Each week, we offer members of the Anti-Racism Primer subscription cohort the opportunity to submit questions that arise as they move through the material. These questions are answered by subject matter experts, determined by the content.
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How do I join the #anti-racism-primer channel on Slack?
If you haven't already, please join us in the #anti-racism-primer channel on Slack. umichWORKS Slack is a communication platform only open to U-M employees. If you are not on U-M Slack yet, use these instructions to join. Once you are on Slack, here's how you can join the #anti-racism-primer channel:
1. Open the umichWORKS Slack Workspace
2. Select the + sign next to Channels
3. Select browse channels
4. Search for “anti-racism primer”
5. Select “Join”
6. The channel will now show up in your list of channelsThis is a space where we can have conversations. We can connect.
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What is white supremacy and why is it a necessary part of our conversation in anti-racism work?
Q: Why do we call this "white supremacy?" Our family served on the Anti-Defamation League Board (ADL) and white supremacy was a word that described white people who feel they are superior to people of other races but it was to address Neo-Nazism and individuals who borrowed Nazi elements. Every time I hear these words used in today's context, I wince and don't feel comfortable being put into a category that suggests I belong to a group of people whose ideals are about hatred and attack minorities. As a minority group myself, I am curious how did this word become adopted into this today's dialogue to include white privilege?
What is white supremacy and why is it a necessary part of our conversation in anti-racism work?
Response: White supremacy is a racist ideology that is based on the belief, as demonstrated by the definition provided that white people are superior to other races. Based on that belief, it follows that white people should be dominant over other races. The importance of this terminology is understanding that it is not just an attitude; it extends to how systems and institutions are structured in order to continue to uphold white dominance. The term supremacy can be very uncomfortable, especially if we associate it only with hatred and attack. The danger here would be that white supremacy ideology is upheld only by far-right extremities and neo-Nazis—by a fringe group of white people. What we can see is that it is the dominant narrative that forms, upholds and guides the rules, policies and practices of institutions. At its roots, white supremacy (the construction of whiteness as inherently superior to people of other races) has historically shaped the rules, policies and practices as if this were truth. White supremacy suggests that white equals better. White supremacy is a system that all of us living in the US were born and/or socialized into. Its importance in our conversation about anti-racism is critical. We cannot address systemic racism, nor can we consider our individual path to anti-racism without understanding what white supremacy is and how it serves to oppress any member of society who is not white.
Research and inspiration sources to explore:
White supremacy definition from www.dictionary.com
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How do I overcome my own embarrassment/guilt?
Q: I am not sure how to get out of my own head .... feeling such intense guilt for the behavior of those who came before me, especially the lies I've been told about the founding of this country. The bottom line is that we are where we are because people in positions of power/political power continually devise manipulative ways to continue to exploit people of color for their own personal gain. It is disgusting.
How do I get over my own embarrassment?
Response: A question for consideration is to accurately name feelings. Is it guilt, or is it shame? They are not the same thing. For us to move forward toward a more equitable and just society, it is impossible to get around shame and guilt. As Audre Lorde said, “If [guilt] leads to change then it can be useful, since it is then no longer guilt but the beginning of knowledge.”
Guilt and shame are very complex emotions and their role in anti-racism work is complex. Guilt is a common response for many who begin to understand and learn about racism. It’s pretty normal and in and of itself, isn’t problematic. Unhealthy guilt leads to feeling stuck and inaction. We can guilt ourselves into avoiding further engagement. Consider the following options when feeling guilt or shame:
- You can use guilt to become resentful (i.e., YOU are making me feel guilty and that’s not fair!)
- You can use guilt to become stuck (I can’t do anything right, I just give up)
- You can use your guilt as a motivator for action and accountability
Two of the three responses exempt us from any further action and in doing so protect our position and privilege while indirectly blaming Black people or antiracist whites who “cause us” to feel guilty.
