How Managers Weaponize the PIP to Sustain Systemic Racism in the Workplace

It’s important to emphasize that managers play a significant role in shaping the trajectory of success within the workplace. Many corporations and companies naively overlook the reality of systemic workplace racism, a major cause of discrimination and lawsuits that disrupt a corporation’s bottom line. Hiring ineffective managers is not a smart move for anyone committed to integrity. It’s common practice for corporations to use the Performance Improvement Plan (PIP) as a tool for measuring employee performance. While I understand the need for a structured grading system, what’s often not discussed—but quietly practiced—is the use of PIP to perpetuate systemic racism. Some managers exploit the PIP to reinforce discriminatory systems that target and control employees, particularly those who are BIPOC. It’s disturbing that this still occurs, but it’s crucial to recognize and address it. If you notice these signs, document everything. Taking notes will empower you to protect yourself and ensure you come out on top in this toxic workplace environment.


Here are three ways in which managers might misuse PIPs to maintain systemic racism within an organization:

1. Disproportionate Implementation:

Managers may disproportionately place employees from certain racial backgrounds on PIPs compared to their peers. This practice can be part of a broader pattern where employees of color are unfairly scrutinized and held to higher standards, reinforcing racial hierarchies and perpetuating systemic racism.

2. Coded Language and Subjective Criteria:

Managers can use coded language and subjective criteria in PIPs to mask racial biases. For instance, they might use terms like “cultural fit” or “attitude problems” as proxies for racial bias. These vague terms can justify placing employees of color on PIPs while avoiding explicit mentions of race, thus maintaining systemic racism under the guise of performance issues.

3. Career Stagnation and Isolation:

By placing employees of color on PIPs, managers can impede their career progression and isolate them from key opportunities. This systemic practice ensures that these employees remain at lower levels within the organization, limiting their influence and reinforcing racial disparities in leadership and decision-making roles.

Addressing these issues requires organizations to critically evaluate their use of PIPs, ensure transparency and fairness in performance evaluations, and actively work to dismantle systemic biases. Regular audits, diversity training, and creating safe channels for employees to report discrimination are essential steps in fostering a more equitable workplace.

Stay Flashy!

Author: The Impartial Lab. (M.TIL)