Role of HR (Spoiler: It’s Not to Help You)
I say this all the time because it’s the truth: HR is not your friend. Their job is to reduce liability for the company—not to protect you.
So when you report discrimination to HR:
Do so in writing
Keep a copy of everything
Note how they respond (and how quickly)
Document if your work life suddenly becomes harder after speaking up
Retaliation is a form of discrimination—and it’s often the strongest claim you can make.
Don’t Wait for Them to Do the Right Thing—Plan Your Exit Strategically
Too often, we waste precious time waiting for justice in spaces never built to protect us. If you’re in a discriminatory, hostile work environment, start planning your exit before it escalates further.
This means:
Documenting strategically
Understanding your rights under the law
Learning how to negotiate your exit
Exploring severance options
My master courses and consulting services are designed to help you do exactly that. If you’re not ready to invest, start with the Roadmap to Understanding Your Workplace Rights—it’s a free download for members of the AntiHR Community.
Join a Community That Knows What You’re Dealing With
You don’t have to navigate this alone. One of the best ways to survive and strategize your way out of a discriminatory workplace is to connect with people who understand exactly what you’re going through.
The AntiHR Community is here for you—with live Q&As, expert guidance, and a safe space to tell the truth about what’s happening at work. Because we’ve all been there. And we’re not crazy.
Final Word
When they say “It’s not about race”, it’s because they want to shut you up.
But we’re done shrinking ourselves to make them comfortable.
We’re documenting. We’re strategizing. We’re securing the bag on our way out.
And we’re going to tell the truth about what happened to us—whether they like it or not.
Start documenting today with the AntiHR Documentation Journal to build your case and advocate for a more inclusive work environment.
Take Control of Your Workplace Rights!
If you want to learn more about your rights as an employee and how to navigate tricky workplace issues, check out my e-book, “The AntiHR Roadmap to Understanding Your Workplace Rights.”
📌 Get both for FREE when you join the AntiHR Membership Community!
Why Join the AntiHR Membership Community?
The AntiHR Membership Community was created to give employees real-time resources, strategic advice, and private support that isn’t available on social media.
✔️ Exclusive tools for tracking workplace abuse and strategizing your next move.
✔️ Real-time support from a community that understands workplace struggles.
✔️ Access to workplace rights guides that help you push back effectively.
📢 Choose between an annual or monthly plan. With all the free resources included, the membership pays for itself in the first month!
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