Racist, sexist, or just clueless?

If Benedict Foster wants to be forgiven, this apology won’t cut it.

Ever wonder what an apology would look like if it was written by a robot? 

It might look something like this:

“I accept that I have said things to colleagues that were unacceptable. While a full investigation found no racist intent on my part, I understand that certain remarks made by me caused offence.

“I can only apologise for any distress I have caused, accept the appropriate sanction from my employer and commit to doing better in future. I am undertaking additional training and I am committed to ensuring that I deal with colleagues in a more respectful manner.”

This apology was issued to The Telegraph by Benedict Foster, head of legal for debt and equity at BNP Paribas, after he was accused of bullying and making racist remarks to his employees.

What did he do?

In emails seen by The Telegraph, Foster referred to a female Asian colleague as ‘Hu She’ on several occasions.

Sources also said Foster used derogatory terms in emails to describe his ethnic minority colleagues, including referring to an Indian colleague as ‘Biryani.’

But, following an internal investigation, the bank concluded that referring to his colleagues as ‘Hu She’ and ‘Biryani’ didn’t amount to racism or discrimination.

So Foster kept his job.

End of Story.

But is it? 

When apologies are done well, they can repair relationships and help earn trust again.

But when apologies lack remorse (like this one does), they can make a bad situation worse.

And Foster’s apology is bad. 

Here are three reasons why: 

1.Wrong focus

An apology should focus on the person who has been wronged. Foster could have started his apology by acknowledging the pain and hurt his words may have caused others.

But instead, he focused on himself. 

While he ‘accepts’ that he said things to colleagues that were ‘unacceptable,’ there is no mention of the people on the receiving end of those words.

For the case to have gone through an internal investigation, it would seem that someone would have made an official complaint through HR. 

Someone was offended. Someone was hurt.

Foster doesn’t focus on them. This apology is about him.

2. No remorse

Saying ‘I can only apologise for any distress I caused’ is not the same as saying ‘I’m sorry.’

And it’s not the only thing he can do. 

Perhaps the colleagues on the receiving end of his comments would have ideas about what he could do to repair the damage, or what the bank could do to ensure people learn from Foster’s situation, and that the bank’s leadership and culture demonstrates that they values diversity.

3. No leadership.

Foster says he has accepted the ‘appropriate sanction’ from his employer. 

But he’s kept his job.

And according to City AM, ‘it is understood that BNP did not refer the comments to the Solicitors Regulation Authority’, the regulator for conduct in the legal profession.  

So what are the consequences for this behavior? Foster mentions he is undertaking ‘additional training’ (which can often be code for a box-tick e-learning module).

What has he done to address the hurt he caused his colleagues? 

What is he doing to make things right with them?

And then he says he’s going to ‘deal with colleagues in a more respectful manner.’

Don’t ‘deal’ with them. Just treat them with the kindness and respect they deserve as colleagues – and people. 

But there may be a bigger problem here than a bad apology

BNP Paribas may think that this apology and a bit of training resolves this issue. 

But I wonder if they’ve thought about the message this story sends to their colleagues – and the talent they’d like to recruit in the future.

A lot of companies are focusing more on diversity and inclusion, but stories like these speak louder than any rah-rah DEI initiative a company might boast about in their corporate messaging.

What message does BNP’s handling of this matter send to women and minorities in the bank? How does it demonstrate ‘People Care’ at BNP, one of their core management principles?

It doesn’t look good for the bank – particularly with the backdrop of the £2 million the British tribunal just awarded former BNP employee Stacey Macken for her sexual discrimination and unequal pay lawsuit.

How do the employees at BNP feel knowing that these are the consequences a senior manager faces in these situations?

This apology probably wasn’t written by a robot. Foster is the head of legal – and that is evident in his words.

But an apology like this that lacks awareness, empathy, and remorse won’t fix what’s been broken.

And it may have done even more damage than they realize.

****************************************************************************

Beth Collier helps companies, leaders and teams improve their communication, creativity, and leadership. She brings her clients global corporate experience, Midwestern practicality and enthusiasm – and an endless supply of pop culture references!

To find out how she can help you become a more confident, creative, and compelling leader or improve communication in your company, visit www.beth-collier.com or drop her a line at beth@beth-collier.com

__________________________________________

Want a dose of positivity and fun in your inbox?

Sign up to receive my free newsletter, Curious Minds.

Each week you'll get insights that mix curiosity with business, history, or pop culture.