Consider spending less time thinking about how you feel and spending more time thinking about how your actions and ideas make others feel. As you become active in anti-racism think about your motivation. Are you doing what you are doing to relieve feelings of guilt? Often we are desperate to be one of the good ones or be seen as good ones—what we are really saying is: “my feelings are more important than your experience.” Consider that anti-racism is not a space for self improvement.
Guilt can be a powerful motivating factor to make change. Healthy guilt can lead to change, transformation, new life and a re-imagined future. The best antidote to guilt is accountability and action!
Research and inspiration sources to explore:
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How can I better use data to guide people's understanding of what is really going on?
Q: I am an analyst for a research project. In previous work as well as my current work, I find it difficult to know how to present data when it comes to race/ethnicity. I don't want to cover it up and not present it, but I also feel uncomfortable with using race/ethnicity as a proxy for all of the underlying issues that contribute to what is usually people who are not white having higher rates of whatever I'm studying. I really worry that mostly the data just confirms the biases in people's minds that those other races/ethnicities are inferior.
How can I better use the data to guide people's understanding of what is really going on?
Response: As researchers, we would do well to start with our own lens and reflect on our "understanding of what is really going on" in the way we frame the work: the research question(s) asked, the literature cited to make the case one way or another, the methods to operationalize, the interpretation of the results, the story told with the analysis...etc. Together, we can reimagine the norm of decontextualized racial data conceptualizations, collection and analyses - undergirded by power and color evasiveness - which characterizes the status quo of most quantitative research. To engage in this reimagining requires ongoing self-reflexivity and engagement with the historical, social, political, and economic structures and power relations at any given point in time and can be guided by five principles:
- The centrality of racism as a complex and deeply rooted aspect of society that is not readily amenable to quantification;
- The acknowledgment that numbers are not neutral and they should be interrogated for their role in promoting deficit analyses that serve white racial interests;
- The reality that categories are neither ‘natural’ nor given and so the units and forms of analysis must be critically evaluated;
- The recognition that voice and insight are vital: data cannot ‘speak for itself’ and critical analyses should be informed by the experiential knowledge of marginalized groups;
- The understanding that statistical analyses have no inherent value but they can play a role in struggles for social justice.
Research and inspiration sources to explore:
- Rectifying Quantitative Methods Through Critical Race Theory
- Bias Free Language
- Zuberi, T. (2001). Thicker than Blood: How Racial Statistics Lie. University of Minnesota Press.
- Zuberi, Tukufu.Bonilla-Silva, Eduardo. (Eds.) (2008) White logic, white methods: racism and methodology. Lanham: Rowman & Littlefield Publishers.
- The U-M Library staff published a research guide on Anti-Racism and Covid-19. It's the first one under the DEIA guides on the main research guides page.
Researchers interested in learning more about approaching their work in a way that is informed by a critical perspective will find a treasure trove of literature and online resources once you start looking for it.
"Not everything that can be counted counts, and not everything that counts can be counted." - William Bruce Cameron
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How do I confront or have a conversation about racism with racist family members?
Q: How do I confront/have a conversation about racism with family who doesn’t believe it’s still an issue in this country?
Response: Acknowledging that each situation is unique and requires creativity, patience and presence; reflect on the following ideas and suggestions drawn from experience in having these conversations:
- Anticipate many conversations over time. An initial conversation likely does not result in an "aha moment" but the effort is important to plant the seed and begin to chip away at what may be long held beliefs.
- Recognize the role of socialization which serves to protect and isolate those with privilege from ever having to think about racism and its impact. This may be the first time they are confronted with the reality.
- Reframe thinking from "confront" to discuss, invite, connect, and engage.If there is potential for progress with the family member, reframe thinking away This will leave you less exhausted than a confrontation and creates an invitation rather than a demand.
- Consider the relationship you have with the family member and engage accordingly. In the cases where you know what matters to them or you have examples of how privilege shows up in life you can mention that and juxtapose it with an example where you've personally witnessed or observed racism.
