Racial Battle Fatigue: One Important Intersection of Mental Health and Racially Marginalised Communities

During the week of 12–18 May 2025 in the UK, we mark both Black Inclusion Week and Mental Health Awareness Week.

It’s a timely moment to explore the concept of Racial Battle Fatigue (RBF) and what it can mean in the workplace.

This does mean that this blog will cover some subjects that you, as the reader, might find difficult, including racial harm and race-based violence.

What is Racial Battle Fatigue?

Racial Battle Fatigue (RBF) refers to the cumulative impact of experiencing all forms of racism, colourism, and white supremacy.

Coined by Black American academic William A. Smith, it describes the chronic stress faced by people of colour living in systems that centre and privilege whiteness.

This fatigue might be triggered by overt incidents like verbal or physical abuse, but it can also be caused by microaggressions, subtle exclusions, or the emotional toll of being consistently unseen or misunderstood.

RBF can manifest as a range of psychological, physiological, and behavioural responses. Research increasingly links RBF with symptoms of post-traumatic stress, and the term is often used interchangeably with racial trauma.

What Does It Look Like?

People from racially marginalised communities will experience RBF differently, shaped by their background, visibility, and other intersecting identities.

As a British-born Chinese woman, my experiences differ from those of Black or South Asian colleagues. Due to colourism, my lighter skin often means my racial identity is more easily overlooked. I also grew up without a strong connection to my cultural roots, which further shaped my experience.

Here are some examples of how RBF shows up for me and others:

The Weight of Representation

Involving racially marginalised colleagues in co-creating EDI solutions is positive. But when representation is scarce, the emotional labour can be heavy. People may find themselves on every working group, mentoring newer marginalised colleagues, or being asked to appear in every comms photo. Saying “no” can feel impossible.

Isolation

When collective trauma hits, people of colour may not feel safe or supported at work. I recall a Black colleague describing the distress she felt after a high-profile attack on a young Black man near her home. She was visibly shaken but struggled to answer the usual “How are you?” from colleagues who didn’t know – or hadn’t considered – how the incident affected her community.

Code-Switching, Tone Policing, and Gaslighting

Many racially marginalised people modify their behaviour in white-majority spaces to feel safer or more accepted. This daily performance can be mentally exhausting.

As a British-born Chinese person, I was raised to keep my head down and integrate quietly. I learned that staying safe meant not “kicking up a fuss”. Challenging norms or expressing frustration risks being labelled as difficult, disruptive, or emotional.

People are often gaslit, dismissed, or even managed out of roles. Tropes like the “Angry Black Woman” are used to discredit and silence.

What Can Organisations Do?

Battle fatigue isn’t exclusive to race. People in other marginalised groups experience it too – though the triggers may differ, and some may be easier to mask (such as sexuality, class, or invisible disabilities).

While experiences vary, one constant is this: we don’t know what we don’t know.

Here’s how organisations can begin to address RBF:

Create a Culture Where Racism is Acknowledged

Avoiding conversations about race may feel more comfortable, especially for those who haven’t experienced racism directly. But colour-blindness erases identity and lived experience.

To foster psychological safety, organisations need to talk openly about racism, listen to affected staff, and accept discomfort as part of growth. Inclusive cultures are built on honesty, empathy, and a willingness to learn.

Recognise Racism and Oppression in Day-to-Day Practice

Racism and other systems of oppression do exist. The ways in which people experience or benefit from them vary. Recognising these systems is a critical step toward reducing harm. This might mean starting a new working group or bringing in external expertise – both are valid and necessary responses.

Reflective Questions for Different Audiences

If you’re looking to reflect or spark internal conversations, these questions may help:

For historically white organisations:

• Do your bullying and harassment policies address microaggressions, exclusion, and micro-invalidations?

• How confident are staff in recognising and challenging these behaviours?

• Does your learning and development plan include lived experiences of marginalised communities?

• Can your team talk openly about race and racism without fear or judgement?

• Are you offering safe spaces for these conversations? If not internally, can you connect staff with racial trauma specialists?

For workplace allies and activists:

• Do you feel equipped to support or check in on colleagues following distressing events?

• Are you confident in calling out racism, whether interpersonal or systemic?

• Do you have a self-care plan in place for when compassion fatigue sets in?

For people from racially marginalised communities:

• Do you have trusted allies or sponsors in your workplace?

• Is there a support system or self-care plan you can draw on when RBF becomes overwhelming?

• How safe and confident do you feel raising concerns in your organisation?

Final Thoughts

This is only a brief introduction to a complex topic. If your organisation wants to explore racial battle fatigue further or design inclusive people practices that protect wellbeing, we’d love to help.

Creating safer, more inclusive workplaces is difficult, emotional work – but it’s essential. Let’s take the first step together.

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