To confront or not confront: The psychological and social costs of (not) confronting racism

Highlights

• Indigenous, Black, and People of Colour (IBPOC) workers in the music industry face frequent microaggressions. These subtle but pervasive acts of racism create ongoing challenges, forcing workers to decide whether to confront or avoid these situations.
• Those who avoid conflict often carry a heavy “psychic weight” from constantly managing how others see them, while those who speak up risk damaging their professional relationships and future career opportunities.
• The findings highlight the need for systemic changes in the industry. Employers must address the hidden labor IBPOC workers perform to navigate racism and create safer environments where workers can confront discrimination without fearing career setbacks.

Indigenous, Black, and People of Colour (IBPOC) workers frequently face subtle acts of racism in the music industry. These microaggressions often stem from the industry’s unspoken preference for Whiteness as the default or “normal” way to look and behave. In new research, Alanna Stuart and Kim de Laat conducted interviews with 55 IBPOC workers and found two common approaches these workers use to handle racism: avoiding conflict to protect relationships or confronting it directly. Both strategies come with significant emotional and mental costs that affect their careers and well-being.

Dealing with racism

In interviews, one musician shared that she often receives stereotypical comments related to her ethnicity, such as being asked to order Indian food. A sound technician described how he carefully chooses the music he plays to avoid reinforcing racial stereotypes. These examples illustrate how IBPOC workers are “othered” in their daily interactions at work.

IBPOC workers tend to rely on one of two strategies to deal with these situations. Some choose to avoid direct confrontation. They feel that by staying quiet or adapting to White norms, they can preserve professional relationships and protect future opportunities. For instance, one manager described the mental calculus that goes into promoting one of his Black artists; he shared how he feels the need to “water down” the artist’s work to avoid alienating White colleagues. Such self-censorship underscores the constant balancing act that IBPOC workers perform to fit in and secure opportunities.

…those with less job security or social capital may feel pressured to avoid conflict out of fear of being labeled as “difficult.”

Others, however, confront racism when it occurs, driven by a sense of responsibility to their communities. A musician recounted how he pushed back in a media interview that misrepresented his song’s message about systemic racism. Confronting racism can be empowering, but it carries risks. It can strain relationships with those in power who control future job opportunities, potentially harming long-term career prospects.

The findings also suggest other factors—including workplaces that are highly masculinized and individual workers’ tenures in the creative industry—influence how IBPOC workers handle racism. For instance, those with less job security or social capital may feel pressured to avoid conflict out of fear of being labeled as “difficult,” while others who are more established in their careers might feel empowered to confront racism directly.

The psychic and social costs of dealing with racism

Both strategies take a toll on IBPOC workers. Those who avoid conflict often carry a heavy emotional and mental burden from constantly managing how others perceive them. This ongoing strain, sometimes called “psychic weight,” can be exhausting. As first author Stuart explains, “It’s an advantage to not have to think about how to navigate these moments. Not dealing with microaggressions means not having your creative process encumbered by racism.”

“Not dealing with microaggressions means not having your creative process encumbered by racism.”

For those who confront racism, the emotional cost comes from knowing that speaking up might hurt their careers. Even when standing up for what’s right, they risk losing professional standing in a field where reputation is critical for securing future opportunities.

Need for industry-wide change

Racism is not an occasional barrier for IBPOC workers; it’s a constant part of their daily experience, forcing them to weigh the risks of speaking up. This dynamic is especially difficult in an industry where over half of creative workers in Canada earn less than $40,000 CAD annually (Statistics Canada, 2022). The ongoing calculation of whether to confront racism in such a precarious environment adds unfair strain to the creative process.

The findings highlight the urgent need for industry-wide changes to address the hidden labor IBPOC workers perform to manage racism. Employers and industry leaders must recognize how inequality manifests in these workplaces and take concrete steps to create environments where IBPOC workers can confront discrimination without jeopardizing their professional futures.

At the same time, Stuart offers this compassionate reminder for IBPOC music artists and industry workers who bear this burden: “Your feelings are valid. I don’t say this to pacify but rather to help alleviate the self-questioning that can compound the psychic weight of racist microaggressions.”

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Research brief prepared by:

Alice Choe