There are proven patterns of violence against Black people, perpetuated by systemic oppression, colonisation, and racism. Institutional, social, cultural White privilege is responsible. Only our collective understanding, action and responsibility will make a change. Let’s be active allies and strong voices, now. Here’s a call to all of us with a set of practical steps to activate anti-racism.
This list is in no way complete, suggest additional pragmatic steps in the comments so I can add them to the list on our various channels.
[This article was first published by Servane Mouazan on June 2nd 2020 on Linkedin.]CENTRING BLACK LIVES by David McQueen
Why it is a trauma for many Black people to have to fight twice as hard, work twice as hard, explain twice as much, push back twice as much (if no more); How the notion of whiteness has evolved and how this has challenged the Black community even more as it is forced to negotiate their place in the community. Great timely explanation by David McQueen, leadership development professional and community builder, on why a deep conversation is urgent and necessary. Link to the video here.
CALL TO ALL OF US
Actions you can take, beyond self-education:
• Educate yourself and others. Look below for a few readings.
• Listen to and amplify the voices of Black and Brown people in your community (geographical, or communities of interest)
• If you are a manager, a senior, a NED, a business owner, make genuine changes in your business (see below the call to action by Mark Horoszowski, founder of Moving Worlds)
• If you are a Social Network Activator, look at actions suggested by HowMatters.org. (see the list below)
• Reach out to Black friends & family – without expecting them to teach, explain or validate your feelings.
• Confront racial injustices.
• Donate to organizations like the Minnesota Freedom Fund https://minnesotafreedomfund.org/. They are seeking to end discriminatory and oppressive jailing. Or your country’s relevant anti-racism campaigns.
• Call and email local and central government officials.
• Support campaign organisers.
“Why I am No Longer Talking to White People About Race”, by Reni Eddo-Lodge
In 2014, award-winning journalist Reni Eddo-Lodge wrote about her frustration with the way that discussions of race and racism in Britain were being led by those who weren’t affected by it. She posted a piece on her blog, entitled: ‘Why I’m No Longer Talking to White People About Race’ that led to this book.
Listen to Reni’s podcast here.
Anti-Racism Resources for White People
Link: https://bit.ly/ANTIRACISMRESOURCES (Source Post SheEo/Linkedin)
“Make the difference between Overt White Supremacy (socially “unacceptable”) and Covert White Supremacy (painfully socially “acceptable”)
Image source: Safehouse Progressive Alliance for Nonviolence (2005). Adapted: Ellen Tuzzolo (2016); Mary Julia Cooksey Cordero (@jewelspewels) (2019); The Conscious Kid (2020)
“Why You Need to Stop Saying “All Lives Matter” by Rachel E Cargle.
“Let me be clear: stating that black lives matter doesn’t insinuate that other lives don’t, says Cargle. “Black lives did not matter when they were inhumanely transported like livestock from Africa. Black lives did not matter when they were lynched by the hundreds at the hands of the KKK. Black lives did not matter when they were attacked by dogs as they protested for equal rights.”
“Me and White Supremacy” by Layla E Saad
“A 28-Day Challenge to Combat Racism, Change the World, and Become a Good Ancestor” leads readers through a journey of understanding their white privilege and participation in white supremacy, so that they can stop (often unconsciously) inflicting damage on black, indigenous and people of colour, and in turn, help other white people do better, too. The book goes beyond the original workbook by adding more historical and cultural contexts, sharing moving stories and anecdotes, and includes expanded definitions, examples, and further resources.
Get the workbook and book here.
CALL TO BUSINESS LEADERS
Check Your Company for White Supremacy Culture Characteristics:
Don’t look away, this article will have you really assess how your leadership, your senior team, your board, are actually perpetuating harming practices. And… maybe you had probably already noticed but decided not to do anything about it…? Thought it was an HR issue? Or maybe it will pass… It won’t.
Discover how White Supremacy Culture characteristics show up in how people work and run organisations. Discover issues, antidotes and practical guidance on the @ShowingUpforRacialJustice (SURJ) platform.
Read White Supremacy Culture Characteristics here.
Tackling Racism As Accountable Business Leaders:
By Anthea Kelsick, Co-CEO, B Lab U.S. & Canada
“We cannot credibly build an inclusive economic system without addressing the fundamental injustice, inequity, and violence that disproportionately impacts Black people and other People of Color. Racism is pervasive in the very systems in which our businesses operate and in our communities, and it is only when we centre People of Color that we will truly benefit everyone.” Link to article here.
Call by Mark Horoszowski, founder of Moving Worlds
“To every company & corporate leader right now highlighting your commitment to stand with the Black community, I have a couple of questions to confirm your authenticity:
1. Have you invested time and money for you and your executives to become educated about structural racism, anti-blackness and the consequences of white fragility?
2. Do you have a leader with published goals to ensure the effectiveness of resources, practices, and tools to support Black & People of Colour team members?
3. Do you provide time, money, and education to empower employees to support civic engagement to hold public leaders accountable and tackle structural racism in our systems?
4. Have you analyzed processes within your company for equity in recruitment, advancement, and compensation? And do you report on effectiveness?
5. Have you ensured that structural racism has no home in sourcing, partnership, and procurement processes?
6. Have you started the process of acknowledging how your company’s wealth has been partially built through our shared history of slavery and colonization?
Talk is cheap. Reading about allyship is easy. I don’t care what size your company is, if you haven’t answered yes to all of the above, then it’s on you to assemble the money and people to do so now.“
CALL TO EMPLOYEES
Template For Holding Your Employer Accountable For Racial Justice – By Rachel E Cargle
This template will support you in being intentional about holding yourself and other white people in your company accountable for racial justice.
How to Talk Trauma & Protests at Work. The (very non-definitive) Guidelines. By Benish Shah
“Talking about race at work is uncomfortable for most people, but for Black people (and many POC) it comes with a very real fear that: (1) they will be labelled as “angry,” (2) they will have to listen to racist statements quietly; (3) they will lose their jobs.
This guide is not written for those that want to “have the uncomfortable conversation.” This guide is written for those that want to support Black people and other POC at work after this last week but don’t know how to.” Read the guidelines here.
CALL TO FINANCE PROVIDERS
Patricia Hamzahee, Founder of Integriti Capital and member of Women in Social finance group, writes about the vital role data can play in enabling equity of outcomes for Black and ethnic minority-led businesses. Read her article here.
CALL TO SOCIAL GOOD NETWORKS ACTIVATORS
How-matters.org is a platform that explores the skills and knowledge needed by all international “do-gooders” (professional and amateur alike) to put real resources behind local means of overcoming obstacles.
They have produced a list of ways you can use to amplify your action against anti-black racism (click on the link for more details for each of these points)
1. Call for an end to all-white boards and all-white leadership
2. Call attention to whose knowledge, expertise and experience is undervalued
3. Be an unapologetic advocate for the redistribution of financial resources.
4. Be an unapologetic advocate for communications that do not centre whiteness in the world
5. Examine how you live your organisational values in every aspect of how your organisation is run.
If you identify as white, ask other white people to learn about their unearned privilege and how we recreate the systems created by colonialism and imperialism within our global development organisations. It shows up in our ways of working in harmful ways that maintain the status quo.
A Guide to White Privilege by @CourtneyYahnDesign
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