- Model authenticity by using personal examples from your own life and learning. Statistics or ones from national media discourse are not always helpful. Share stories about yourself that the person is familiar with and acknowledges how privilege played into it. [Example "Remember when I got a full ride to U-M? Three other friends who had the same grades as me but were Black got in, but with athletic scholarships. Why do you think that is?"] and then develop from there.
- Leverage examples as a way to engage on the topic. Share an article or social media post and ask them what they see, and then share what you see. You may be able to talk about how stories are portrayed differently, how much space they take, what language is used and the pictures used in each one.
- Get curious and find creative ways to support the conversation with analogies related to other identities that can help someone start to understand that racism does exist.
- Embrace discomfort—know it's not going to be easy. It's going to feel uncomfortable and you're going to feel other emotions, but that's normal. You might not get very far during the first conversation, but you'll make that person think. Hopefully that leads to many more conversations.
- Start small with something local, in a community that directly impacts your family. (Maybe your church, school or a nearby park) Maybe bring an article to dinner and talk about it.
- Lead with humility and curiosity—don’t set your goal to convince them. Why do they believe what they do? What do they do with new information as you talk about an article or event?
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How can I talk to racist family members without losing my temper?
Q: Coming from a family with racist family members (some overt, most typically much more quiet), I'm having real trouble keeping my temper in check in talking to them. I've never had patience for the overt racism, but now I'm seeing racism in everything they say (or maybe recent events are making them more racist?). Blowing up at them, I think, isn't going to help change their hearts and minds, but I feel like I suddenly have a very short fuse.
Any advice for talking to racist family members?
Response: Recognizing this question is difficult and nuanced, we thought it might be helpful to include multiple perspectives from our community of practitioners and subject matter experts through their variety of responses:
- My own thought process around this question is about examining my own very big feelings first. I am always curious when I have a surge of emotion around an interaction, as it is usually a sign that I need to dive deeper into what I am bringing to the table. For me, it means there is something personal at stake, something about who I am. I recently came to the conclusion, through discussion, that my anger about racist comments from white people is about wanting to distance myself from the people with whom I disagree, making it clear that I am no longer like them in any way. The truth is, I still have a lot to learn. I hope people don't freeze me in time, and I recognize that other people like me have a long way to go too. One conversation may not make the light bulb come on, but a sustained relationship of trust in which many conversations can occur makes more sense to me.
- I challenge myself to think about what the anger or ignorance is about for the other person. For example, my ignorance about my own racism remains significant and I didn't know what I didn't know. Previously, when people approached me in anger—no matter what they were saying—I either blew them off, got angry too or became silent; attributing their upset to their own stuff. I wanted to continue my life like it was, without changing much, except maybe learning a few things here or there. I didn't want people to tell me I was a bad person with stupid thoughts.
- In my experience, the anger and passion came when I was still very much at the beginning of my own anti-racist work. I think the more reading I did, the more genuine relationships I built and maintained with people of color, the more I listened, I felt more ready to engage with family members who said and did racist things. I work toward not labeling people as racist but trying to understand how they were socialized to act in racist ways and build common ground where learning can happen. One trap we (white people) often fall into is thinking we've arrived at some kind of supreme awakening and forget how much work it took us to get there and how long we still have to go. And we also often have to pick our battles and practice on the low hanging fruit: those family members who value us the most and are willing to grow, and then move to more challenging conversations. The key has been to keep going, build support systems of other anti-racist white people who can brainstorm ideas with you and never stop learning.
