In recent years, the concept of “visibility” has taken center stage in discussions about diversity, especially on the example of Germany. The prevailing narrative suggests that increasing the presence of Black people and people of color (POC) in media and public life will contribute to reducing racism and fostering a more equitable society. However, a closer look reveals that this idea is often misused to mask the profound lack of true diversity and the pervasive inequalities that continue to exist in many sectors.
A Superficial Approach to Diversity
On the example of Germany, the representation of Black individuals in advertising and media tends to focus on a narrow range of experiences, often favoring lighter-skinned individuals. This preference extends beyond the Black community to include individuals from Southern European backgrounds, such as Turkish and Kurdish migrants. The emphasis on light-skinned representation in key roles perpetuates the illusion of diversity while sidelining the contributions and experiences of darker-skinned individuals.
While light-skinned individuals, particularly women, may find some opportunities, Black individuals—especially Black men—are practically absent from key positions in various industries. When they are hired, it’s often within contexts that include other foreign workers, highlighting an uncomfortable truth: many German companies seem reluctant to fully integrate their workforce, preferring instead to maintain a distance from those who are not ethnically German.
The Impact of Invisible Roles
The implications of superficial visibility can be significant. The facade of diversity often serves as a marketing tool that distracts from the reality that many positions within industries and institutions are not held by racially diverse individuals, especially in leadership roles. This dynamic creates an environment where visibility is leveraged for appearances, while the deeper inequities persist just beneath the surface.
Many positions critical to the functioning of organizations remain filled by individuals who do not reflect the diversity that is proudly showcased in advertising campaigns. This “invisibility” points to a profound disconnect between the image companies project and the actual composition of their workforce. The narrative of inclusion can mask the underlying reality: that diversity is often a token gesture rather than a genuine effort to create equitable workplaces.
The Realities of Employment for Black Individuals
The societal structures that dictate who gets hired into meaningful roles disproportionately impact Black individuals and other marginalized communities. Even when a Black man is hired into a position of significance, he is often not a native German but rather someone from another country. These individuals might come from regions with (assumed) “lower living standards”, which can create a dynamic where they are more likely to be grateful for any opportunity they receive, further complicating discussions about equity and representation. Therefore, those benefiting from such an apartheid economy must promote the idea of ‘Western supremacy’ to convince others, keeping the dream alive in their hearts and ensuring their labor remains willingly offered.
This preference for lighter-skinned and foreign candidates perpetuates a cycle where systemic racial biases remain intact. It becomes clear that the so-called diversity initiatives serve more to comfort existing power structures than to foster an environment where all individuals can thrive based on merit rather than their skin color or background.
Conclusion: Challenging the Narrative of Visibility
The narrative surrounding visibility on the example of Germany, while well-intentioned, often obscures the stark realities of ongoing racial and social inequities. What we see is not a genuine representation of diversity but rather a carefully curated image that detracts from the critical conversations about who truly holds positions of power and influence.
To move toward a more equitable society, it is essential to challenge the notion that visibility alone equates to progress. Real change requires confronting the systemic barriers that limit opportunities for those who are not white or lightly colored—barriers that remain unnoticed in the very systems that profess to celebrate diversity. Only by addressing these underlying issues can we hope to create an environment where every individual, regardless of their background, has a fair chance to succeed and contribute to the collective advancement of society.