A Call to Action: 6 Recommendations to Start Dismantling Racism
Philip Guston - Dawn (1970)
Call Into Action: 6 Recommendations to Start Dismantling White Supremacy & Racism
Author: Jessica Bridgette Pedraza
Intention is a very important quality to me, therefore I want to begin this blog by stating the primary message. If you should take anything from this, it is that racism is learned and therefore can be unlearned if people are willing to put in the time, effort, and work to dismantle this notorious idea that divides us.
Strength-Based Approach to Dismantling White Supremacy & Racism
One of the main takeaways from my undergraduate education was learning how to conduct strength-based research. The objective of this type of research is not to focus on deficits, rather, to focus on describing positive changes that build on past accomplishments and existing resources(1). Taking a strength-based approach is a powerful practice, especially when studying under-resourced communities of color because it by no means absolves the pervasive problems surrounding the communities. Rather the focus is on the adaptability and resilience of these communities to move forward in the presence of daily inequities. As a researcher and individual, I continue to carry this strength-based approach and perspective in whatever I do, because it allows me to stay insightful, resilient, and open.
Not surprisingly, an article by Lily Zheng caught my attention primarily because of the following statement: “D&I practitioners often frame identity as valuable, but only do so for marginalized identities. The rationale (which I agree with) is that uplifting people of color, women, LGBTQ+ people, immigrants, Jewish people, etc. is necessary to counter the marginalization they experience in society and it doesn’t make sense to uplift straight white men for whom society is built. D&I initiative on this rationale contributes to feelings that straight white men don’t belong, a cost we can’t afford in companies where power lies in the hands of the privileged...We can, however, reframe this rationale into a strengths-based approach: identity as insight.”(2).
Initially, I was taken aback by this statement, worried that this practice of identity as insight, when applied to white people, would represent the following: (a) a lack of accountability for white people (b) a means to coddle them into change (c) taking away necessary space and value from already marginalized groups.
However, when I was able to work past these worries, I soon realized that Zheng was not trying to do any of these things. Rather, Zheng was intending to extend a type of olive branch, that allows from the acknowledgment of white privilege, while simultaneously making space for white people to share their insight on how society works for their racial identity; while having them learn that the same privileges are not afforded to Black, Brown, and Indigenous bodies.
Viewing everybody’s identity as insight is an important practice of inclusivity. Moreover, white men and women may be able to provide insight into how their identity affords them certain privileges and practices that we may not be privy to because of our race, ethnicity, or endless amounts of code-switching.
White Supremacy Hurts White People Too
As Malcolm X’s words instilled in anti-racist activist Susan Burnett, “We must all realize that fighting against racism and white supremacy also requires that we understand that we are fighting for ourselves and with ourselves, not to save or fix others.”(3) Fighting against white supremacy and racism should not be viewed as an act of charity to be bestowed on Black, Brown, and Indigenous bodies, even if it comes through the form of allyship. Understanding that there is no demarcation between you and me - we are all human beings worthy of love, respect, and dignity.
Of course, the re-education of white people should not fall on the shoulders of marginalized groups rather the responsibility falls on each white person to show up and be willing to do the uncomfortable work of dismantling their own racism along with other biases.
Why do the work? The effect of white supremacy and racism hurting communities of color is a longstanding fact, but white people do not go unscathed. These insidious ideas and practices harm white people too.
One main harm of white supremacy is the scarcity mindset - especially, in the areas of power and resources. As noted by SmartCities "It tells us there is only one way to achieve something, that there isn’t enough, or that someone else’s success will mean our failure?"(4). The scarcity mindset contributes to fear, greed, and limits us from exploring innovative possibilities of being in the world. White supremacy is a distorted form of power that is limited to the few - wealthy white cis males. It lies to white women, the working-class whites, non-binary whites, and white people with disabilities - presents a false narrative of power, but it comes with the contingencies of oppression too. Sure, you're not at the bottom of the power hierarchy, but it's still a hierarchy. Power founded on oppression is not power, it is a lie. True power is limitless and unilateral.
For those still reading, here are some recommendations on how to start dismantling racism. Note it is not the end-all-be-all to dismantling racism and white supremacy, but it’s a start.
Know your implicit bias. Whether you are an average person or the CEO of a Fortune 500 company understanding your implicit biases is important in knowing where you need to mediate bias and strengthen racial knowledge gaps. The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about regarding race and other topics (5). Available Link
Know and understand your Helm’s stage. The Helm’s White Racial Identity Model is a framework that identifies a continuum that leads to developing an anti-racist identity. The model was created as Janet Helm states “ to raise the awareness of white people about their role in creating and maintaining a racist society, and the need for them to act responsibly by dismantling systemic racism through a framework of power and privilege”(6). Understanding where you may lie in this continuum is important to forming a positive white identity. Available Link
Get Curious. An extremely powerful skill whether working on anti-racism or regular interpersonal relationships is curiosity. I understand that anti-racism work (e.g.anti-racist workshop, books, or speakers) is uncomfortable and that our ego might try to protect us by reacting defensively, but a way to combat this defensiveness or reluctance is curiosity. The potential language you can use to stay curious is “please tell me more about…” or “why do I feel a sense of anxiety when I am around X group? And where did I learn this?” Curiosity allows us to stay open, build trust, and take in another person’s point of view(7).
Actively Listen. Curiosity must be coupled with active listening. Active listening is about providing your fullest attention to a person speaking. This does not mean you formulate a counter-argument or knit-pick points of the conversation, but rather you allow space for another person to share their story and insight (either that be a person of color who wants to share their story or anti-racist teachers). Moreover, do not obligate people of color to share their story if it does not come from their own interest to do - primarily because of the mental, emotional, and physical toll it can have on our bodies, especially when our stories are met with resistance, disregard, or skepticism. Instead, joining an anti-racist workshop with a facilitator who is willing to teach, share, and make space for you to ask questions.
Keep track of your internalized racism. Race To Dinner, an organization that holds conversations about race and racism over dinner, asks participants to complete prior reading and after the dinner, there are continuation exercises. One of these exercises is to journal or keep track of the racists’ thoughts or biases you may hold on a daily basis. This writing exercise serves as a mindfulness practice to demonstrate to ourselves and possibly others (i.e. an accountability partner) the pervasive racist ideologies and actions in our daily life - and if possible coming up with solutions (8).
Talk to your in-group. While the previous recommendations focus on necessary internalized work, I want to provide you with at least one tip to impact your external environment. In my experience as a woman of color, my experiences and knowledge regarding race and racism have fallen on death ears to white people. Oftentimes, white people are more receptive to listening to another white person speak about race and racism, than a person of color. Therefore, talk to your friends and family, but don’t make it a seminar - create a continual conversation over time to move the needle forward. Avoid demonizing them for their lack of knowledge and keep a continually open conversation. Remember Rome wasn’t built in a day, and neither is dismantling of anti-racists practices and ideas.
Source:
https://hbr.org/2019/10/how-to-show-white-men-that-diversity-and-inclusion-efforts-need-them
https://smartcities.org/index.php/shifting-mindsets-scarcity-vs-abundance/
https://en.wikipedia.org/wiki/White_Racial_Identity_Development
https://www.psychologytoday.com/us/blog/the-traits-excellence/201704/the-power-curiosity
https://www.theguardian.com/world/2020/feb/03/race-to-dinner-party-racism-women