- People (myself included) tend to take opposition poorly and when we’re defensive, we tend to see “emotion” as an instant way to invalidate another’s point of view. Unfortunately, knowing this tends to just make us more fired up while on the opposite end. I’ve had some success splitting these situations into two parts: Inside Myself and then Outside Myself:
- From the inside: I try to ask why this is so different. It’s overwhelming to finally see racism everywhere and it can feel like you have zero power to affect it. There’s also usually a nagging fear that you’ll be seen as part of it or, worse yet, that you are a part of it and only others can see it. Everyone is different but for many, like myself, when that pent up revulsion hits both an area we can affect and one so closely linked with/reflective of our sense of self, it can be hard to control the fire that results. Sometimes that fire we aim at others is half aimed at ourselves. We forget that we didn’t start where we are and others should be given the grace to grow like we were.
- From the outside: Now armed with a little insight and hopefully the ability to identify where I’m at, I get to choose how to engage. If I feel that I can use those feelings (because we can’t get rid of them) in a constructive way, then let’s dive into things. However, if I am too fired up or notice I’m aiming at them personally rather than what they did/said, then I will vocally step away. Calling myself out sometimes disarms the person, but sometimes they will try to push back. I’ve found it important to draw a line, but say I’m happy to talk later when we’re both ready to have a conversation. (It’s a power move since you’re moving around your emotions.)
- I have used the LARA/I framework and if I am able to get the framing right and center myself, the technique actually works. It takes patience and putting on my facilitator hat, which can be difficult, but is much needed. The 4 D’s of interrupting bias and responding to everyday incidents of bias can also be helpful.
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Some language that can be helpful to calmly call out racist comments and/or start a conversation from Sinead Bovell
- Could you clarify what you mean by that?
- That doesn’t sound very funny to me. It sounds racist.
- As your friend, I feel obligated to let you know that that remark was racist.
- Is this person’s race relevant to this story?
- That joke does not belong in 2020
- Do you actually believe that? If so, how come?
- I didn’t want to single you out before, but that comment made me uncomfortable. Here’s why…
- I know you were just trying to make a joke, but here is why it was offensive…
- Hey! I wanted to follow up on why I responded, “yikes” to your comment. Check out this article, it explains things better than I could…
- I really don’t feel comfortable when you make comments like that.
- I saw what you posted today. To be honest, it made me feel angry. Here’s why.
- I disagree. You are stereotyping…
- Hmm… do you have evidence to support that belief?
- Final pieces of advice:
- It doesn’t have to be confrontational
- Offer time to chat about things further
- Share resources
- Take comfort in knowing that calling people out is never easy or comfortable, but it’s the right thing to do
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What is a good way to respond to the argument, "other races are racist, too?"
Q: I would like to know a good way to counter people who say that races other than white are racist too. I guess all people can have their prejudices, but as I've read previously and was reminded in Week 2, racism is about power and that broadly speaking, whites have most of the power. I'd like to have a counter argument that goes beyond the semantics of the definition of "racism" and really points out clearly why this comment is irrelevant, unhelpful, misleading, etc. when we are trying to be anti-racist as whites.
Response: The points below represent multiple responses from our community of practitioners and subject matter experts.
- In this case, having a good grasp of the historical context and what created racism as a system we are all socialized in is helpful. A great place to start is to explore popular white narratives that deny racism. Learning to respond to deeply entrenched dominant narratives is hard work. It must first begin with deep learning—often avoided by wanting one “answer” to fall back on. Rarely does one counter-argument work for everyone; it starts with seeing what matters to that person, what they've lived through (classism, sexism, anti-immigration) and then crafting your own argument that might be compelling to them and in one particular moment.
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Understanding how power works more generally, how racism is linked to our capitalist system, etc. are all ways to inform the work behind crafting counter arguments to this statement. Also, how systems of segregation work and how we reinforce them: when we tend to gravitate towards the familiar because it's uncomfortable to make mistakes; to not understand a culture or an experience; how history, media, etc. have made us scared of each other. All of these prevent us from learning about each other. What can make this difficult is the tendency for white people to frame “racism” at the personal level, therefore equating it to the same as “prejudice.” It can be difficult to decouple those two things without an understanding of power dynamics.
