New(ish) to Organizational Anti-Racism Work
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Session Summary
This unprecedented time has become a time of learning (and relearning) for many. But what is the process for turning knowledge into action in and out of our organizations? Thinking about organizational anti-racism work begins with a clear understanding of what “the work” is. Panelists offer fresh perspectives on what this observably looks like, which includes what Ansa Edim from Change.org calls a Reset - an examination period to review company values, policies, recruiting practices, etc. to re-enforce accountability. The tech industry already has a very small percentage of Black women within it at every level, presenting a strong call to action for work that interrupts oppressive systems whenever and wherever they are seen as said by Courtney Harge, CEO of Of/By/For All. Additionally, being resourced both financially and emotionally become crucial components of doing “the work” for one’s own self, particularly for Women and Persons of Color, because of the harsh realities surrounding the age of and continued nature of systemic oppression.
An important facet of this conversation acknowledges the unjust nature of relying on Black people to not only suffer from racism, but now also to be responsible for doing “the work.” Tiffany Wilhelm, program officer of Opportunity Fund, rightly notes that in order for a collective shift of thinking and action from our organizations and society to occur, then White folks have to be ready to do that. This can take a number of forms and look differently for organizations because the fact of the matter is that “the work” is ongoing. However vital parts of progress are the offering of spaces for conversation, to not put pressure on peers of color, and to remain cognizant of what’s happening because cultural needs can fluctuate at the given moment.
On the other side of the token, knowing what is NOT “the work” can be equally informative, which include managing White guilt, forcing Black people to relive trauma as examples for “diversity training,” and intellectualizing anti-racism as opposed to just simply being a better person.
But determining balance for everyone is as essential as ever. The amount of “work” one does cannot be copy and pasted onto the next. In the daily transition from personal to work mode, the level of anti-racism work will vary. For People of Color, “rest as resistance” is stressed with the freedom to resist any foul, misguided obligation to teach their White counterparts. In fact, “thriving while surviving” is highlighted as a productive state of mind to interrupt systems built to destroy us and/or make us hate ourselves. For White people, give as much as you can because this is not solely a workplace/professional development issue. Rather, this is transformative, and given the privilege of having these systems structured in your favor, do the most in and away from your job because we all deserve to have liberated cultures and our full humanity.
