October is Black History Month, and both of my institutional employers have emailed me with offers of Equality, Diversity and Inclusion (EDI) training as part of Continuing Professional Development (CPD), though not mandatory sessions.

Edinburgh University led the way (1st October) by presenting a one-hour workshop on a range of different groups and activities undertaking anti-racism activities (including profile-raising of minority staff networks, provision of links with outside bodies, and highlights on race education projects). Each presenter had about 10 minutes to outline (pitch) what their organisation was doing (and where it could be found).

At the end, the organisers struggled to get the question and answer (Q&A) session going, with no questions coming forward until one presenter felt duty-bound to ask something (of another presenter). This outcome was not due to lack of interest on behalf of the audience (being ‘self-selecting’, they were the ‘converted’). Rather, it was hard to think of ‘questions’ (to get a ‘discussion’ going) from such a factual presentation. What is there to disagree about?

The Open University offer was much more assertive in indicating that people will learn how to challenge their “white privilege” (by becoming aware of it) and, therein, an effective “ally” (who knows how to support people suffering racism and not how to ‘take over’ as a ‘white saviour’). At least this kind of anti-racism work allows more space for people to get into a debate. However, a general feeling of discomfort (about questioning the presented narrative) still pervades what is a workplace ‘instituted’ conversation, such that no-one is really going to challenge the expert anti-racist presenters / session leads.

The positive I take from such employer sanctioned events is that it is good to see the issue of racism being taken seriously, and provisioned with staff time (for those who choose to attend) by my employers. However, what makes me ‘chortle’ is the thought that I might now sit and wait for an email ‘ping’ to announce the equivalent EDI session on ‘The Exploitative Nature of Waged-Employment: Anti-work Initiatives’! Somehow, I can’t see that happening anytime (not even soon), within the ‘employer-employee’ environment. Yet, in anti-racism work, is it not important to investigate and explore the relationship between ‘the social construction of race’ and ‘the mode of production’ which gave rise to modern racism?

The Exploitative Source of Racism

Eric Williams, in Capitalism and Slavery (1944 – developed from his PhD research), observed that it was not racism that gave rise to the Atlantic slave trade. Rather, it was slavery which gave, and continues to give, substance to racism. On the basis of this thesis, whenever we see the smoke of racism rising it is incumbent upon us to look for the fire (the source of the smoke), or at least ask: ‘where is the smoke coming from?’ That is, we should ask ‘where is the slavery?’

To be clear, ‘smoke kills’ – it is not just a ‘signal’ meaning it can be ignored in order to shift ‘analysis’ elsewhere. But Williams’ point highlights that racism is not an ‘autoimmune disease’. It does not ‘seed itself’ in a vacuum, and has a cause (both a ground which it grows out of, and a ‘sense of progression’, or history, of which it is a part – everyone appears to be going ‘somewhere’ for some ‘reason’).

With the Atlantic slave trade, the exploitative source of the racism was ‘obvious’ – the system relied on one person being ‘enslaved’ in order to ‘serve’ another. And whilst Europeans in America initially took ‘white slaves’ (indentured poor, criminals, and vagabonds, even prisoners of war) with them (alongside a highly-oppressed population-half: women), the situation with rapid capital accumulation (the need to accumulate workers as ‘things’) meant there was soon a ‘lack’ of available people. This led to transportation from Africa to fulfil the ‘gap’. Initially, white and black slaves co-existed, even if unequally, but the ‘need’ (requirement) to categorise more and more individuals as ‘slaves’ eventually led to entire ‘groups’ of people taking on different roles in this system’s division of labour. Thus, skin-colour (being ‘black’) took on its slave-defining role.

But what about today’s voluntaristic, liberalised economies where chattel slavery (now in the form of ‘human trafficking’) has been pushed to the margins of ‘the economy’? Whilst there may be 26 million trafficked people (modern slaves) in the world today, this makes up a tiny proportion of the 6+ billion people surviving as ‘wage labourers’. So, why is racism still so widespread?