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Consider this: If non-white people can be racist, it's because they've bought in to white supremacy OR that a non-white person has internalized oppression/internalized racism. Internalized oppression has significant impacts on BIPOC. Some differentiate themselves because their skin may be a bit lighter (so they believe they are better) or they've been so negatively impacted and hurt by white supremacy that they begin to distance/separate from that system and start behaving in ways that may appear to be like a reversal of racism against white people as a way of trying to make things even.
- Consider as an example: India was colonized by England. Because of the impact of colonialism, many Indians have bought into colorism and the belief that the lighter your skin color is, the more beautiful and successful you are. This speaks to internalized racism and the lingering effect of colonialism. Some Indians on a covert level may believe that Blacks are bad and whites are good (this is oversimplified) because of how Indians were treated by the British and the mentality that the British “saved” and made Indians more polished, professional and successful. Then, as immigrants to the U.S., society and the media teaches people what to think of Black people and encourages thinking that we as non-Black people are better than Black people.
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Racial literacy is a must. The meaning and relationship between racism, prejudice, discrimination and oppression are crucial to the overall framework for understanding what it means to be white. Consider the following distinctions offered by Robin DiAngelo in her book, What Does it Mean to Be White:
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Prejudice: Learned prejudgment based on stereotypes about a social group that someone belongs to. Prejudge occurs at the individual level; all humans have learned prejudices.
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Discrimination: Unfair action toward a social group and its members tha is based upon a prejudice about that group. Discrimination occurs at the individual level; all humans discriminate.
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Oppression: Group prejudice and discrimination based on institutional power. The term “oppression” indicates that one group is in the position to enforce their prejudice and discrmination against another group throughout the society; prejudice and discrimiatnon have moved from the individual level to the societal level and have long-term and far-reaching impacts. Prejudice + Discrimination + Power = oppression.
- Racism: A historical, social, cultural, political and institutional relationship between white people and people of color. This relationship is built into the very fabric of society. No one who resides in society is outside this relationship.
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Here are a few resources to help further your learning:
- If you prefer humor to digest things, consider this video on the concept of reverse-racism by Aamer Rahman (Fear of a Brown Planet)
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How do you address racist comments on social media?
Q: I'd like to know what you think is most helpful in terms of being an anti-racist in this situation. Someone posts a racist comment on our social media post. My first instinct is to find links and data to counter them to educate them (and anyone else reading it) but I also know this can lead to a usually fruitless back and forth that takes up too much time and causes stress. I had a number of people tell me it wasn't worth it, just unfriend them (this was someone from HS that I never see anymore, it might be different if it's a close friend or family). I'm sure there are a variety of things we can do, I just want your opinion. My question above is about something that recently happened on a post I made about understanding the anger behind the less than peaceful protests. I did counter many of the comments before this outright racist comment came in from someone else.
Response:
- The way I typically coach people in this situation is to first consider what they want their relationship with the person to be. On a scale of 0 = “don't really care to see or hear from this person any more” to 10 = “I love this person and want them in my life long term.” The closer to 10, the more work you should commit to doing. The closer to 0, the better it is to let it go and save your effort for situations with a greater impact. If you determine that it is worth at least some work, consider the pros and cons of doing it in a public forum. Often, it is advantageous to publicly respond to the person by saying that you disagree and that you will privately message them with an invitation to engage in a dialogue. The public back and forth that the person describes has the potential for both parties to be unfriended by several people.
- I try to use direct/private messages to engage with people. I think publically responding just sets up people for a downward spiral of back and forth. An opening statement around “I was wondering if I could share my thoughts/perspective around your comment” and see if the other person engages.
- I find it helpful to take people off the public page and deal with folks individually in private messages. This helps tremendously with the defensiveness. I also don’t use facebook as a public square—it is a curated salon. I get to include and not include anyone I want. If you're being problematic I give myself full permission to delete your comment and follow up later (a way of doing bystander intervention while online). Stop the harm. Then delay or delegate.
