A new 2024 study published in the Journal of Business and Psychology has uncovered important insights into how Black employees are often silenced at work. The research explores workplace incivility—defined as low-intensity but harmful behaviors like interrupting colleagues, ignoring input, or using dismissive body language. These subtle forms of exclusion might not always be intentional, but they can deeply impact the mental health, confidence, and communication of Black professionals in corporate environments.

The study found that Black employees experience significantly higher levels of workplace incivility compared to their white counterparts. This leads to two harmful responses: social pain minimization (when emotional pain is invalidated or dismissed) and defensive silence (when employees consciously withhold opinions or feedback out of fear or self-protection).

The Hidden Cost of Defensive Silence in the Workplace

When Black employees engage in defensive silence, it’s often a form of self-preservation. Yet, silence in the workplace can be costly—for individuals, teams, and entire organizations. The study’s authors connected employee silence to major corporate failures, like the Enron collapse and the Columbia space shuttle tragedy—both linked to environments where employees didn’t feel safe speaking up.

Defensive silence also creates a damaging cycle. When non-Black colleagues misinterpret quietness as disinterest or apathy, it reinforces exclusion, leading to deeper isolation and mental strain for Black employees. Over time, this erodes trust, collaboration, and innovation—undermining diversity and inclusion goals companies claim to uphold.

What Employers Must Do to Break the Silence

To address the silencing of Black employees, organizations must go beyond diversity statements and take proactive, measurable action. Leaders should:

• Educate all employees on recognizing and preventing anti-Blackness and subtle exclusionary behaviors.

• Implement clear, consistent policies for reporting and addressing workplace incivility.

• Establish safe channels for feedback and whistleblowing to prevent harmful silence.

Workplace equity should not be reactive—it must be embedded into company culture before harm occurs. When leaders create systems that support open communication, they help all employees, not just Black workers, feel valued and heard.

How Black Employees Can Protect Their Wellbeing

While systemic change takes time, Black employees can adopt practical strategies to cope with workplace incivility. This includes setting boundaries, taking rest, journaling, exercising, and leaning on trusted support networks. Building community—both inside and outside the workplace—can help ease isolation and reinforce self-worth.

Above all, continued research and open discussions about the Black workplace experience are essential. The more these realities are studied and shared, the closer we move toward workplaces where silence is no longer a survival strategy but a choice rooted in peace, not pain.