One answer, from Marx (1894), is that capitalism (in essence waged-labour, because this is the source of ‘profit’) is nothing other than “veiled slavery”! Consequently, following Marx’s assertion, Williams’ thesis holds true, with the persistence of racism (in its different forms: open, unconscious, institutionalised) being built upon the on-going existence of compulsory labour – forced not by the whip-hand but by the invisible-hand of ‘economic conditions’ (the primary condition, for most, being their propertylessness).

Indeed, in today’s contemporary corporate world, racism’s fundamental form is still the ‘reservation‘. On the one hand, there are those ‘reservoirs‘ of cheap labour ‘politically’ confined by ‘citizenship’ (or lack of it) to conditions maintained under brutal undemocratic regimes – a 21st century version of globalised apartheid with ranks of ‘nation states’ determining the extent to which an area of land mass is classified as totally useless (the ‘useless mouths’ of Afghanistan / Somalia / South Sudan) versus ripe for exploitation (Philippines / Nigeria / Bolivia).

On the other hand, there are those places were the very best (well-paid / good working condition) jobs, access to the required education, facilitation by the most ‘labour enhancing’ technologies, and consumption of advanced healthcare are ‘reserved‘ for people with specific ‘characteristics’ (including ‘citizenship’).

Taken together, these different symbiotic and bifurcated spatial reservations form a hierarchy in which skin-colour still plays a fundamental refining mechanism for the ‘underlying’ system of exploitation (capital accumulation through waged-labour). Though, in theory – and in terms of progressivist political myth-making about possible ‘futures’ liberated from race and racialism – a few ‘individuals’ are able to move from marginalised reservoirs to the lands of exclusively ‘reserved’ jobs. Such social mobility gives the impetus to much (but not all) anti-racism work within the world of corporate and institutional employers – whilst, of course, the central mechanisms of waged-labour exploitation remain untouched.

Is the Dream of Corporate Anti-racism possible?

Interestingly, with reference to Afrofuturist writing, Alex Zamalin (2025) points to one dystopian novel in which the imagined society had, finally, managed to expunge Black people, thereby producing a purified world. This is a different version of reaching a state of ‘colour-blindness’ compared to the corporate eutopia (good place). It is touching on the ‘completion’ scenario of the Nazi ‘Final Solution’ of a Jew-free Reich. But the novel is really raising the question that, if such a Nazi utopia ever ‘worked’, would the waged-labour mode of production have been maintained?

In the novel’s Black-free society, racism soon begins to re-emerge in a new form. Someone is (some ‘bodies’ are) always required to do the menial, bottom-of-the-rung jobs in any ‘exchangeable labour’ society and, consequently, the roaming, roving eyes of a surveyor class (whoever they might happen to be) begin to look for anyone who is ruddier or slightly ‘more pink’ than ‘everyone else’. Thus, a new ‘norm’ or ‘average’ is generated from which social categories (by skin, sex, height, voice-box) will ‘form’. In short, and in line with what I argue here, the categorisation process is being driven by the needs of ‘the economy’ and its forced / compelled ‘division of labour‘.

It is the social essence of capitalism’s reproductive structure (that there is a hierarchy based on ‘exchangeable labour‘) which determines the requirement for different social categories of labourers. But a ‘reason’ or justification must be given for the ordering of society (i.e., in the above dystopian society ‘you are overly pink’, though the same distinction could be based just as easily on eye-colour). The ‘passion’ (behind the reasoning) is more consistent and practical in its desire to make extractive exploitation feasible and sustainable (since this exploitation is the very means of survival for those ‘empowered’ but ‘reliant’ groups who eternally seek the social transfer of resources from person X – the ‘enslaved’ – to person Y – ‘the masters of money’).

References:

Marx, K. (1894) Capital: A Critique of Political Economy – Volume 3. [Edited by F. Engels / trans. by D. Fernbach (c) 1991]. London: Penguin.

Williams, E. (1944) Capitalism & Slavery. [Penguin Classics / 1994 imprint]. London: Penguin Random House UK.

Zamalin, A. (2025) ‘The Future of Afrofuturism: Thinking with Afrofuturism’ [Workshop Paper]. Part of Panel 3: Revisiting Utopianism from other critical and radical perspectives. AHRC Workshop 3 of Utopia & Failure: ‘Fail Again, Fail Better! Held at: King’s College London (Mon 8th and Tues 9th Sept).