- I think it also depends on your relationship with those you are interacting with and what expectations you have within the limits of social media. Not all efforts to engage will go well but there can also be some remarkable wins. Folks may be impacted by the exchange and appreciate the chance to learn more or want to talk further. MANY TIMES it is more productive to engage privately. AND there are some advantages to doing it in the thread of comments. Maybe it won’t directly impact the person you are talking to but others are seeing it and are being influenced by it. Consider thinking through a set of strategic prompts that may help frame a better engagement.
- I tend to ask, "in an ideal world, what would you like the outcome to be?” Meaning, when you post, how would you ideally like this individual to respond? The response is usually a complete acknowledgement of the racist/sexist/ablist/homophobic behavior and a commitment from the offender to being anti-racist/sexist/etc. This opens the door for a conversation around individual change and how that typically does not occur because of one singular moment or conversation, but rather a lifetime of interactions and education. One powerful example of this is the On Being podcast episode "How Friendship and Quiet Conversations Transformed a White Nationalist" (episode 609). Former White Nationalist Derek Black talks about how, yes, he needed people yelling at him, but he also needed two years of conversations with trusted friend and dorm mate, Matt Stevenson, to change. Recognizing and undoing privilege and the resulting violence is a lifetime of work and each interaction we have as an ally (or co-conspirator) is just potentially one step in someone else's process.
- My friend (who is white) has specifically been replying to folks on facebook comments to engage them in conversations. Not all have gone well, but there have been some remarkable wins. Folks who have reached out to her personally to say they saw the exchange they had with person A and they appreciate the chance to learn more or wanted to talk further. So while I agree that MANY TIMES it is more productive to engage privately, there are some advantages to doing it in the thread of comments. Like maybe you aren't able to get the person you are directly talking to to understand but others are seeing it and are being influenced by it. Here are some ideas to start a conversation and hopefully avoid a debate from Sinead Bovell:
- Could you clarify what you mean by that?
- That doesn’t sound very funny to me. It sounds racist.
- As your friend, I feel obligated to let you know that that remark was racist.
- Is this person’s race relevant to this story?
- That joke does not belong in 2020
- Do you actually believe that? If so, how come?
- I didn’t want to single you out before, but that comment made me uncomfortable. Here’s why…
- I know you were just trying to make a joke, but here is why it was offensive…
- Hey! I wanted to follow up on why I responded, “yikes” to your comment. Check out this article, it explains things better than I could…
- I really don’t feel comfortable when you make comments like that.
- I saw what you posted today. To be honest, it made me feel angry. Here’s why.
- I disagree. You are stereotyping…
- Hmm… do you have evidence to support that belief?
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What are ways I expand my cultural competency when my social and work life lacks diversity?
Q: These two questions are from different people but both on the topic of diversifying social networks to gain cultural competency:
Q1 - I would love to listen with grace, but the current structure of my life - who I work with, who my friends are - doesn't put me in a position to interact with Black Americans, Indigenous Americans, or other groups that are marginalized. How can I gain this exposure? Also, when meeting new people, how do I let them know I want to listen to them if they are open to sharing?
Q2 - While I have very close friends who are of other races, the fact is that few of them happen to live in Ann Arbor. Many of them are friends I made in college, in fact. And it occurred to me that suddenly you can notice that your social group (who you see regularly - not your friends who might be scattered across the globe) is very white, and so was your parents' as you grew up, without any intention for it to be that way, but that's what happened. It seems that one's social group (for adults) is often who you work with, your family, and/or your neighbors, and, in my case (and for my parents), those groups are largely white. And what I'm struggling with is how to bring more people in of different races and backgrounds of all kinds. I like to make new friends but I certainly wouldn't want a person I'm meeting and inviting to do things (which we can't really do now anyway) to be offended in any way - like why is this person suddenly interested in being friends with me? On a practical level I'd also be interested in advice for what kind of places or events (once we're in Stage 5 of COVID perhaps) to meet new people from different backgrounds, because in my experience the people I've met in the workplace or social gatherings/events in town tend to be white as well as straight. I would genuinely like to diversify my social group, but not in a way that could seem like tokenism. So I would be very grateful for any advice on this topic.
