ARE WE REALLY ANTI-RACIST?

This past week, I was invited to speak on a panel titled “Possibilities for Anti-racist Artistic Research, A Dialogue between Administration and Faculty” for the The Alliance for the Arts in Research Universities (a2ru) National Conference. If you know me, you know that this was my jam. I enjoy speaking about what we can actually do to disrupt systemic issues.

It was clear that anti-racism is an interest of many industries, including the Arts. It was also refreshing to be in community with so many people who are passionate about anti-racism and being anti-racist organizations. Based on the questions I received, it made me reflect on what work needs to be done to be truly anti-racist. However, I wouldn’t be the good CDO that I am if I held these thoughts to myself. So here are my key takeaways from our panel regarding anti-racism (within organizations):

Here are my key takeaways:

1. The term “anti-racist” can refer to a person and a practice. Here is a quick definition of anti-racist. An anti-racist practice is something that actively acknowledges and disrupts the permanence of racism through their organization.

2. Being non-racist is not the same as being anti-racist. For example, not saying racist things does not make you anti-racist. Anti-racists actively work against the system of racism and as a result, work against other systems of oppression. Here’s a short video that explains the difference. In sum, non-racist is passive whereas anti-racist is active.  

3. It is more important to have a common understanding than a common language. Due to the fact that we are all socially and culturally different, we may define certain ideas and experiences differently from one another. By waiting to come to a consensus on common (or shared) language and terms, we may be delaying our anti-racist efforts. However, if we have a common understanding we are able to work together to reach our end goal—ending racism.

4. Racism is real and systemic. We must acknowledge that racism is systemic before we engage in anti-racism work. Racism creates social, political, and economic inequalities and inequities for individuals and groups.

5. Can we truly be anti-racist organizations? Answer: it’s complicated. While many organizations may claim to be anti-racist organizations, the reality is that it’s hard to be an anti-racist organization. I like to say, we are aspiring to be anti-racist or we are an aspiring anti-racist organization. Stating that you are anti-racist organization implies that you have arrived; you’ve achieved anti-racism. From a systems perspective (and theoretical perspective), it is difficult to be anti-racist if your organization exists within larger systems of oppression (capitalism, patriarchy, etc.). Spoiler alert: all of our organizations exist within these systems. However, this should not discourage us from anti-racist efforts.

6. Anti-racism benefits all of us. While race and dismantling racism is central to anti-racism work, anti-racism efforts benefit people of all identities (i.e., genders, ethnicities, abilities, religions, etc.). Many identities are rooted in histories that are related to racism. By dismantling a system of racism, we will inherently dismantle other systems of oppression.

Practical ways to become an aspiring anti-racist organization:

• Examine racial representation in leadership positions. It is also important to do an analysis of race and gender since Women of Color fall into both categories and may be disproportionately impacted.  

• Examine racial representation in entry-level and mid-level positions. Again, a race and gender analysis is needed (for the reasons above).

• Examine the racial representation of your consumer base. 

• Examine hiring practices (job descriptions, recruiting applicants, interview processes, etc.).

• Examine the racial representation of who is promoted and what practices lead to promotion and recognition. 

• Examine the racial representation of past awards and formal recognition. Also, examine practices of who gets rewarded and recognized for their work. 

• Examine the retention rates of People of Color in your organization.

• Examine attrition rates of People of Color in your organization.

• Examine vendors you utilized for your organization. Identify which vendors are minority-owned businesses. If there are none, do research on local minority-owned businesses who you may contract as potential vendors. 

• Do pay equity analysis for your organization.

• Explore mentoring and professional development for employees at all levels. Identify opportunities for People of Color/Women of Color to develop in their position and gain recognition and promotion for their work.

Homework:

What is one (1) thing you can do today to become more anti-racist? In other words, what is one thing you can actively do to disrupt the system of racism?

Extra Credit:

Find out what is anti-Black racism. Get started here and here.

Additional resources:

• Website: Anti-Racism Daily

• Article: What it means to be anti-racist?

• Article: What it looks like to become an anti-racist organization

• Assessment Tool (Quiz): The Path to Becoming an Antiracist Organization

• Videos: New York Times Conversations on Race

If you like this content, subscribe to the newsletter.

Want to support my work? You can treat me to a coffee.

Until next time,

Your favorite Chief Diversity Officer,
Dr. B.