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Workplace Discrimination is Preventing Industry Growth for All
Image by Arlington Research

Workplace Discrimination is Preventing Industry Growth for All

You’re climbing a ladder—patient and graceful as you pull your weight step by step—hoping what you find at the top is worth the journey. With one last tug, you make it atop the ladder. Only to see that the ceiling above is unbreakable; that the door at the top is locked and you cannot enter. Well, for many minority employees, this is the reality of corporate life.

The workplace is supposed to be a space where talent, hard work, and fresh ideas drive success. But for many minorities, it feels less like a ladder to climb and more like a wall to break through. Promotions are out of reach, leadership remains overwhelmingly homogenous, and the very people capable of driving innovation are sidelined before they even get a chance. The reality is that workplace discrimination isn’t just unfair—it’s a roadblock to progress. When industries shut out diverse voices, they don’t just limit individuals; they hold back new ideas, stifle innovation, and weaken the future of their own success. So why do so many companies still refuse to fix what’s broken?

“Workplace discrimination in the workplace isn’t just about unequal pay or overt bias—it’s deeply rooted in systems that were not built to support parents and two-income households. In law, startups, and other workplace environments, facts around pregnancy discrimination, parental leave and more highlight how deeply dysfunctional our current systems and policies are,” shares Melissa Saleh, a lawyer, journalist turned entrepreneur.

The consequences of this discrimination don’t just affect individuals—they hold entire industries back. When diverse perspectives are shut out, businesses suffer from stagnant thinking, missed opportunities, and an inability to evolve. The workplace should be a space where talent, ambition, and innovation thrive, yet for many minorities, it remains a space where they must fight just to be seen, heard, and valued.

For example, the tech industry, long criticized for its lack of diversity, has faced significant challenges in ethical AI development due to a lack of representation in decision-making. Facial recognition software, for instance, has been proven to have racial biases because the engineers who built it often didn’t consider or test it on diverse populations. If more diverse voices had been present in those rooms, these problems could have been identified and addressed early on.

The same can be said for industries like healthcare, finance, and media—when workplaces fail to include diverse voices, they create products, services, and policies that don’t serve the full spectrum of their consumers. The result? Missed opportunities, public backlash, and, ultimately, financial losses.

The constant battle against discrimination leads to higher stress levels, decreased job satisfaction, and, in many cases, the decision to leave an industry altogether. Talented individuals who could be driving change and success are instead forced to work twice as hard for half the recognition—or give up entirely.

“True equality in our society requires acknowledging and addressing these challenges, rather than clinging to a façade of fairness. Supporting women and families isn’t just about fixing policies; it’s about embracing the reality that reproducing humans is a messy and challenging process that often conflicts with corporate goals. Lean In was a start, but it left the job woefully unfinished. Unless we find another way to reproduce humans, we need to reevaluate the way the corporate workforce operates,” adds Saleh.

Change starts when companies stop treating diversity as a PR move and start making it a priority. It’s about power, opportunity, and access. Until minorities are truly given a seat at the table, we’re only scratching the surface of what’s possible.

The industries that will thrive in the future are the ones that recognize the value of diversity—not just as a buzzword, but as a fundamental driver of success. Workplaces that embrace inclusion will be the ones that push boundaries, create groundbreaking solutions, and attract top talent.

For that to happen, workplace discrimination must be dismantled, not just acknowledged. The future of work should be one where talent and ambition—not race, gender, or background—determine success. Until then, minorities will continue to fight for the recognition they deserve, and industries will continue to suffer from their absence.

The question is no longer whether diversity matters—it’s whether businesses are willing to do the work to make it a reality.