Response:
If the current structure of your life is lacking diversity, we invite you to explore opportunities that break out of this structure. Think about ways you can go outside of your comfort zone, or try something new.
Our current socially distant environment may make it hard to meet new people, so you can seek out opportunities to diversify your networks virtually. Consider reaching out to an organization that works in communities different than your own and explore if they have virtual or socially distant opportunities to get involved. You can also find interest groups, social/book clubs, or community organizations that might be active in your area with virtual meet-ups or opportunities.
Prior to our current situation with the pandemic, I might have suggested that you could also visit businesses and places of worship in neighborhoods different from your own, or attend a class or activity you’ve never done before.
Since meeting others during a nationwide pandemic can be challenging, there are other ways you can gain exposure and listen with grace without necessarily needing to meet someone new. What does your social media look like? What news do you read? What authors are you reading? What movies or TV are you watching? What podcasts are you listening to? Think about ways that you can begin intentionally incorporating diverse perspectives into the content you consume and the voices that you listen to. By growing your cultural competency, you may feel more equipped and empowered to explore outside of your life’s current structures.You may also find that intentionally learning more about diverse experiences and stories can help you to approach these new friendships and relationships more authentically.
As you dive deeper into diverse narratives, I want to share this perspective to consider from author Bethany Morrow:
“It is not accidentally [sic] that Black voices have been suppressed, including in the arts. @LEEandLOW put out the numbers for the publishing industry. What does that mean for readers, from a sociological perspective?
...You are buying these books because you want to be a part of change, but maybe you didn't realize what it would feel like reading books where you are clearly not the target audience or the centered narrative. You might experience confusion. You likely will.
The easy way out is to say the book confused you. Didn't hold your attention. Wasn't what you were expecting.
Of course it's not. You were expecting what you've been raised on.
What we've been raised on.
That's not what we're serving.
There's such a thing as growing pains, and I encourage you to consider that that's what you're experiencing. I encourage you to consider that we've been fluent in white supremacy and white-centering narratives/propaganda nearly from birth. We learned you. Had to..."
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Should I recommend White Fragility (book) when there are troublesome reviews?
Q: I read White Fragility by Robin DiAngelo with a DEI group last year and have recommended it to other people. I recently saw the article, The Dehumanizing Condescension of White Fragility, from The Atlantic referenced on social media.
I'm reading Ibram Kendi now, so I feel like I'm on the right path, but now I'm wondering if I should be recommending White Fragility?
Response:
This is a wonderful question. This is where the hard work comes in, along with our willingness to be uncomfortable and to sharpen our skills to analyze, critique and strategically think through what we are consuming, talking about, thinking about, doing and promoting. We’ve included several links in addition to the one you have provided specifically around the work of Robin DiAngelo. More than a direct answer to your question, we offer the following perspectives for those committed to the work of anti-racism:
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Take in a wide array of perspectives, thoughts and opinions to develop the muscle of listening to diverse perspectives other than your own.
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Always consider the source of what you read and continually ask, “whose voices are represented here, whose voices are not represented, who benefits from this perspective, who does not benefit?” Consider the context and intended audience.
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Be willing to wrestle with difficult nuances and resist the temptation to become rigid, or to have all or nothing thinking.
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Continue to educate yourself and engage in conversations. Engage in authentic conversations with others to explore, understand and deepen your knowledge. Know it well enough that you are able to speak to others about why you would or wouldn’t recommend the book and why.
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Commit to continual evaluation of the tools and resources. We believe we will continually discover better and better ways of having the conversation, dismantling oppressive systems and learning.
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Grow accustomed to grappling with difficult questions that have no easy answers. Sit with it, wrestle with it, do your homework, engage with others (who hold differing perspectives) and do your best.
Here are a few links that offer differing perspectives on DiAngelo’s work, though you can find many more:
You may also want to consider reading the following books in lieu of or in addition to White Fragility:
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Killing the Black Body or Fatal Invention by Dorothy Roberts
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Racecraft by Barbara and Karen Fields
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Medical Apartheid by Harriet Washington
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The Warmth of Other Suns by Isabel Wilkerson
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Sister Citizen by Melissa V. Harris-Perry
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The Pushout by Monique Morris
- This Bridge Called My Back by Cherríe Moraga and Gloria Anzaldúa
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How can you collect feedback in small groups while ensuring BIPOC members feel safe?
Q: How do you collect feedback from employees on what it means to them for your unit to be anti-racist if they’ve expressed that they aren’t comfortable sharing one-on-one with the leader or in small groups with colleagues? Specifically, how do you make BIPOC feel safe during this process if they’ve said they are feeling uncomfortable or unsafe by virtue of the fact that there are not enough other BIPOC in your unit?
Response:
As we move forward in the work of anti-racism, it is, and will be important to create both safe and brave spaces. Everyone is needed if we are to create sustainable change.
First, recognize that Black people, specifically, do not have truly safe environments to discuss the racism and harm they are experiencing in the context of the workplace. Consider that your role is to support your Black employees without making the conversation about you. Both safe spaces and brave spaces are critical to the work of anti-racism. Safe spaces are intended to be places of support and encouragement for those most impacted by specific systems and practices of oppression, while brave spaces are specifically designed for those in the majority to challenge each other to step into anti-racism work.
A primary consideration for those who identify as white is to be mindful of the tendency to talk over safe spaces. How might we hold space for those who are marginalized? This is also a good place to remember the focus of week three in listening. If folks are not feeling safe or comfortable, work toward creating safe spaces and look at the overall culture of your unit. What policies, processes of gathering and acting on feedback need to change in order to create the environment that is safe? Consider ways you might gather feedback through anonymous means that allow folks to express concern while ensuring you don’t further mistrust, fear, by singling out minoritized folks in the unit. Building safe and brave spaces takes time, and will require building trust within your area not just by what is said, but by what is done.
Specific to this question, the problem has been clearly stated that there are not enough BIPOC in the unit. What actions can be taken to your unit’s recruiting, hiring, promotional procedures to ensure this issue does not persist (recognizing the current hiring freeze, but actions that can be taken for when the freeze is lifted and when there is an opportunity to hire)? What can you do outside of hiring to connect your BIPOC with others? Can you help this person get connected to mentors outside of your unit?
In the end, there is much that a unit can do to be actively anti-racist that would not require this BIPOC to risk feeling unsafe by sharing if they do not feel comfortable. Speaking to truth to power as allies, making concrete changes within your unit, showing commitment through actions over the long-term, and continuing to be accountable to this work and to one another, can all contribute to building trust, and creating safe and brave spaces.
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As a person of color, where can I find resources to learn more about the history of people of color in this country?
Q: As a person of color, where can I find resources to learn more about the history of people of color in this country - specifically about various individuals (that are less known) and their important contributions to society. In addition, are there any resources about how people of color can better support people of color?
Response:
We hope this information shared by our community provides you with a starting point for learning more about the history of people of color in the U.S.—some of whom are less known that have made contributions to society. We will keep adding to the list as we receive more contributions.
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African American Studies Research Guide: Milestones in Black History
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The Great Unlearn by Rachel Cargle
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Monthly self paced, self priced learning collective, committed to celebrating and highlighting the genius of academics of colour.
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Instagram Learning from Asian voices:
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@asians4antiracism
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@annie_wu_22
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@asiansformentalheath
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@aapiwomenlead
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@beyonkz
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@jocekittyllama
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Affinity Groups at U-M for BIPOC: