A Story of Relationship Building and Racism in the Workplace

Examining Xenophobia

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 28 Nov 2023 11:16:28 GMT

Examining Xenophobia

Picture this. You’re a child living in Anytown. Your best friend’s family lives across the street. Every morning, you meet Rory at the mailbox on the corner to walk to school together. You play in each other’s yards, sometimes with other neighborhood kids.

After a rash of neighborhood home invasions, your parents announce that you’re moving to a new city. They say it’s safer. You’re devastated. Everything you know and love is here, on this street where you grew up.

When it’s time to start the new school, your chest is heavy with pain and fear. What will the other kids think of you? How will they dress? What if the teachers are mean?

But when the teacher announces you’re a new kid from Anytown, the kid in the desk closest to you inches his desk further away. A couple girls widen their eyes and lean into each other and whisper, glancing at you and then away.

At lunch, you sit alone at an empty table. You hear the chatter surrounding you. “My mom says you can’t trust people from Anytown.” “I heard they set fires.” “You shouldn’t wear that ring to school anymore. New kid might steal it.”

You had been afraid of the unknown. But it turns out, they are afraid of you.

This is a simplified example of xenophobia. But what is xenophobia? Let’s discuss.

What is Xenophobia?

You may have heard the term but aren’t sure exactly what it means. Merriam-Webster defines xenophobia as, “fear and hatred of strangers or foreigners or of anything that is strange or foreign.” Further, xenophobia comes from the Greek words xenos , which means stranger or guest, and phobos , meaning fear. Hence, fear of strangers.

You may be wondering what the difference between racism and xenophobia is. While many people use the terms interchangeably, they do have different meanings. Considering xenophobia is the fear and hatred of strangers or foreigners, how does racism differ?

Racism is the “prejudice, discrimination, or antagonism by an individual, community, or institution against a person or people on the basis of their membership in a particular racial or ethnic group, typically one that is a minority or marginalized.”

While some beliefs and practices of xenophobia and racism can overlap, and one can be both racist and xenophobic, there are distinct differences.

A person who is racist prejudges people of different races. These prejudices lead to actions of discrimination, oppression, or violence against people in the marginalized community.

A xenophobic person may hate or fear people of the same race based solely on their nationality. They hold negative perceptions of foreigners, even those of the same race. Xenophobia can manifest in many ways, including:

Speaking out against immigrants and refugees
Mistrust of anyone perceived as an outsider
Pushing for stricter national borders and security practices
Voting for people and policies that aim to restrict immigration
Telling anyone different to ‘go back where they came from’
Insisting your native language and accent is the only one accepted

A racist person may do all of the above things. But they also visit these behaviors on neighbors, colleagues, and classmates they’ve known for years based strictly on their skin color. Racism gains power through the privilege and power held by the dominant culture. Racism = Racial Prejudice + Power.

Further, white privilege exists because of racism. White people have benefited from preferential treatment in employment, education, and legislation. Those benefits are born from the oppression of People of Historically Racially Marginalized Groups (PHRMG). But, why does xenophobia exist?

Examining Xenophobia

To understand xenophobia, it’s important to look at its possible origins. Mistrust of anyone perceived as different may have protected humans of the past. In fact, Intercultural Development Research Institute (IDRI) says, “Xenophobia may have served an evolutionary purpose in the development of homo sapiens by allowing them to automatically reject potentially competitive groups.”

But humans and society have both evolved since then. We aren’t the hunter-gatherers fighting for survival in the wild. We shop for necessities and live in homes that protect us from most dangers.

So why do people still judge and mistreat others based on perceived or actual differences? Part of this can be attributed to the narrative spun by certain news outlets or politicians. Politicians will create or exaggerate their constituents' perceived danger and then propose a solution to the problem. This strategy is meant to garner votes, and subsequently, power.

If you tell everyone that eating tomatoes causes cancer unless they purchase your magic tonic, you’ll sell tonic. Fear is a powerful motivator.

If the narrative tells voters that a certain group of people is dangerous then proposes legislation or physical walls to keep them safe, people vote accordingly. Xenophobia leads to the oppression of certain groups while raising the oppressors to positions of power. So, the cycle continues.

But why might citizens be susceptible to these outrageous claims? One possibility is a lack of diversity. If you live in a community populated with people like yourself, you are more likely to believe mistruths or misconceptions about people who differ from you.

And some politicians exploit that ignorance for their own gain by fear mongering for votes.

Education failures can also contribute to xenophobia. When children are taught only about their own culture, they don’t have the benefit of factual information to draw from when faced with misinformation. This lack of knowledge or misinformation can carry through to adulthood.

Like racism, modern xenophobia is often learned. Parents pass on their beliefs to their children. Friends convince each other of what they feel is the truth. And it spreads. So, what can be done to combat xenophobia?

Face Fears

We, as a society, and as individuals, have to open our eyes and not be ruled by fear and unfounded claims. Bonyan Organization recommends some of the following to reduce xenophobia:

Educate yourself. Read articles such as this one to learn about xenophobia. Provide diverse educational materials for your children.
Self-awareness: Confront any misconceptions you may carry and challenge them.
Cultural appreciation: Expand your understanding of and immerse yourself in different cultures. Expose your children to other cultures as well.
Inclusivity: Insist upon diverse and inclusive practices at work, in schools, and in organizations to make sure all people have a voice and accurate representation .
Speak out: Speak out against xenophobic comments, jokes, or microaggressions . Promote DEI practices and vote for people and policies that serve everyone.

Eliminate Hate

Xenophobia is driven by fear and misunderstanding. Politicians promote mistruths to gain power and control. But we don’t have to continue the cycle. While it can be difficult to challenge your understanding of the world and work to modify long-held misconceptions, it’s not hopeless.

For example, social alliances are key to dismantling a system of racism, fear, and xenophobia. You are less likely to fear what you know and experience regularly. Building a coalition of diverse people will enrich your experiences while expanding your worldview.

Open your eyes and mind to prejudices you may hold within. We must work together to create a more inclusive, understanding, and peaceful culture.

Contact us for help getting your school, workplace, or organization on the right track to combating xenophobia. We won’t be ruled by unfounded fears.

Representation

Tue, 07 Nov 2023 10:49:54 GMT

What is representation and why is it important?

Picture this. You’re a kid who loves science. And you’re good at it. You read science books in your free time and conduct experiments to satisfy your curiosity. By high school, you know this is what you want to do with your life. You attend a career fair to meet specialists and learn more about potential fields of study.

You walk into the fair and everyone–from the presenters to the attendees–look different from you. They have different skin tones, hair colors, and speak different languages. You can’t relate. You don’t know where you fit in, if you fit in at all. Maybe this wasn’t for you after all. Intimidated and deflated, you leave without speaking to anyone.

This can be the experience of children from marginalized communities when representation in careers and popular culture is not equal.

What is representation, and why is it important? Let’s look deeper into representation.

Global Gaps

Representation can be defined as how, or how often, media portrays people. According to the Arab Film & Media Institute (AFMI), underrepresented people include “women, people of color, LBGTQA+ people, people with a range of body shapes and types, people of non-Christian religions, and differently-abled people. There has been a steady increase of diversity in media, but progress has been long and slow.”

For example, in 1992, Crayola expanded its range to include Multicultural Crayons in response to feedback received from consumers and educators. After consulting with skin tone and diversity and inclusion experts, Crayola launched their Colors of the World crayons in 2020. While Crayola may have made attempts decades ago, other companies failed to represent all customers until more recently, if at all. But it wasn’t until 2021 that Band-Aid created adhesive bandages for skin tones other than Caucasian.

While society has made progress in racial equality, there is clearly a long way to go. When, in 2021, Nigerian medical student, Chidiebere Ibe, created and shared medical illustrations featuring Black bodies, it went viral. NBC News reports that social media fame wasn’t his goal. Instead, Ibe stated, “I was just sticking up for what I believe in, advocating for equality in health through medical illustrations.”

The fact that this was news in 2021 illustrates we still have much to do. As essential as accurate medical illustrations are in learning about human anatomy, they still mainly feature white men. Shocking when you consider that white people make up only 16% of the world population, according to Rutland Herald .

Yet the standard is to teach medical professionals using imagery largely composed of white men.

This practice carries on into pop culture. Most mainstream films star white actors. Statistica states, “In 2022, nearly 70 percent of all male characters appearing in the top 100 highest-grossing films in the United States were white.” Representation of Black men drops to a staggering 14%, with people from other marginalized communities represented far less.

The Importance of Representation

So, why does equality in representation matter? Moorepay explains that representation is important for young people forming perceptions about their identity, directly impacting self-esteem. Lack of representation or the prevalence of negative stereotypes are problematic because “people can struggle with their identity development, or form negative perceptions of their own groups.”

When children grow up seeing magazines, toys, and screens filled mainly with people who look different from themselves, it can cause self-esteem issues. Psychology Today says that scholars and community leaders have declared it’s "hard to be what you can’t see." The assertion is that People of Historically Racially Marginalized Groups (PHRMG) are less likely to pursue careers or academic opportunities because they are less exposed to the possibilities. They don’t see people like them, so they don’t think they can work in certain jobs or do particular activities.

This can create a domino effect of oppression where the dominant culture controls what is seen in the workplace and popular culture, and subsequently affects people in marginalized communities.

Pushing Progress

You can do your part to push progress. Edutopia explains that what our young people see around them positively or negatively shapes their expectations for themselves and for each other.

As such, it’s important to represent diversity in an accurate, good light. Attempts at appearing diverse create further problems if not done correctly. For example, resorting to stereotyping or including token PHRMG can add to negative societal perceptions.

According to the Arab Film & Media Institute (AFMI), “Stereotyping can be seen in media through the assumptions of how a certain type of person is supposed to be due to their racial, ethnic, gender, sexual or religious identity.” Perpetuating stereotypes, even just as a “joke,” creates negative perceptions that persist and grow in society. Some people then accept stereotypes as fact and treat others according to those misconceptions.

AFMI goes on to explain that tokenism is seen everywhere from “the ‘diversity hires’ at work, to the gay best friend in a television show.” Tokenism also misrepresents people or communities, using them as props or punchlines rather than treating them with respect.

Creating positive representation starts with you. We’ve listed a few things to get you started.

Insist upon fair and equitable recruitment, hiring, and promotion practices at work.
Set targets in creating a more equitable work environment where PHRMG are in leadership positions.
Donate classroom materials and books to schools with positive examples of different races, roles, levels of affluence, and gender identities.
Volunteer to speak for schools or organizations about your culture, career, or experiences. A young person might see their future self in you.

We must work together to ensure all people in all communities are positively represented.

Positivity Breeds Prosperity

Positive, equitable representation is vital for healthy development. And happy, healthy citizens contribute to a prosperous society. We must make a conscious decision to include everyone fairly.

If you’re not sure where to start, contact us . We provide no-judgment consultations to help get your business, school, or organization on the right track.

Cultural Appropriation

Tue, 24 Oct 2023 10:13:22 GMT

What is Cultural Appropriation?

What’s the deal with cultural appropriation, anyway? Isn’t it a way to honor other cultures? Many people think that borrowing styles or customs from other cultures is a harmless way to pay homage. But it’s not so simple. Treating precious traditions as fashion trends can cause pain to others. Let’s explore the tricky topic of cultural appropriation.

What is Cultural Appropriation?

Picture this. You’re a young child who takes your red backpack to school daily. It’s the same one your older brother used and features patches sewn on by your grandmother. Some of the patches are your brother’s interests: his favorite sports, music, and games. You’ve since added some of your own. It helps you feel closer to your brother, who has gone away to college. You were so proud when you could use it and proudly strap it to your back each day.

Your heart sinks when classmates start bullying you for the backpack, which isn’t as new and stylish as theirs. You have to choose between fitting in or staying true to yourself. The stress becomes too much to bear, and you worry all the classmates’ tugging and pulling will damage the treasured item, so you switch to a designer-brand backpack in plain black.

A few months later, one of the popular, wealthy jocks at school, Taylor, starts wearing a backpack similar to your family's. It’s red with patches sewn all over it. Soon, other kids are using similar knockoffs. The trend takes off.

Taylor uses a nearly identical backpack and is praised and copied. But when you used your original, you were ridiculed, shoved, and teased. It makes no sense, and it seems unfair. This is a very simple comparison to the unfairness of cultural appropriation.

How Cultural Appropriation Can Hurt

Perhaps one of the patches on your backpack is of a soccer ball, your brother’s favorite sport. Seeing the patch reminds you of sitting in the bleachers with your parents, watching him play. Summer afternoons spent in the backyard where he tried to teach you all of his moves. It’s not just a soccer ball patch to you. It’s a reminder of special times with your family.

It stings to see Taylor’s backpack with a similar patch, knowing he doesn’t have siblings or play soccer. It’s simple mimicry. Worse is that he is celebrated while you were attacked.

People of Historically Racially Marginalized Groups (PHRMG) go through comparable experiences when they wear clothing, sport hairstyles, use speech patterns, or practice traditions different from the dominant culture.

As discussed in a previous blog post, Black women experience discrimination in the workplace for having natural Black hairstyles. Many feel pressured to alter their hair to align with the dominant white culture. This forces them to abandon tradition and work against their natural hair type so that they can get or keep a job. Further, white celebrities are praised for wearing the same hairstyles that Black women are chastised and prejudged for wearing.

For example, claims of cultural appropriation plague the Kardashians as they sport hairstyles and physical attributes long celebrated within the Black community but ridiculed by the dominant culture. Kendall Jenner faced backlash after wearing an afro-like hairstyle on the cover of Vogue . Readers pointed out that Black women had been scorned and faced discrimination for the same hairstyle. Subsequently, many Black women resorted to chemical straighteners to avoid criticism for their natural beauty. Frustrations mount as members of the Kardashian family continue to appropriate traditional Black features by donning cornrows and lip fillers, seeming not to learn from public outcry.

Brittanica further explains, “Black people with locs have been barred from walking at high-school graduations , denied jobs , wrongfully associated with drug use , and otherwise discriminated against . As a result of systemic racism, Black people face consequences for wearing dreadlocks that non-Black people do not. Non-Black people wearing their hair in dreadlocks is cultural appropriation.”

What is Cultural Appropriation?

So what qualifies as “cultural appropriation”? How do you know if you’re doing it?

If you, your family, or your ancestors have lived through experiences that led to adopting styles or customs, then it’s probably not appropriation. Ask yourself if you know the history or reasoning behind the style you want to adopt. It may not be yours to take if it has nothing to do with you or your roots.

And borrowing from other cultures can be disrespectful. Surely, it won’t be well received if you’re in a dominant culture that doesn’t experience discrimination. You’ll be like Taylor, wearing the red backpack with patches, celebrated after the original owner was bullied.

If you’re still unsure, here are some examples of common cultural appropriations.

Sports teams or school mascots named after native tribes
Cosmetic procedures to alter physical appearance to appear more like those in traditionally marginalized groups
Adopting speech patterns or slang invented and used by traditionally marginalized groups
Wearing hairstyles that are neither traditional nor natural to you or your culture that have been subject of discrimination for PHRMG
Dressing up in costumes that depict the traditional wear of other cultures (e.g., headdress, face paint, clothing)
Profiting from the adoption of practices, styles, or customs that are not your own

But what if you want to honor other cultures? Halloween costumes are certainly not the best way to do so. Let's look at the subtle difference between appropriation and appreciation.

Appropriation vs. Appreciation

There is a fine line between appropriation and appreciation. However, there is a way to honor other cultures without adopting and tainting their traditions. According to Greenheart , “Appreciation is when someone seeks to understand and learn about another culture in an effort to broaden their perspective and connect with others cross-culturally. Appropriation, on the other hand, is simply taking one aspect of a culture that is not your own and using it for your own personal interest.”

So, what is your motivation? Are you interested in trying new styles and keeping up with trending fashions? Or are you trying to learn more about other cultures?

For example, sugar skull face paint has become popular, with photos of people proudly posing in sugar skull-painted faces on social media. But how many of those people know the sacred significance of the practice to Mexicans? Regina Merson, Mexican-American beauty entrepreneur and founder of Reina Rebelde , tells POPSUGAR , "It is not a holiday about fantasy or horror, but rather something that is meant to be soulful and uplifting and positive. One of the most offensive things is when people paint a Catrina and make the look intersect with something scary and bloody. That Catrina represents your dead relative, not a comic book character."

Henna tattoos (mehndi) are another tradition that’s been adopted by the majority culture for fashion purposes without considering its sacred meanings to the cultures from whom it’s been taken. Henna artist, Mangala Bühler-Rose of Mehndi NYC , tells How Stuff Works , "It's important for clients to note that symbolism in many henna designs is sacred. Some communities even consider the substance itself to be sacred. Thus, henna and symbols are used respectfully, sensitively and knowledgeably. For example, placing an image of the deity Gaṇeśa on the feet would be considered disrespectful."

According to Sadia Islam , an independent henna artist in the United Kingdom, it’s surprising how many people are interested in the designs but unaware of the background. “I noticed that I would talk about henna with people who were unaware of what it means to us. Even teachers who used to teach me history were clueless about the cultural significance.”

Perhaps if more people learned the significance and meanings behind practices, they would know how to respect rather than merely copy other cultures.

R-E-S-P-E-C-T: Find Out What It Means to Me

In the confusion between appropriation and appreciation, how can we know what is okay and what might be harmful?

Check your motivation. Is your Halloween costume really about appreciating another culture or are you just trying to have fun?

Look further by asking yourself how you would feel if someone adopted a part of your family traditions or religious practices without fully understanding. It can be offensive to turn a belief into a passing fad.

First and foremost, seek understanding. Read books and blogs about other cultures to immerse yourself in their history and experiences. Knowing the significance of items and practices will help you appreciate what you mean to borrow. Find out what it means to the culture to truly respect and honor them.

If you have questions about race or cultural differences, we’re here to help. Contact us to learn more about our services to help get schools, organizations, and workplaces on the right track.

The Long-Term Effects of Racism on Children

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 03 Oct 2023 14:47:49 GMT

The Long-Term Effects of Racism on Children

We’ve likely all seen the now-viral video of the March 2022 Gym-Start gymnastics event in Dublin, Ireland where an official hands out medals to all the young children standing patiently in a row. Except one, the lone Black girl. The official passes her by.

Unfortunately, this incident isn't an abberation. Racism and discrimination against children run rampant worldwide, according to a 2022 UNICEF report. Data analysis shows disparities in treatment and opportunities based on children’s ethnicity, language, and religion, no matter in what country or territory they live.

“Exclusion and discrimination during childhood cause harm that can last a lifetime,” said UNICEF Executive Director Catherine Russell. “This hurts us all. Protecting the rights of every child – whoever they are, wherever they come from – is the surest way to build a more peaceful, prosperous, and just world for everyone.”

But how can discrimination cause life-long harm? And what can be done about it? Let’s take a look at the long-term effects of racism on children.

Intergenerational Deprivation and Poverty

It’s fair to assume that most of us experience some kind of aggravation as children. We were picked on because we were too tall, or too short, or maybe had an unconventional name. It made our formative years more challenging and might have stuck with us for years afterward.

So, what makes experiencing racism or discrimination any different?

UNICEF explains, “Discrimination and exclusion deepen intergenerational deprivation and poverty, and result in poorer health, nutrition, and learning outcomes for children, higher likelihood of incarceration, higher rates of pregnancy among adolescent girls, and lower employment rates and earnings in adulthood.”

Your height as a child may have invited ridicule from classmates, but it won’t deny you rights or opportunities as an adult. Discrimination against children from historically marginalized communities is a lifelong continuation of oppression. For example, when a child is denied basic education or healthcare, their chances for success as an adult are lessened.

Similarly, when a child is teased and tormented by their peers, or treated differently by adults, they don’t feel safe or included. Children don’t perform as well in school when they are anxious or in fear. An education is a vital foundation for a productive, successful life, and every child deserves the chance to live without fear.

For any society to thrive, it must depend on its citizens. A society populated by adults who were excluded and mistreated as children has lower chances of success than one whose children were supported and cared for equally.

Racism creates the problem and then blames the victims for suffering its effects.

Chronic Wear and Tear

We’ve established that racism and discrimination still sadly occur worldwide. But the long-term effects aren’t as widely discussed. A friend said to me, “We all get picked on in school. It toughens you up.”

But does it? According to What To Become , a space for advice about education and career-building, “Bullying is a common occurrence at school, online, in the workplace, and even at home. Most often, people become subjects of bullying because of their race, sexual orientation, appearance, or disability.” Unsurprisingly, they also report that students who have experienced bullying claim that bullying has a major impact on their mental health and confidence. Perhaps more alarming is the fact that bullied students are twice as likely to attempt suicide and 60% of school shooters report having been bullied.

And consider that racism and discrimination are present everywhere. So, while many children might experience bullying, children from historically marginalized communities walk around beneath a cloud of racism everywhere they go. They receive discrimination and mistreatment from classmates, as well as teachers and administration. Then, outside school, they are followed closely by shopkeepers, shouted at by neighbors for the simple offense of stepping on their lawn, and treated as inherent criminals by law enforcement.

In fact, the University of Cincinnati states that “Black children report experiencing an average of five instances of racial discrimination per day.”

These children grow up knowing a different way of life than their white counterparts. Childhood bullying doesn’t tend to follow white children everywhere throughout their lives as racism does to People of Historically Racially Marginalized Groups (PHRMG). The sustained, continued fear of harassment has a child constantly on edge. And this doesn’t toughen up anyone.

Harvard University’s Center on the Developing Child reports, “When children’s response systems remain activated at high levels for long periods, it can have a significant wear-and-tear effect on their developing brains and other biological systems.. Lifelong effects on learning, behavior, and physical and mental health.”

Further, they state that “a growing body of evidence from both the biological and social sciences connects this concept of chronic wear and tear to racism.”

Far from toughening these children up, racism is breaking them down. Overwhelming evidence shows that “Black, indigenous, and other people of color in the U.S. have, on average, more chronic health problems and shorter lifespans than whites at all income levels.” But, as UNICEF found, racism is prevalent worldwide. So, it's a fair conclusion that the effects are, too.

Remember the young, Black, Irish gymnast who was passed by for a medal amongst her white counterparts? Her mother told RTÉ's News at One that this incident has knocked her daughter’s confidence. The tepid and late response from Gymnastics Ireland worsened her frustration. It was over 18 months, and only after the video went viral internationally online, that Gymnastics Ireland issued an apology.

"That is why I am calling on Gymnastics Ireland to embark on things like anti-racism training that will yield greater awareness that will help effect change for girls that are coming up around the world,” she said.

Create Better

Knowing the facts is only the first step in addressing these challenges. Providing services and access to all children and families is an essential foundation. But we must address the systemic inequities in place that attack the physical and mental health of children, and subsequently, adults in historically marginalized communities.

So, we must identify and eliminate biases within ourselves as individuals, as well as in social and economic policies. Fair hiring, lending, housing, and policing initiatives are vital to providing a safe place where all children (and their caregivers) are protected.

The Irish gymnast’s mother said, "It's a wake up call for the entire body of sports here. Regardless of who you are. Are you a volunteer? Are you staff? Whatever you may be doing, here should be some kind of anti-racism education.”

We can help with that. Our fun, comprehensive training helps get your school, organization, or workplace operating in a more equitable and fair manner. We provide no-judgment consultations to address hidden biases that may be driving behaviors without you realizing.

Start creating a better environment for the children in your community today. Contact us for more information. We’re here to help.

For further reading on this very important topic, we recommend the following helpful and informative sources.

https://www.uc.edu/news/articles/2023/05/us-news--black-kids-face-racism-before-they-start-school-driving-a-mental-health-crisis.html

https://www.health.harvard.edu/blog/how-racism-harms-children-2019091417788

https://www.today.com/health/why-racism-can-have-long-term-effects-children-s-health-t186480

https://publications.aap.org/pediatrics/article/144/2/e20191765/38466/The-Impact-of-Racism-on-Child-and-Adolescent?autologincheck=redirected

https://www.apa.org/monitor/2021/09/numbers-discrimination

https://www.degruyter.com/document/doi/10.1515/jom-2022-0175/html?lang=en

https://www.unicef.org/reports/rights-denied-discrimination-children

https://developingchild.harvard.edu/resources/racism-and-ecd/

Discriminatory Hiring Practices

Tue, 26 Sep 2023 11:50:36 GMT

Discriminatory Hiring Practices

Imagine applying for a job that you are more than qualified for. You have the degree, skills, and years of experience, and are confident you’ll be a top contender. But, you don’t even receive a callback.

This is the experience of people worldwide who face discriminatory hiring practices. Employers often pre-judge potential candidates just based on the name on a resumé, assuming they are of a certain demographic the employer deems less desirable.

Although this practice has been made illegal in many countries, it continues. Let’s look more closely at discriminatory hiring practices.

Dissecting Discriminatory Hiring Practices

Northwestern University ’s Lincoln Quillian and John J. Lee analyzed job applications spanning 40 years (1969 - 2019) from a handful of European and North American countries to “study trends in hiring discrimination among four racial-ethnic origin groups: African or Black, Middle Eastern or North African, Latin or Hispanic, and Asian.”

They found that, despite laws against discrimination in hiring, it still happens regularly. In fact, Quillian states, “Relative to white applicants, applicants of color from all backgrounds in the study had to submit about 50% more applications per callback on average.” This means that if the average white applicant must apply to 20 jobs before getting a callback, applicants of color must apply to 30 to achieve the same result.

At the same time, The New York Times reported on an audit of hiring practices by economists Patrick Kline and Christopher Walters of University of California, Berkeley, and Evan K. Rose of the University of Chicago. The study saw hundreds of fake job applications sent to top companies across the U.S. where job applicants’ personal characteristics were random. However, names “were chosen purposefully to ensure applications came in pairs: one with a more distinctive white name — Jake or Molly, say — and the other with a similar background but a more distinctive Black name, like DeShawn or Imani.”

Just as Quillian and Lee discovered, applicants with a perceived “Black-sounding name” also received fewer callbacks in this study. Clearly, despite laws against discriminatory hiring practices , it’s still occurring with alarming frequency.

Consequences

This issue doesn’t just affect employees. Study after study shows that companies who practice discrimination are less profitable. Gary Becker, Professor of Economics and Sociology at the University of Chicago, identified this issue in the 1950s. He sought to explain racial pay discrepancies and concluded that employers who discriminate are less profitable.

In this information age, potential employees learn which organizations offer diverse, equitable environments and which do not. A quick internet search will reveal candidates’ experiences with any particular company.

So, in addition to the possibility of being less profitable, companies who discriminate also risk isolating top talent. And there is yet more danger.

Companies who practice unfair discriminatory hiring practices put themselves at risk of lawsuits. An American retail giant lost a discrimination lawsuit brought by U.S. Equal Employment Opportunity Commission (EEOC) when the suit proved they discriminated against a highly qualified Black woman in favor of a less-qualified applicant with a white-sounding name. They were ordered to pay $510,000 in compensation.

Companies must be held accountable for laws and policies to hold any weight. When laws are enforced and lawsuits abound, hiring practices become more fair and equitable.

Looking Forward

Although the findings of recent studies are disappointing to be sure, all hope is not lost. Lincoln Quillian of Northwestern University concluded that progress is possible “if anti-discrimination policies are enforced, employers are held accountable, and mentorship programs support employees of color who are seeking promotion and advancement in particular fields.”

We can help get your workplace, school, or organization on the right track. We offer non-judgemental consultations to ensure fair and equitable hiring, promotion, and educational policies.

Look forward and be part of the solution. Contact us today.

White Whataboutism

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 12 Sep 2023 09:44:13 GMT

White Whataboutism

In our efforts to dismantle racism, we often have uncomfortable discussions. While our goal is to help create safe spaces for all, the path to peace is sometimes rocky. This was particularly evident when speaking to a white woman recently. We held an education event where we spoke about systemic racism, among other things. This woman from the audience approached afterward and replied that she wasn’t happy with our discussion.

She became visibly upset when confronted with the privilege afforded her by her skin color and the behaviors she exhibited that upheld racist systems. She responded by attacking our “tone,” claiming how we spoke offended her. This is a great example of “whataboutism.”

According to Medium , whataboutism is defined as “the technique or practice of responding to an accusation or difficult question by making a counter-accusation or raising a separate issue.”

Let’s discuss white whataboutism.

What is Whataboutism?

Imagine this. Cesar and Brian are friends and colleagues. After a long week, the two discussed an upcoming work project over drinks. Cesar was uninhibited in throwing ideas out to bounce off Brian, who dismissed them as too ambitious.

But Brian pitched those ideas at work the following Monday as his own, leading to a promotion and a bonus. Cesar confronted Brian. Brian responded angrily, accusing Cesar of “coming after” him and speaking in a disrespectful tone.

This example compares how the offender subsequently dismissed or attacked the wronged party.

We often see this when addressing privilege and problematic behaviors with white people. But what’s really going on?

Ignorance

We never know exactly what others experience. So, it’s understandable that white people can’t accurately fathom how it feels to be on the receiving end of racism. They benefit from a system designed to elevate white people's experiences and lives.

As such, many are ignorant of the struggles of others. They don’t live those struggles, so they don’t see them. Hence, when confronted with the realities of racism, they deny its existence.

Some believe white privilege doesn’t exist because they, too, struggled in some way. But what they fail to recognize is that their race was not a contributing factor to their difficulties. For People of Historically Racially Marginalized Groups (PHRMG), oppression and discrimination are an everyday part of life.

So, sadly, these white folks may honestly not believe “things aren’t as bad as they say.” Their response comes from a place of disbelief. And their disbelief can manifest in argumentative ways, such as projection or whataboutism.

Consider a different scenario. A group of people are discussing their travel experiences. The Smiths remark that they disliked Paris because it was cold and rainy, and Parisians were rude.

But the Kesslers were bewildered. They loved Paris. The weather was fantastic, and the locals they encountered were friendly.

Two families with two different experiences. But the Kesslers don’t deny that the Smiths had a bad time in Paris. They acknowledge that the Smiths may have endured rude locals and unpleasant weather in the same city they greatly enjoyed visiting.

However, the ability to accept different experiences seems limited when some white people deny the existence of racism. As uncomfortable as it may be, there comes a point where they have to accept what others tell them.

Guilt

There is another group of white people who are cognizant of issues of racism and inequality. But they may communicate poorly out of guilt and shame.

Very Well Mind explains that this guilt can lead people to unlearn racist beliefs and join the fight against white supremacy. But some people “may disengage from the feelings of guilt and shame and become defensive.”

When faced with the atrocities committed by their own people, shame is a reasonable response. Shame is uncomfortable. It forces one to accept that they have taken part in something disgraceful, maybe even harmful.

How can people combat that uncomfortable feeling of shame? According to Psychology Today, the three most common defenses against feeling shame are narcissism, blaming, and contempt. So, it may be easier for a person to deflect than to accept.

A white person may find it easier to tell themselves that they have not benefited from privilege and that systemic racism does not exist. To acknowledge these truths is to shake the foundation of all they know.

Understanding the potential reason behind denial and dismissive actions from white people doesn’t excuse them. We’ve recently discussed ways to start conversations to inspire understanding and enlightenment. Ignorance and guilt are not insurmountable.

Projection

And all of these responses might be driven by projection. Projection is a psychological defense mechanism where we attribute our undesirable feelings or traits to someone else. We don’t even necessarily know we’re doing it.

Whether ignorant or ashamed, people may react by trying to flip the script to alleviate their negative feelings.

This is where whataboutism often occurs. Some examples of white whataboutism are:

Citing exaggerated statistics of Black-on-Black crime
Claiming that all people who comply with the police are treated the same
Pointing out their personal struggles as supposed proof that white privilege doesn’t exist
Accusing those who discuss racism of being divisive or disrespectful

When PHRMG share their experiences of racism and discrimination and receive projection or whataboutism, it can feel like rubbing salt into the wound. Living it is bad enough. But being told your experiences are not as you lived them exacerbates and prolongs the trauma.

Acknowledge the Flaws

Mutual understanding and respect lead to more peaceful exchanges. When white people accept without question what PHRMG express as their truth, they are likely to feel uncomfortable. It’s not nice to acknowledge that you benefit from unfairness.

But facing the truth, however distressing it may be, is the first step to change. To achieve an equal, fair, and just society, we must first acknowledge the flaws.

Do you know of a workplace, school, or organization that could benefit from a consultation in diversity, equity, and inclusion? Send them our way ! We offer a no-judgment approach for optimal results.

Critical Race Theory

Tue, 29 Aug 2023 13:16:16 GMT

What is Critical Race Theory (CRT)?

Critical Race Theory (CRT) has become controversial in media, particularly in the United States. We’ve all heard it mentioned. But what does it mean?

At its most basic, “ critical race theory states that U.S. social institutions (e.g., the criminal justice system, education system, labor market, housing market, and healthcare system) are laced with racism embedded in laws, regulations, rules, and procedures that lead to differential outcomes by race.” This can seem like an overwhelming definition. A good way to start is by touching on its beginnings.

Critical Roots

Critical Race Theory began with its sister theory, Critical Legal Theory, in challenging accepted practices in American legal systems. Jim Crow laws promoted segregation, ensuring the marginalization of Black Americans by prohibiting them from voting, getting an education, or holding jobs. Black people were forced into indentured servitude without legal means to make a living. Segregation provided substandard resources and amenities for Black communities and restricted Black citizens from using those designated for white people.

BlackPast explains, “In 1881, U.S. Supreme Court Justice Oliver W. Holmes wrote The Common Law , which stated, ‘The life of the law has not been logic, but experience. The felt necessities of the time, the prevalent moral and political theories… even the prejudices which judges share with their fellow men, have had a good deal more to do than [the idea of equality before the law] in determining the rules by which men should be governed.’”

In other words, a Supreme Court Justice expressed that factors other than logic or equality had been determining laws. These factors included moral theories and prejudices. Twenty-six years later, Supreme Court Justice Charles Evans Hughes added to Holmes’s thoughts on the flexibility of the Constitution (BlackPast). “The Constitution is what the judges say it is,” he wrote. Although the Constitution was supposed to be a living document that protected the rights of all Americans, Hughes pointed out that it failed in that regard.

In the 1930s, Yale Law School professor Jerome Frank added further to these thoughts: “Law may vary with the personality of the judge who happens to pass upon any given case.” Frank, and other “legal realists,” spurned the concept of a blind Lady Justice. Instead, they posited that a truly righteous Lady Justice also sees social nuances.

While those observations seem obvious now, they were groundbreaking at the time. Those who determined and enforced laws had long benefited from the oppression of People of Historically Racially Marginalized Groups (PHRMG). So they saw no reason to question or change laws. Even still, these declarations and discussions laid the foundation for CRT.

As time marched on, progress was slow but not stagnant. Early CRT champions, Alan David Freeman of the University of Buffalo Law School, and Harvard Law Professor, Derrick Bell, penned articles dissecting the status quo. In his 1978 piece, Legitimizing Racial Discrimination through Antidiscrimination Law: A Critical Review of Supreme Court Doctrine , Freeman wrote, “The color-blind theory has never [been] the law; the Supreme Court has, in fact, explicitly upheld the use of racial classification on a number of occasions .”

Many cite Derrick Bell’s Race, Racism and American Law as the innovative stepping stone to Critical Race Theory.

Although precursors started long before, Critical Race Theory was officially organized in 1989. According to Boston University School of Law , Kimberle’ Crenshaw, a former student of Bell’s, organized a conference dedicated to CRT in Madison, Wisconsin. More than twenty scholars gathered "who were interested in defining and elaborating on the lived reality of race, and who were open to the aspiration of developing theory.”

It was here that Crenshaw coined the terms Critical Race Theory and intersectionality. Intersectionality refers to how systems of social categorization intersect to create unique, overlapping effects. She argued addressing the challenges of only one experience or demographic is ineffective.

Intersectional Justice explains, “All forms of inequality are mutually reinforcing and must therefore be analyzed and addressed simultaneously to prevent one form of inequality from reinforcing another.”

The 1989 conference established CRT as a vital critique of legal theory, acknowledging the prevalence of racism in American society but vowing to continue to combat it.

Critical Race Theory Tenets

But what is Critical Race Theory? According to the American Civil Liberties Union (ACLU) , ”The term ‘critical race theory’ has been co-opted by opponents as a catchall term to apply broadly to classroom discussions about race and racism, gender identity, sexuality, and sexism.”

Unfortunately, the sweeping use of the term muddies its meaning. The following defined tenets help us understand CRT:

Racism is a social construct, not biologically inevitable. Racism is normal in the U.S., not an aberration. It is the ordinary experience of most PHRMG.
Interest Convergence: Bell’s theory that social change for minority groups occurs only when their interests align with those of the majority.
Social construction of race: the idea that society trains us how to view race. “Differential racialization” attributes negative stereotypes to PHRMG.
Storytelling and counter-storytelling: Counter-storytelling ensures the dominant culture’s voice does not dominate and “whitewash” the experiences of marginalized communities. “The self-expressed views of victims of racism and other forms of oppression provide essential insight into the nature of the legal system .”
White people have actually been recipients of civil rights legislation. Majority culture promotes a notion of “color-blindness” and “meritocracy,” and serves to marginalize certain enclaves of people – predominately PHRMG.

So, if Critical Race Theory is about pushing for true equal treatment, what is the problem? Why is there so much controversy surrounding CRT?

Critical Controversy

In 1896, Justice John Marshall Harlan stated , “Our Constitution is color blind.” He warned that “separate but equal” would “…stimulate aggressions… upon the admitted rights of the colored citizens.”

But opponents have twisted a portion of this statement to suit their agendas. For instance, in 1989, Justice Scalia used Harlan’s words in the opposite manner in which they were intended. He argued against a program in Richmond, Virginia, which gave preference in awarding municipal contracts to minority businesses. Scalia argued that preferential treatment on the basis of race was “unconstitutional.” He used Harlan’s words but with a very different motivation, saying , “Discrimination on the basis of race is illegal” because “our Constitution is color-blind.”

Color blindness actually does a disservice to PHRMG. To deny the existence of race denies the existence of inequalities, removing the search for and implementation of possible solutions. But this buzzphrase has been used to further discredit any attempts at equity.

Rashawn Ray and Alexandra Gibbons of The Brookings Institute explain that CRT “has become the new bogeyman for people unwilling to acknowledge our country’s racist history and how it impacts the present.”

Most people would not welcome the label of racist. And when American systems are criticized for being oppressive and racist, some people take offense, as if the very idea of America is under attack. It’s troubling to notice that racism is so deeply ingrained in American society that a denunciation of racism gets interpreted as a disparagement of American values.

This could explain mainstream media openly attacking CRT without admittedly knowing what it is. Take Tucker Carlson, formerly of Fox News. Carlson regularly criticized CRT, claiming it created inappropriate conversations around race in spaces like schools. In fact, he confessed in 2021, “I’ve never figured out what ‘critical race theory’ is, to be totally honest, after a year of talking about it.”

Despite not knowing what CRT entails, he called it “evil,” potentially influencing his millions of viewers to hate and fear something they do not understand.

He’s not alone. Conservative thinktank, the Heritage Foundation , erroneously tied CRT to various events they oppose, such as LGBTQ clubs in schools, diversity training in federal organizations, 2020 Black Lives Matter protests, and more. The foundation asserted, “When followed to its logical conclusion, CRT is destructive and rejects the fundamental ideas on which our constitutional republic is based,”

Subsequently, there was a public outcry to ban the purported destructive evil. Conservative Republicans appealed to ban books, discussions, or instruction on any issues they deem inappropriate, such as historical accounts of slavery. But, as the ACLU points out, “At their core, ‘anti-CRT’ laws are thinly veiled attempts to silence discussions of race, gender, and sexuality amongst students and educators. These laws suppress free speech and deny people the right to an accurate, complete, and inclusive learning environment.”

Because of this popular attention, the movement has now gained traction in legislation. Some states have passed classroom censorship bills, restricting what can be taught to children and what books they can access at school. Further, “curriculum transparency laws” propose to require teachers to post all teaching materials online for public view.

The Rigged Game

So, why should you care?

Let’s put aside the issue of censorship and surveillance for now. Imagine you are playing a board game with some friends. Those with a circular-shaped game piece get to roll two dice each turn. The square players can only use one. There are different rules for different players, influencing the outcome of the game and its likely victors.

When you raise the issue of unfairness, you are scolded and criticized. Talking about the game isn’t allowed. Of course, this is a trivial comparison to the realities of racism. But the simplification highlights how anti-CRT movements seek to further oppress those in marginalized communities.

However, too many white people are used to winning the rigged game. The imbalance is all they’ve ever known, and they hold tightly to what benefits them, what is familiar. Some even refuse to acknowledge or accept the existence of the systemic racism from which they gain.

But we shouldn’t care about oppression or government overreach only when it directly affects us. Living in a society that devalues some lives based on race is disturbing. And those who allow the continuance of oppression become party to it. You’re either part of the problem or part of the solution. As Ibram X. Kendi , author and director of the BU Center for Antiracist Research, insists, “There’s no such thing as being ‘not racist.’ We are either being racist or antiracist.”

The True Evil

Critical Race Theory is neither evil nor designed to shame white people or indoctrinate children, as some claim. It is a decades-old academic concept asserting that racism is a social construct embedded in American legal systems and policies.

The evil to be attacked and banished is racism itself, not the discussion of systemic racism or the attempts to dismantle a system that sustains inequality and oppression. The true evil lies in trying to silence those who speak out against racism and oppression.

As with CRT, there is a lot of misinformation out there about Diversity, Equity, & Inclusion (DEI) practices. But we can help with that. We offer consultations to get any workplace, school, or organization on the right track. Contact us for more information.

What is Colorblind Racism?

Thu, 24 Aug 2023 19:03:45 GMT

What is Colorblind Racism?

What is racism? Merriam-Webster defines racism as “a belief that race is a fundamental determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race.”

Of course, a dictionary definition cannot adequately capture the full scope of feelings, actions, and consequences of racism.

Many white people say they aren’t racist and that they, in fact, don’t see color in people at all. While they may be well-intended, these proclamations can be problematic. Let’s look further into colorblind racism to see why.

The Trouble with Color Blindness

Imagine you walk into a party, and everyone stops to gape. You’re dripping water on the floor after being caught in a downpour. When you explain what happened, the other partygoers look out the window and claim not to see any sign of rain.

You gesture to your soaked clothes and the puddles on the outside pavement. The host responds, “I don’t believe in rain.”

It sounds silly. But some white people are claiming not to see color in an effort not to be racist. However, denying the existence of race doesn’t remove the discrimination faced by People of Historically Racially Marginalized Groups (PHRMG). Similarly, denying the existence of rain doesn’t make anyone less wet.

Claims of color blindness are often an attempt not to be racist. But we must do more than try to be perceived as not racist. We must acknowledge racism exists and be anti-racist. And to do so, we must acknowledge race.

Color blindness implies differences don’t exist, thus ignoring systemic racism and its serious effects on individuals and society. Refusing to see race does nothing to solve the problems surrounding discrimination based on race.

As Oprah Daily reports , “that refusal to see it often goes hand-in-hand with an urgent desire to stop discussing racial disparities as soon as possible.” While the topic can be uncomfortable, it’s essential to discuss. Furthermore, PHRMG have long suffered the effects of a society favorable to white people. The very least white people can do is acknowledge those hardships. At the very heart of these discriminatory practices is color. Whether we want to admit it or accept it, racism exists and has for a very long time.

It’s safe to say no one wants to be labeled as racist. In fact, some people have been affiliated wit h white supremacy groups yet publicly declare themselves not racist.

Sociologist, Eduardo Bonilla-Silva, author of Racism Without Racists: Color-Blind Racism and the Persistence of Racial Inequality in America , uses an example of a realtor who is restricted from discussing race with clients. If a prospective home buyer requests a racially diverse neighborhood, he says, the realtor might reply, "Hey, don’t talk about that! I don’t see race, we’re all humans.” But that approach ignores the issue. And it doesn’t allow people to choose diversity.

Bonilla-Silva further states that in refusing to see race, we fail to recognize race as a driving factor in disparities. Subsequently, we naturally seek other explanations for inequalities. This prevents any real solutions from coming to light as the very cause of racism–race–is denied. No resolution can be attained when the root of the problem is ignored.

Catherine McGhee of Ted explains, “A person who avoids the realities of racism doesn’t build the crucial muscles for navigating cross-cultural tensions or recovering with grace from missteps. That person is less likely to listen deeply to unexpected ideas expressed by people from other cultures or to do the research on her own to learn about her blind spots.”

Unfortunately, where intentions were good, the concept of colorblindness creates a barrier to achieving progress toward equality. Acknowledging ignorance and wrongdoing can be uncomfortable. But it puts us on a path to knowledge, recovery, and enlightenment. Only through education and acknowledgement can we achieve peace and equality. Colorblindness is a barrier to these-- like in everything else in life, it’s when we acknowledge our ignorance that we seek education and learn.

Reasons to Celebrate

In addition to creating barriers to progress, denying the existence of differences also erases the reasons to celebrate them. But we learn and grow when we open our minds and hearts to others. Some benefits of diversity are:

Exposure to new people, cultures, and customs
Increased understanding and empathy
Improved social development
Richer, more stimulating experiences
People of different backgrounds produce more varied ideas

Embrace Race

So, what should we do? First, we must accept that change doesn’t happen overnight. Educating yourself with blogs like this is a great early step. Meghan Burke, author of Colorblind Racism , explains that ongoing self interrogation is crucial, “And I think we have to listen to the voices of Black folks, other people of color, and other marginalized folks broadly in all of our spaces."

We believe a friend who arrives at a party dripping wet when they tell us they were rained on. It’s long past time for us to believe and respect PHRMG.

But it’s important to remember that educating you is no one’s job. Asking someone from another group to relive painful experiences is insulting and disrespectful. Instead, do research. Listen to informative podcasts , read books , and expand your social circle. You can also subscribe to anti-racist blogs and newsletters for regular updates.

And we can help. We educate schools, businesses, and organizations through parties, cooking classes, consultations, and more. No question is off limits. So, contact us today!

Starting a Conversation

Tue, 15 Aug 2023 06:53:16 GMT

Starting a Conversation

A woman, Gia, has heard whispers about her at work. She tried to ignore them, but then she noticed people in the room going quiet and leaving when she entered. The rumors have made it more difficult for her to concentrate while in the office. She feels judged for her hair, skin color, speech, and culture–regular gossip topics.

She confided in her colleague, Tom. Tom was shocked. He’s a different race and gender than Gia, so he was unaware of the specific challenges she faced. Once he heard Gia’s concerns, he noticed the differential treatment and gossip in the office. He felt guilty for not seeing it sooner, even though it was because he simply did not know.

We can sometimes be insensitive in our ignorance because we never really know what other people are going through . To start remedying that, we’ve created a fantastic tool to help start conversations: the Anti-Racist Hot Dog Cards .

Identifying an Issue

When talking to professionals, we learned that many feel treated differently based on their personal identities, such as race.

Gallup reports, “People who feel discriminated against are often less engaged, have poorer wellbeing, and, logically, would prefer to work elsewhere.”

So, we set out to address this issue. After a year of research and interviews, we found that there were topics that many people wished they could talk about in the workplace, racial discrimination in particular. But these people didn’t feel they had a safe space to talk about things and didn’t know how to bring them up.

We decided to create a solution so people could connect in such a way that they felt they could talk about these topics.

A Utopia of Understanding

We took what we learned to create the Anti-Racist Hot Dog Cards . These question cards help us address and then speak about things that are negatively affecting our culture and society.

The right questions trigger meaningful conversations. From those conversations, we all learn and gain a sense of understanding and community, allowing us to take corrective action. And most importantly, we allow others to be heard.

People are happier when they feel heard and respected. Subsequently, they perform better at work and school.

So, get started on those conversations. We’re here to help with cooking shows, parties, and of course, Anti-Racist Hot Dog Cards .

Racism in Schools

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 01 Aug 2023 07:29:17 GMT

Racism in Schools

School teachers and officials have a duty of care to protect the children in their charge. But what happens when teachers witness racist bullying and do nothing, or commit the atrocities themselves? Let’s look at a case of racism in schools.

One Piece of a Much Larger Puzzle

We entrust our children’s safety, well-being, and futures to the adults in their care. However, those adults don’t always have the children’s best interests at heart.

For example, a teacher was caught on film writing racist terms on a whiteboard while instructing students at Crawford International - Pretoria, a costly private school. According to News 24 in South Africa, “Video footage shows the woman writing racially offensive terms on a whiteboard and allegedly telling pupils that they are not affected by apartheid.”

The teacher was subsequently dismissed, and the school’s principal, Cheryl Naidoo, said she was "shocked and dismayed" and "deeply regrets the unacceptable racist incident." The school also denounced any form of prejudice and discrimination and plans to take legal action against the teacher. While the school’s response was swift, we have to wonder what actions are in place to prevent recurrence or if suitable staff vetting procedures are in place. The article states that the school will “review its recruitment measures to avoid enlisting candidates who may potentially threaten the delivery of quality education and learning."

This is vital, but it is only one piece of a much larger puzzle. In such a racially charged country, schools should be taking more stringent, preventative steps before such incidents have the chance to occur. Current staff should also be vetted. And, DEI training should be mandatory.

While this incident occurred in South Africa, the issue is more widespread than you may think. In the U.S., CNN reports that the Government Accountability Office estimated that 5.2 million students aged 12 to 18 were bullied in the 2018-2019 school year. One in four experienced bullying related to their race, national origin, religion, disability, gender, or sexual orientation. The report also states, “The number of schools that experienced a hate crime nearly doubled between the 2015-16 and 2017-18 school years.”

Parents want their children to be safe and happy in schools so they can receive an education in peace. Too many incidents happen worldwide that put children’s education and long-term well-being at risk.

Effects

According to Harvard University’s Center on the Developing Child , “When children’s stress response systems remain activated at high levels for long periods, it can have a significant wear-and-tear effect on their developing brains and other biological systems. This can have lifelong effects on learning, behavior, and both physical and mental health… evidence connects this concept of chronic wear and tear to racism.”

So evidence has shown that experiencing and witnessing racism is harmful to children. It leaves a lasting negative impact. Tackling racism is necessary to protect children, our future.

And, Erica Lee, attending psychologist at Boston Children’s Hospital , states, “Children can internalize harmful stereotypes. Over time experiencing or witnessing discrimination can negatively impact a child’s identity and self-esteem.”

Furthermore, Boston Children’s Hospital goes on to explain that exposure to racism can have lasting effects on physical and mental health. “When asked to recall a racist event they’d witnessed as a child, young adults had stress responses comparable to first responders after major disasters . Over time, the hormones the body releases under stress can damage a child’s physical and emotional health.”

In recognition of the harmful effects of racism, Crawford International - Pretoria is offering counseling to all students. Ideally, each and every student would attend counseling sessions, instead of just having the option.

Of course, counseling after the fact is necessary. But prevention is key. We must create environments where all children are safe, supported, and equal. We can help schools with that. We offer services to teach DEI practices to schools and organizations to help shape a future where no child experiences racism at school. It’s never too late to learn, even for educators.

But what can parents do to try to protect their children from racism in schools?

Actions to Take

No one wants to imagine their child being the victim of racism, but it’s an unfortunate reality for far too many. While we may be unable to prevent all racist incidents, we can work together to give our children the tools to confront discrimination. Unicef says that it’s important to talk to your children about racism and has shared an age-appropriate guide to help parents do so.

If you or someone you care about has been the victim of racism, discrimination, or a hate crime, the following are some good resources:

Discrimination, racism, and bullying are always wrong. Contact a local civil rights attorney or any of the above resources if you need help.

If you know of a school, teacher, or organization that could benefit from education in DEI practices, please contact us and we’ll reach out.

Scrutinizing Systemic Racism

Tue, 11 Jul 2023 07:44:46 GMT

Systemic Racism

Imagine you’re one of many fish in a stream. You’re going with the flow, swimming along with the current. You’ve considered going in another direction, but the water pulls you along. All the fish around you are being directed downstream.

Occasionally, rough white water tugs with violent force. But, for the most part, the undercurrent steers all fish with subtle motion.

Now, consider society is the stream and we are the fish. Systemic racism in our society is driving actions and outcomes just as a stream controls the movements of fish.

Systemic racism is sometimes referred to as structural racism or institutional racism. Merriam-Webster defines systemic racism as “the oppression of a racial group to the advantage of another as perpetuated by inequity within interconnected systems (such as political, economic, and social systems).”

Let’s take a look at systemic racism.

Current Events

To understand systemic racism, reflect on the analogy of individuals as fish and society as a stream they inhabit and navigate daily. Forces and currents push everything in a particular direction. Think of racism as one of those currents.

Sometimes the current is like white water, strong and observable. Consider a mass shooting at a Black church, like at the Mother Emmanuel AME Church in Charleston, South Carolina, in 2015 . These kinds of events are highly visible, as they are featured heavily in media coverage. Their strength is unquestionable: images abound of crime scene tape strewn across a place of worship while the news announces a death toll.

At other times, the current is strong, though obscured. Undercurrents are harder to detect but will push you downstream or swiftly pull you under. The strength varies depending on location or season. However, it’s always there, forcing movement. Widespread, subtle employment discrimination behaves in a similar way. We may not detect what is happening behind the scenes, but discrimination pushes the individual and the workforce in one direction.

The current can affect the movement of individuals without their knowledge and often against their will. It can also affect outcomes even in the absence of action from the individual. If you do nothing but float in a stream, the current will eventually carry you to sea.

The destination is the same whether you passively float or actively swim with the current. As this metaphor shows, systemic racism has absolutely nothing to do with what’s in your heart, your brain, or even your intentions. It’s all about how your actions or inactions allow the dynamics that are already in place to move you in a certain direction.

Identifying Systemic Racism

From housing discrimination to healthcare inequity, systemic racism runs rampant through all facets of society. We’re going to touch on a small sample.

Systemic racism begins before you even reach the office. Take the prevalence of law enforcement mistreating Black men. According to Health Affairs , “Police violence is a leading cause of death for young Black men in the United States. Approximately 1 in every 1,000 Black men is killed by police. Also, Black victims killed by police are more likely than White victims to have been unarmed, suggesting disparate treatment.”

Quality of education is yet another victim of systemic racism. Human Rights Careers reports, “School districts with the most Black, Native, and Latino students get significantly less revenue than districts with fewer students of color.” Less funding results in fewer resources for students. But the discrepancies don’t end there. According to this study , black students were 54% less likely to be referred to gifted education programs.

And the discrimination continues where Black people with “white-sounding” names are 50% more likely to get callbacks for job applications. Clearly, workplace discrimination starts with hiring practices rooted in systemic racism.

And Black employees are paid less than their white counterparts. It pays to be a white man. The following groups make this much for every dollar paid to a white man.

White women: 79 cents
Black men: 71 cents
Black women: 63 cents
Hispanic/Latina women: 58 cents

So what can we do to disarm systemic racism?

Swimming Upstream

Anti-racism is swimming against the current to head upstream to the pristine waters where the whole species can benefit. You can start swimming upstream by educating yourself on anti-racism. Reading a blog like this is a great place to start. Education will shape your thoughts, feelings, and behaviors toward People of Historically Racially Marginalized Groups (PHRMG). You’ll learn how your own thoughts and actions have contributed to the current.

Once you’ve expanded your understanding, Professor Tim Vogus has more suggestions to fight systemic racism in the workplace. Be aware of stereotyping and work against it.

Organizations should reframe diversity as a moral opportunity instead of a problem to solve. Our blog discussed the connection between workplace DEI and success. Implementing DEI practices will not only help dismantle systemic racism but can also contribute to business success.

Also, our Anti-Racist Hot Dog Cards are a fun way to get conversations started at work. We can host a party and guide open conversations to inspire understanding. And, we offer consultations for further growth.

Don’t Go With the Flow

System racism is a strong current pulling us toward societal discrimination and inequity. Ignoring it won’t help. We have to swim against the current and fight the established norms so ensure fair, equal treatment for all.

For help in learning how to swim upstream, book a consultation with us today.

Privilege Reigns Supreme

Tue, 04 Jul 2023 07:58:17 GMT

Privilege Reigns Supreme

Imagine you’re standing in a long line for the bathroom at a sporting event. You glance at your watch and see the next quarter is about to begin. Eager to get back to your seat, you stretch to see what the holdup is.

You see an attendant in uniform standing before the bathroom door, only letting in fans of the home team while the rest of you must wait.

You hear the other people around you groan: the game has resumed, but you’re still waiting. Then, a person in business attire approaches the front of the line and begins arguing with the attendant. The new person turns and announces to the line of people that preferential treatment for the home team’s fans will cease. And, to remedy the unfair treatment forced upon your team’s fans, you all get to use the bathroom in turn now.

Of course, this simple analogy pales in comparison to affirmative action and the discrimination that led to its initiation decades ago. But the concept is similar. One group of people was unjustly receiving favoritism, and effort was taken to amend the unfair treatment.

Even so, the reality is far more complex. In light of a recent decision by the United States Supreme Court to discontinue allowing college admissions based on race, we’d like to discuss affirmative action.

A Touch of History

Racism, discrimination, and civil rights violations are an important part of United States history that drove the creation of affirmative action. We will only touch lightly on the extensive history here but suggest you research further for a deeper understanding. For instance, Joy Reid explains her experience with affirmative action in an eye-opening video on Twitter.

According to Brittanica , “Affirmative action was initiated by the administration of President Lyndon Johnson (1963–69) in order to improve opportunities for African Americans while civil rights legislation was dismantling the legal basis for discrimination.” That one sentence alone is a lot to take in. Racial discrimination was legal in the U.S. as recently as the 1960s.

The Civil Rights Act of 1964 was a “comprehensive U.S. legislation intended to end discrimination based on race, color, religion, or national origin.” 1 For example, the Act guarantees equal voting rights by removing restrictions biased against minorities and forbids discrimination by trade unions, schools, or employers involved in interstate commerce or doing business with the federal government. 1

This would mean that the discrimination occurring would no longer be allowed. This, in a country where enslaved Black people were once considered legally less than white people. For instance, the 3/5 Compromise considered enslaved Black people to be three-fifths of a free (white) person. It gave southern slaveholders more representatives in Congress than they would have had without it, ensuring they could pass laws protecting slavery or defeat laws attacking it. 2

Consider how monumental a decision it was to cease allowing discrimination. Of course, those striving to maintain the status quo have challenged affirmative action since its beginning.

Now, think back to our sports event analogy. While an official stepped in to rectify the inequity at the restroom lines, the home fans likely wouldn’t have been pleased. Some may have realized the situation had been unfair all along and accepted the decision to make amends. But others hold their privilege so tightly they refuse to acknowledge how it harms others.

Clearly, this has been the case with affirmative action.

Opposition

When affirmative action and anti-discrimination practices found solid ground, “reverse discrimination” claims abound. Those in groups who had benefited from racial discrimination feared being on the receiving end of such treatment.

“When you're accustomed to privilege, equality feels like oppression.” While the origin of this quote has not been definitively identified, its message is clear. Those who are in the habit of receiving special treatment are reluctant to let it go.

However, it is not “reverse discrimination” or inequity that they experience. They feel the loss of their perceived normal as a bit of privilege is eliminated.

In 1989, the Supreme Court imposed significant restrictions on race-based affirmative action, limiting the use of racial preferences by states that were stricter than those it applied to the federal government. In subsequent years, the court ruled “federal affirmative action programs were unconstitutional unless they fulfilled a ‘compelling governmental interest.’” Then, in 1996, the California Civil Rights Initiative passed, prohibiting “all government agencies and institutions from giving preferential treatment to individuals on the basis of their race or sex.” 3

And the challenges have continued. While some find traction in court, others face rejection. The latest decision by the Supreme Court is feared to be a blow to efforts for racial equality.

Privilege Reigns Supreme

A little over a decade ago, an organization called Students for Fair Admissions sued Harvard University, arguing that their race-conscious admissions policy violated Title VI of the 1964 Civil Rights Act. As we mentioned earlier, Title VI bars discrimination based on race, color, or national origin. 4 On June 30, 2023, the disproportionately white and conservative court ruled in favor of Students for Fair Admissions. The organization objects to the use of race as one of the factors in college admissions. 5

So, to be clear, colleges can no longer base admissions on race. The sporting event official can’t allow away team fans who were held back to use the restroom before the home team fans. So, the home team fans step to the front of the line again. And, if their parents were home team fans, they get to jump ahead, too.

Because only race-based admissions have been stricken. Legacy admissions are still in place. In an incredible piece, Tayo Bero writes , “But contrary to popular perception, affirmative action isn’t just a ‘get in free’ card for Black post-secondary students. Women, people with disabilities, and other historically marginalized groups have all benefited from the court’s recognition that circumstances beyond their control may exclude them from these institutions.

“But much like welfare, public housing and other social programs created to help all vulnerable people, Black students were made the poster children for affirmative action.”

Bero explains that legacy admissions, donor admissions, athlete scholarships, and other admissions preferences are also affirmative action. She wrote about a 2021 study that found “only 57% of Harvard’s white students had gotten in on merit. Yet somehow, the court decides two years later that that same school doesn’t need to be intentional about diversity?” 4

Furthermore, Michelle Obama explains her experience with affirmative actions and her concerns with this recent court ruling. “So often, we just accept that money, power, and privilege are perfectly justifiable forms of affirmative action, while kids growing up like I did are expected to compete when the ground is anything but level.” 10

In fact, The New York Times reports , “Peter Arcidiacono, a Duke University economist who has analyzed Harvard data , found that a typical white legacy applicant’s chances of being admitted increase fivefold over a typical, white non-legacy applicant. Even so, eliminating legacy preferences at Harvard, the study said, would not offset the loss in diversity if race-conscious admissions were also eliminated.” 11

The message is clear. Privileged white people won’t let go of their advantages without a fight.

Putting the Action Back into Affirmative Action

The court’s decision is troubling for college admissions but also implies further attacks on civil liberties and other anti-discrimination practices.

Following this perceived conservative victory, Forbes warns that trickle-down effects within corporate America are likely, especially regarding hiring. Some states have already started to push back against diversity policies. 6

Disturbingly, Will Hild of Consumers Research, a conservative advocacy group, boasted, “The days of racial discrimination in hiring, especially through these DEI programs, are numbered.” 7

We must remain vigilant. As we have covered in our blog , DEI practices benefit the individual and can lead to business success. While it’s understandable to feel despair in reaction to yet another SCOTUS decision that takes aim at civil rights, all is not lost.

In fact, Barack Obama tells us how we can enact change. “If we want to bring about real change, then the choice isn’t between protest and politics. We have to do both. We have to mobilize to raise awareness, and we have to organize and cast our ballots to make sure that we elect candidates who will act on reform.” The Obama Foundation shared ways to take action.

Got a question about race? Contact us and we will answer your questions without judgment. We’re in this together!

Sources:

1 Civil Rights Act 2 Three-fifths Compromise 3 Affirmative Action 4 Tayo Bero 5 SFFA 6 Forbes 7 FT 8 Barack Obama for Medium 9 Obama Foundation 10 Michelle Obama for Medium 11 New York Times 12 Joy Reid video on Twitter

Microaggressions

Tue, 27 Jun 2023 17:48:10 GMT

Microaggressions

Despite having been born and raised in the U.S., an Asian American receives compliments for how well they speak English. A Black man is out for a jog, and when a white woman spots him, she clutches her handbag and hurries across the street. A woman notices her proposals are rejected at work only to have the same ideas approved when presented by a man. A lesbian couple fields questions of “Which of you is ‘the man’ in the relationship?”

These are examples of microaggressions. Merriam-Webster defines microaggressions as “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).”

But if these actions are unconscious or unintentional, why do they matter? Let’s examine microaggressions.

Identifying Microaggressions

We’ve all received a comment that sent our hackles rising. Someone said something that felt rude or offensive to us, and they seemed none the wiser. While their slight may not have been intentional, feelings were affected nonetheless.

The subtlety of microaggressions can make them difficult to spot, whether giving or receiving. But identifying microaggressions becomes easier when you consider which groups are marginalized and which are in positions of power in society. Marginalized groups will often have stereotypes about them that drive biased behaviors.

So, in our white-dominated society, if a white man comments on how articulate his Black colleague is, he is speaking as if he is surprised a Black man should be able to speak well. This comment may have been intended as a compliment, but it reveals the white man’s prejudice. And, it demeans the Black man and his abilities. He may as well have said, “...for a Black man.”

And, while asking someone about their ethnicity may be intended as a way to get to know someone, it can be problematic. When People of Historically Racially Marginalized Groups (PHRMG) are repeatedly asked, “Where are you really from?” it implies that they don’t belong.

Whether through malice or ignorance, insensitive comments or actions cause damage. But if we make ourselves more aware of microaggressions, we can wrangle in our own tendencies and call out those of others.

Check Yourself

The University of Minnesota shared a list of common microaggressions. We’ve identified some key themes. Check if there are any you’ve experienced or committed.

Asking people of different ethnicities if they will teach you something
Not acknowledging race, claiming not to see color
Complimenting someone based on preconceived ideas
Assuming someone’s status or job role based on appearance
Claiming your experiences are equal to/worse than others

Actively practice thinking before saying anything related to someone’s identity, such as race, ethnicity, religion, ability, sex, or age. Be aware of and challenge your own biases. Speak up when you witness discrimination of any kind, including microaggressions.

Managing Microaggressions at Work

A Glassdoor survey found that most American workers have witnessed or experienced workplace discrimination.

As stated above, it’s important to be aware of your biases and moderate how you speak. But how can you be an ally to others and speak out at work?

First, Harvard Business Review says you should consider the situation and environment. Assess whether addressing it should be done one to one or with witnesses present. Confrontation can make the other party feel defensive, which can backfire. So, approach with respect and kindness to set the tone.

You might say, “I’m sure you meant nothing by it, but when you said that, it can be perceived as…” Or use “we” statements to show solidarity. For example, “We don’t want anyone feeling disrespected, so we should watch how we speak.”

Further, it’s key to recognize your position. You may not be part of the group targeted. When you’ve recognized a microaggression, you should speak up. But consider learning more about the topic before speaking, as you are not an authority.

On the other hand, you may have committed a microaggression. If someone calls you out on your behavior, take a moment to reflect before responding. Remember that it isn’t about you. It’s about modifying your actions to be more respectful, particularly to those in marginalized groups. Be kind to yourself but learn from your mistake. Acknowledge your misstep, apologize, and actively work to do better in the future.

Conquering microaggressions at work will take time and serious effort. But, as our recent blog covered, employees perform better when they feel supported and heard. So, conquering microaggressions at work will not only foster a more positive environment, but it could also improve productivity.

Challenge Biases

As biases are often unconscious and long-held, the behavior they inspire can be difficult to alter. To eliminate microaggressions, we must challenge biases. We discussed how coalitions disrupt racism by helping you form new opinions when you befriend people from different groups. So, widen your circle and open your heart. And when you know better, do better. We can help you identify and eliminate microaggressions. Contact us to learn more.

Implicit Bias

Tue, 20 Jun 2023 13:09:56 GMT

Implicit Bias

Could your brain be working on autopilot in ways you don’t even know?

According to Simply Psychology , “Implicit bias (also called unconscious bias ) refers to attitudes and beliefs that occur outside our conscious awareness and control.” This process is also known as cognitive stereotyping .

And an implicit bias often goes against our conscious beliefs without our knowledge. For example, we may have friends in other groups and genuinely care for and support them while still holding beliefs about them deep down.

Further, we often don’t even realize we have these biases, which makes it difficult to eliminate them and the behaviors they create.

So, what do we do? Let’s look more closely at understanding implicit bias.

Understanding Implicit Bias

If we aren’t choosing to form these opinions, how and why does this occur?

The University of Pennsylvania suggests that early humans likely developed the practice of cognitive stereotyping in response to fears. For instance, if a roar preceded the attack from a saber-tooth tiger, all roar-like sounds would invoke fear. In response, the human body would flood with adrenaline to allow escape from death. The brain learned to interpret the sound to mean danger and held onto this information.

Similarly, we modern humans hear or see things that create shortcuts in our minds. Various stimuli such as news, social media, and conversations with others can shape our perceptions. To illustrate, have you ever felt anxiety entering a neighborhood for the first time because you’ve heard it’s a “bad area”? Our brains accept information about people in the same way.

Richard L. Byyny, MD, FACP, University of Pennsylvania, explains, “Over time, we intensify and reaffirm our perception that members in a certain category are more homogeneous than they are in reality. We then use personal characteristics—race, gender, etc.—as markers for personality, behaviors, and other traits.”

What started as a survival tactic has evolved into our brains forming implicit biases , often without our knowing. And the consequences of these biases can range from minor to extreme.

Lasting Impact

Whether we realize it or not, our minds pass judgements and subsequently drive our actions. Our implicit biases can cause offense and discomfort when we treat people differently based on prejudices rather than facts. But, implicit biases can do much more harm than only causing upset.

For instance, consider the case of Trayvon Martin . Trayvon, a Black teenager, was gunned down in a Florida neighborhood in 2012. The shooter, George Zimmerman, first called 911 to report a “suspicious person.”

This is where the implicit bias reveals itself. Zimmerman, who wanted to be a police officer, perceived a young, Black man wearing a hoodie to be suspicious. And he responded with deadly force, despite the dispatcher’s orders not to engage.

Would he have responded the same way to an elderly white woman behaving the same way that Trayvon did that night? Clearly, acting solely on bias, and without consideration of facts or variables, can have disastrous consequences.

Studies show that Black people are stopped "far more often" by police. And video evidence abounds of discrimination against People of Historically Racially Marginalized Groups (PHRMG). This discrimination turns violent all too frequently.

In the workplace, implicit biases can influence everything from hiring practices to bullying and harassment. Without identifying and addressing biases, people are likely to behave based on these unfounded beliefs.

Now that we’ve addressed the potential damage caused by unconscious bias, let’s see what we can do to bust the biases in the first place.

Busting Biases

So, how do we break down the biases held within ourselves?

A study by The Kirwan Institute for the Study of Race and Ethnicity says, “Debiasing is a challenging task that relies on the construction of new mental associations, requiring ‘ intention, attention, and time .’”

Dr. Mahzarin R. Banaji states, “Human beings have the ability to learn to associate two things together very quickly— that is innate. What we teach ourselves, what we choose to associate is up to us.”

We must choose the conclusions we draw, the truths we hold, and the actions we take. It is up to us as individuals to expand our minds. As we discussed on a recent blog , creating coalitions with others can break down racism as we befriend people different from us. We learn from their experiences and form bonds that increase our understanding.

For example, when you widen your social circle to include people from different ethnicities, ages, and beliefs, you enrich your life and expand your mind. You should also read blogs like ours and follow anti-racist voices on social media. Educate yourself by reading books like How to Be an Anti-Racist by Ibram X. Kendi, So You Want to Talk About Race by Ijeoma Oluo, and Why I’m No Longer Talking to White People About Race by Reni Eddo-Lodge.

It's up to you to do the work and make the effort. So, create new pathways in your brain and destroy the biases lurking within.

Intention, Attention, and Time

The human mind forms implicit biases without our conscious knowledge or effort. But, as reported previously, you can shift your perceptions and improve your interactions through intention, attention, and time . Understanding implicit bias is vital in defeating it.

We’d love to help you address implicit bias in your workplace. Our Anti-Racist Hot Dog Cards help identify implicit biases and start conversations. Contact us for more.

Hair Inequality

Tue, 06 Jun 2023 08:19:31 GMT

Hair Inequality

The Issue of Hair Inequality

“Nearly half of all Black women under age 34 feel pressured to have straight hair in their headshots,” as the CROWN 2023 Workplace Study revealed.

Discrimination against natural Black hairstyles goes further than individual opinion. A Black woman may face challenges in the workplace for no reason other than her natural hair.

In fact, according to Harvard Business Review , “A recent study showed that Black women’s hair was two-and-a-half times more likely to be perceived as unprofessional, and one-fifth of the Black women surveyed between the ages of 25 and 34 had been sent home from work because of their hair.”

Let’s look deeper into the issue of hair inequality.

Better on Me

Imagine this. You are one of three left-handed students in your class. All your teachers criticize you for the way you hold your pen and for the ink smeared across your hand. You and your fellow lefties are sneered at for needing different scissors. Even your desk feels wrong to you. You try to write with your right hand instead to avoid problems and criticism.

Then, one day, a right-handed classmate starts writing with his left hand. His work is illegible but your teacher praises him. Other kids start copying him and soon, the class gets more lefty scissors and new desks.

After years of struggling, adapting, and receiving criticism, your left-handedness is now the new craze. So, now that others are mimicking it, it’s accepted, even desirable.

Of course, this is a shallow comparison to the discrimination forced upon Black women.

Indeed, Black women are harshly judged and openly criticized for natural features that are then celebrated when on white women who copy them, often through artificial means.

It’s abhorrent when attributes are condemned on the very members of the populace who come by the features naturally. And it’s doubly so when those same features are then accepted and even praised when imitated by another group.

For example, claims of cultural appropriation plague the Kardashians as they sport hairstyles and physical attributes long celebrated in the Black community. For instance, Kendall Jenner wore an afro-like hairstyle on the cover of Vogue. Of course, the backlash was fierce. Readers pointed out that Black women had been ridiculed for the same hairstyle, resorting to chemical straighteners to avoid criticism for their natural beauty. Frustrations abound as members of the Kardashian family don cornrows and lip fillers, seeming not to learn from public outcry.

Furthermore, the American Society for Plastic Surgeons reported a 256% increase in butt-enhancing procedures since 2000. Millennials seeking to copy the Kardashians with artificial curves helped drive the dramatic increase.

Journalist Wanna Thompson coined the term Blackfishing “that describes a step beyond cultural appropriation, when people alter their appearance with makeup, cosmetic surgery, filters or digital editing to appear Black”.

In 2015, actress Zendaya graced the Oscars red carpet in an elegant, white, Vivian Westwood gown. Her hair was styled in waist-length dreadlocks pinned back from her young face.

E! News anchor and Fashion Police host Giuliana Rancic commented that Zendaya looked like "she smells like patchouli oil and weed." The teenaged Zendaya later defended herself, condemning the comment from Rancic, who is white.

Subsequently, Rancic apologized on air and via Twitter , claiming the comment was not racially motivated. But these comments contribute to the overall attitude that inherently Black qualities deserve derision unless on someone white.

Culture is Not Costume

Black features are not a fashion statement to be tried on and discarded for the next trend. Trying out new styles or rocking the latest fad may be fun. But caution is advised when that fad treads into the terrority of someone’s culture. It’s disrespectful for other groups to adopt the traditions without having experienced or even acknowledged, the history behind them.

For example, consider cornrows. Not only were they created specifically for Black-textured hair, but they have a deeper significance . Cornrows were used as a communication tool in Africa where they signified tribe, religion, status, and more. When people of Africa were forcibly moved to the United States to be enslaved, they brought their customs with them.

With remarkable bravery and innovation, they then communicated escape routes through mocked-up maps in cornrows. Enslavers would shear off the hair of enslaved Black people in an act of cruelty that stole their identities, pride, and dignity along with their hair.

It is wrong to play at being Black for fashion when actually being Black has resulted in discrimination, derision, and worse. People from other groups should focus on respecting and honoring Black people and their traditions, not adopting their culture out of ignorance and convenience.

A CROWNing Achievement

In response to the rampant discrimination faced by Black women in particular, the CROWN Coalition (Creating a Respectful and Open World for Natural Hair) created The Crown Act with then State Senator Holly Mitchell and Dove.

The Crown Act became California law in 2019 and it seeks “to ensure protection against discrimination based on race-based hairstyles by extending statutory protection to hair texture and protective styles such as braids, locs, twists, and knots in the workplace and public schools.”

Subsequently, a handful of states have adopted the Crown Act or enacted similar laws under different names. In fact, the U.S. government officially acknowledged the existence of racial discrimination based on natural hairstyles.

The Bill states, “(4) For example, routinely, people of African descent are deprived of educational and employment opportunities because they are adorned with natural or protective hairstyles in which hair is tightly coiled or tightly curled, or worn in locs, cornrows, twists, braids, Bantu knots, or Afros.

(5) Racial and national origin discrimination is reflected in school and workplace policies and practices that bar natural or protective hairstyles commonly worn by people of African descent.”

While the Crown Act is an incredible step in the right direction, less than half of the U.S. have adopted it as law. And studies show that pressure on Black women to assimilate remains.

The Issue of Hair Inequality

With Black women facing pressure to look palatable to others, particularly in the workplace, it’s important to show support. Our recent blog highlighted how employees tend to perform better when they feel supported.

We can help you create an inclusive environment at work to ensure all employees feel free to be themselves. Our fun Anti-Racist Hot Dog cards are a great way to engage and learn.

Holding Space

Tue, 30 May 2023 09:04:42 GMT

Holding Space

You may have heard the term “holding space.” But do you know what it means? Holding space is the practice of being completely there for someone, focusing all your attention and energy on what they have to say. It requires safety, privacy, and zero judgement.

Why is this important in the workplace? Forbes reports that, according to a global study, "74% of employees report they are more effective at their job when they feel heard.”

Indeed, holding space for someone can be an effective way to provide support and allow them to feel heard. But it takes practice. You have to turn off your ego and open yourself to the experiences of others.

Now, let’s explore holding space for others.

Let’s Get it Started

According to the DMC Clinic , “Feeling genuinely heard and understood is truly transformative.” Being heard provides validation. It shows people that they matter and are respected.

So, you’ve identified someone who needs to talk. Maybe a work colleague is quieter than usual. Or a friend has been uncharacteristically short-tempered.

First, approach them in a gentle, non-confrontational manner. Ask if it’s a good time to have a chat. Next, start by ensuring the conversation takes place somewhere private. Comfortable seating, drinks, and tissues are helpful, too. Then, turn all phones to silent and put them away. Minimizing distractions is key.

Ask what the other person wants to talk about. Let them guide the conversation. You’re there to listen.

Holding Space

Now that you’ve connected with someone who needs to talk, it’s time to provide a safe place. GS Therapy Center offers some helpful insight on how best to do this. Here are some of our favorite practices:

Listen to understand, not to respond. To actively listen, focus only on what the other person says. Then repeat back to them what you have taken from their words. This ensures understanding, the foundation of a safe space.

Stay focused. You’re there to listen without judgement and give the speaker a place to safely express themselves. You are not there to solve their problems. So, resist the urge to offer advice or share your experiences. This is not the time or place. Don’t check your phone or watch. Truly devote your time and attention to this person and their needs, remaining fully present
Believe. Your experiences limit your understanding. We don’t know what others are going through. Trust whatever someone chooses to share with you as their truth.
Accept. Accept their observations and emotions freely. Allow them to express whatever they need to.
Reassure. Offer to hold their hand or hug them, if appropriate. Don’t make empty promises. If you’re able to provide a safe space again in the future, tell them. Just knowing they have someone who believes them and accepts them can be a great comfort.
Reflect. Following the engagement, take time to reflect and decompress. Also realize that all experiences and reactions are different and all feelings are valid.

Keep Holding

Holding space for someone lets them feel heard, and feeling heard can contribute to emotional well-being. The DMC Clinic states that being heard is “directly connected to their self-esteem, self-worth, self-image and is therefore connected to the very core of who they are.”

Consequently, holding space for others benefits the workforce. As Forbes reported , “Highly engaged employees are three times more likely to say they feel heard at their workplace.”

Of course, it’s important to keep confidential everything shared with you during your interaction. If you offered to provide any further assistance, be sure to follow through. Commit to what you said, whether that means changing your behavior or seeking other solutions.

Above all, continue to treat the other party with respect and kindness. Your holding space for another person doesn’t end with the conversation. Keep your heart and mind open.

We can help you learn how to employ these strategies in the workplace. Schedule a consultation with us today.

Four Conditions Necessary for Dismantling Racism

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 23 May 2023 09:32:56 GMT

Four Conditions Necessary for Dismantling Racism

Imagine you’re at work and the company is giving each employee a freshly baked pie. Murmurs erupt throughout the office. Managers wheel around a cart loaded with pies from desk to desk. Employees gaze upon the golden brown, flaky, pastry crusts. The tempting aroma of spices blended with sweet, juicy apples fills the room.

Management starts passing out pies. At the first desk, they place a napkin before gently centering the full plate upon it. They provide cutlery before moving on to repeat the process again and again.

Finally, they reach your desk. But they do something different. They pull out a long, serrated knife and start cutting into the next pie. Then, after removing approximately a quarter of it, they drop the rest of the pie on your desk.

Your brow furrows in confusion as they move on. You glance at your colleagues’ desks and note that they have received full pies, with a napkin and cutlery. So, why did you only receive about three-quarters of a pie?

This simple analogy compares dessert to the realities of racism. PBS reports that in The National Urban League’s annual report on the State of Black America, 2022’s “Equality Index shows Black people still get only 73.9 percent of the American pie white people enjoy .”

This is unacceptable and must be rectified. But what can be done? Surely, we can eliminate racism if we work together. Let’s investigate the four conditions necessary for dismantling racism.

Four Conditions for Dismantling Racism

Machines can’t run without all the essential parts. And, according to Dr. Robert Livingston in his book, The Conversation , an anti-racist society needs the following basics to function:

Equal status. Slavery created a power imbalance between enslaved Black people and their white owners. The power dynamic created an unequal relationship pattern resulting in racial prejudice as the status quo today. We must challenge prejudices and create true equal status.
Friendship potential. Befriending people different from us will increase our understanding, which fosters respect and cooperation.
Institutional sanction. Formal and informal authorities must encourage intergroup interactions. Celebrating and learning from our differences will strengthen our bonds.
Common goals. Like sports teams, regardless of the differences of the participants, the end goal is the same. When society works together for the same goals, it increases its chances of success.

Now we’ll explore each of these four conditions necessary for dismantling racism.

Equal Status

As we now know, power dynamics create inequalities. Although slavery was abolished in the United States, its specter lingers.

Statues of historical figures who perpetrated the enslavement of Black people still stand worldwide. These monuments glorify men who sought to keep others enslaved. Men who sought to secede from the United States and who fought and died for this belief.

The Confederate flag became a symbol of both Southern pride and white Supremacy. “Today, the Confederate flag is regularly weaponized by neo-Nazis and far-right extremists as they seek to intimidate African Americans,” according to the Museum of Jewish Heritage — A Living Memorial to the Holocaust.

When Black people receive fewer rights and privileges, we are not equal. How can we be when Black citizens face Confederate flags and statues glorifying pro-slavery traitors?

These are just a few examples of the less aggressive forms of intimidation and oppression forced upon People of Historically Racially Marginalized Groups (PHRMG) every day in their homes, communities, and places of work.

You can do a few things to promote equal status in your workplace. First, identify any unconscious biases. An unconscious bias is when we make snap judgments based on our experiences thus far. We all have them. The key is to recognize and replace these biased thoughts.

Next, foster a culture of belonging at work. Enact a clear, strong, DEI policy and communicate it clearly to all colleagues. Then, insist all colleagues attend DEI training. We can help with these efforts. We provide consultations to assist in getting you on track. Our cooking shows are a fun and informative way to instill a more inclusive environment. Reading and sharing this blog can help spread the word!

Friendship Potential

Take stock of your friend group. Is everyone just like you? While having things in common with your friends is nice, diversity can challenge and enrich you.

People close to you inevitably talk about their lives. When you hear about injustices suffered by those you care for, you’re more inclined to take action.

You must connect with authenticity and an open mind to widen your friendship circle. Huff Post recommends you change where you usually hang out and be willing to make the first move. Connect with people of different races, ages, beliefs, abilities, and identities.

As friendships strengthen, bonds deepen. Then, you’ll all learn from each other and grow from shared knowledge and experiences.

Institutional Sanction

For all of our efforts to succeed, cooperation and endorsement by leaders are vital. For instance, managers at work must encourage intersectional teams and insist upon diverse hiring and promoting practices. Further, they should show themselves to be fully on board.

We’ve explored the connection between workplace DEI and success. Clearly, institutional endorsement sets the tone for the organization. So, embrace the change!

Furthermore, formal and informal community and government leaders also set the tone. Those who wish to preserve the status quo are usually those in positions of power who benefit from it. But ignorant, hateful rhetoric causes division and harm.

Sadly, institutional sanction is perhaps the most difficult condition to achieve.

Common Goals

In past blog posts, we’ve explored how alliances can disrupt racism. As in the case of sports teams, when we share a common goal we are more likely to look past any differences to achieve together.

We form bonds when we consciously align ourselves with others despite differences. Through these bonds, we recognize our shared similarities. And we empathize in ways we might not toward strangers.

So, diversify teams at work. Make sure all teams represent various races, cultures, and beliefs. Not only will employees learn acceptance, but you’ll also be promoting equality and intersectional conversations.

We can defeat racism together. Contact us for help getting started on these four conditions.

The Connection Between Workplace DEI and Success

Tue, 16 May 2023 09:01:05 GMT

The Connection Between Workplace DEI and Success

“Every time a business replaces a salaried employee, it costs 6 to 9 months' salary on average,” according to PeopleKeep.com . As such, focusing on employee satisfaction and retention should be high on the list of priorities for any business.

Further, a McKinsey report found that outperformance is more likely in environments of diversity. And companies with a higher percentage of ethnic and cultural diversity reported greater profitability.

So, what can you do today to foster workplace happiness and inspire increased performance? Let’s discuss the connection between workplace DEI and success.

Workplace DEI

As the above studies and many more have noted, employee satisfaction is key to employee retention. Happy people stay where they’re content. And one way you can ensure the happiness of your workforce is by implementing diversity, equity, and inclusion (DEI) practices.

A 2021 study showed a strong link between job satisfaction and DEI values. In fact, 78% of participants said working for an organization that prioritizes diversity and inclusion is important.

Furthermore, Gartner reports that “...75% of organizations with frontline decision-making teams reflecting a diverse and inclusive culture will exceed their financial targets.” And Gartner says that when employees feel they belong, they are more engaged and inspired. So, they feel a stronger sense of investment in the mission, rather than seeing it as someone else’s.

However, while this practice is increasingly important to workers, C-level executives have been slow to catch on. Another study reveals that most workers believe DEI to be “an important factor in our company’s ability to drive success.” In contrast, only 48% of executives agreed. Actually, nearly half consider workplace DEI “a distraction from our company’s real work.”

But, whatever the company’s “real work”, workplace DEI should be part of the culture, not viewed as a nuisance or distraction. When management aligns with staff beliefs and desires, they foster a feeling of belonging and respect. Then, contentment is sure to follow.

Progress = Profits

As with any other topic, a disconnect between managers and workers can create friction. But while social progress is slow, workplace progress can stagnate when executives focus on profitability first. This prioritization happens by necessity: profits pay the bills.

But it’s important to recognize the correlation between employee happiness and performance because employee performance directly impacts a company’s profits.

So, how can you increase employee happiness? Check out the below strategies.

Diversify talent. Hiring practices should prioritize diversity and inclusion.
Foster fairness. Promoting People of Historically Racially Marginalized Groups (PHRMG) will allow workers from all cultures and communities to relate to others like themselves in upper management positions and strive for career growth.
Create a culture of belonging. Implement a zero-tolerance policy for discrimination or abuse in all forms. Provide regular training to all staff on how to behave respectfully and inclusively.
Promote openness. Show support for all employees’ cultures and identities publicly and privately. An open-door policy is critical.

When people are treated fairly and with respect, they are happier. Content workers are productive workers. In fact, Forbes reports that “happy employees are up to 20% more productive than unhappy employees.” Stock prices of Fortune’s “100 Best Companies to Work For" notably rose at a rate more than double those of companies not on the list.

Furthermore, McKinsey’s studies show that “the greater the representation, the higher the likelihood of outperformance.” Managing staff should take in the greater picture to inspire happiness and growth.

Go Woke or Go Broke

In conclusion, the connection between workplace DEI and success is undeniable. Implementing fair DEI processes can lead to increased employee satisfaction and performance. Staff retention cuts costs. Subsequently, profitability rises.

We offer consultations and training to help you create an inclusive culture. Our cooking show is a fun and informative way to learn more.

How Building a Coalition Can Disrupt Racism

Tue, 09 May 2023 14:10:22 GMT

Is Racism Inevitable?: Understanding Social Alliances

Can race be erased? A team at Center for Evolutionary Psychology, University of California, Santa Barbara read that humans automatically categorize others by race. So, in 2001, they experimented to discover if this was inevitable.

Robert Kurzban, John Tooby, and Leda Cosmides studied social categorization, the classification of people based on attributes. They found that evoking discriminatory behavior in people is incredibly easy to do. So, if that holds true, perhaps it can be undone.

How can we cut down long-held beliefs and behaviors to create an anti-racist community? The answers may lie in creating alliances not based on race. In fact, the experiments’ findings suggest that bonds created within coalitions override existing prejudices. So, we discuss the power of creating alliances in defeating racism.

Identifying Alliances

Picture this: your company is holding a paintball competition. First, staff members are randomly divided into two teams, yellow versus blue. Later, colleagues aim at each other and trash-talk in good-natured competition.

And, for two hours, they ignore old alliances in pursuit of victory. Consequently, new alliances form. Then, job title, salary, department, and even race, don’t matter.

The findings of Kurzban and colleagues suggest a connection. Racism has evolved from our ancestors’ instinct to detect alliances for survival.

The blue team benefits from spotting a yellow vest on the paintball field. Similarly, ancient hunter-gatherers’ awareness of shifting alliances could better prepare them for conflict.

But, this goes beyond skin color. According to Kurzban, et.al., “Any readily observable feature—however arbitrary—can acquire social significance and cognitive efficacy when it validly cues patterns of alliance. Ethnographically well-known examples include dress, dialect, manner, gait, family resemblance, and ethnic and coalitional badges.”

While skin color may be one of the “arbitrary” features recognized, it should be only one of many used to identify coalition. We may not be foraging for survival like our ancestors, but we still observe others for signs of a coalition.

Indeed, work colleagues, fellow fans of the same sports team, other parents of children the same age as yours, and even neighbors can be coalitions. You strive for the same goals and hold similar ideals. We actively choose to align ourselves with those in the same coalition. As such, when we can also actively choose to see each other as equal beings whose value is not based on race.

This choice might start within a coalition but should carry on to all aspects of life. But, the concept is not automatic. In recognizing our capacity to come together despite our differences, we must create and embrace coalitions.

Creating Coalitions

As Kurzban and his colleagues have reported, “Despite a lifetime's experience of race as a predictor of social alliance, less than 4 min of exposure to an alternate social world was enough to deflate the tendency to categorize by race.”

Forming alliances can help break down racist notions. But how can you form an alliance or coalition?

Own your privilege. Recognize the unearned advantages afforded to you based on your personal characteristics.
Educate yourself. Reading information like our blog is a great start.
Celebrate diversity. Respect other faiths and cultures, allowing a safe place for others to be themselves.
Stand up, speak up. Use your privilege to insist on equity and call out discrimination.
Step out of your comfort zone. Expose yourself to people of other races and cultures.

For example, take inventory of your social circle. Is everyone in your friend group from the same race? Widening your circle will allow you to learn from others with different experiences. Furthermore, repeated exposure and conditioning can change preconceived ideas.

Coalitions Crush Categorization

In conclusion, alliances containing varied races break down the tendency to categorize first and solely by race. Through education, exposure, and conditioning, we can build an anti-racist society.

Obviously, if you’re reading this, you’re off to a good start. We also offer fun, informative cooking shows for other ways to expand your understanding.

We can help you dismantle racism and build a coalition in the workplace. Contact us for more information!

Polite Versus Respectful

wandile@antiracisthotdog.com (Wandile Mthiyane) — Tue, 02 May 2023 08:27:59 GMT

Polite versus respectful: being part of the solution

Before we can solve racism, we must acknowledge its existence and understand its origins and complexity. Next, it’s important to believe that it's possible to end racism. But the essential steps might be the most difficult ones.

We’ve all been taught how to be polite. But tackling racism goes beyond practicing good manners. Respect is defined as “due regard for the feelings, wishes, or rights of others.” We discuss a deeper, more meaningful approach through having and showing respect.

It might be difficult at first. But the more you educate yourself and gain understanding, the easier respecting others who don’t look or act like you will become.

For example, consider deciding to eat Brussels sprouts. You may do so for the nutritional benefits but aren’t thrilled about the taste. The initial experience may be questionable, but through repeated exposure and reconditioning, you can grow to enjoy it.

Eating something healthy that you may not particularly crave can be tough at first. The same is true for developing new habits. But with time and practice, you develop a taste for good things. Similarly, interacting with people different from yourself can fundamentally change your negative perceptions over time. Healthier relationships and mindsets are guaranteed results.

Being Polite Versus Being Respectful

Harvard social psychologist and author, Dr. Robert Livingston, reported in his book, " The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations ", that white people often approach interracial interactions with the desire to be liked and viewed as moral by people of color. Meanwhile, Black and Hispanic people enter interracial interactions wanting to be respected and seen as competent by white people. This creates a power structure where white people dictate how those from minority cultures should behave. As a result, People of Historically Racially Marginalized Groups (PHRMG) are not afforded the luxury of authenticity in situations of interracial interactions. As a result, PHRMG often resort to code-switching to fit in with white societal norms.

Code-switching is when a member of an underrepresented group changes the way they speak, behave, or appear to match the dominant culture. This can be a conscious or subconscious effort.

Inclusivity reduces the need for anyone to resort to code-switching to belong. To create inclusivity, celebrate differences and insist others do so, too. If you’re in a privileged position, use it to help others by speaking out and demanding positive change.

To be part of the solution, avoid creating or allowing power dynamics to occur, regardless of others’ identities. Enquire about your company’s hiring practices and ask to take part. Scrutinize the personnel demographics and insist your company strives for equal representation. Encourage PHRMG colleagues by celebrating their successes and suggesting formal recognition from the company.

Foster a feeling of belonging by actively holding space for others. Let go of judgments or misconceptions and create a safe place for them to share their experiences and express their feelings.

Respect requires cultural awareness, knowledge, and intent. Make the act of respect part of your everyday life. Further, showing respect leads a positive example for others to follow. To start undoing power dynamics and the imbalances they create, show respect with the practices below.

Actively listen to others.
Maintain eye contact with whoever is speaking and do not interrupt .
If another participant interrupts someone, gently bring it back to the original speaker. For example, “I believe Pam was speaking.”
Think before you speak, taking a deep, calming breath if necessary.
Open your mind to learning and evolving.
Admit mistakes and apologize where appropriate.

So, don’t just be polite. Be respectful.

Creating Balance

Remember that interracial interactions are always characterized by a power imbalance, even when those interactions seem pleasant. PHRMG feel they must adjust their behaviors to fit white expectations. It’s up to you to foster an environment of balance through respect.

To delve deeper into polite versus respect and how you can be part of the solution, watch our cooking show video s. They’re fun, informative, and may even spice up your own recipes!

We can help you create balance in your workplace through concrete DEI approaches that reshape how we talk to one another about our different experiences. Contact us to learn more!

Ignoring the Rain Is Easy When You Walk Around Under an Umbrella

Wed, 26 Apr 2023 14:20:07 GMT

Ignoring the Rain Is Easy When You're Under an Umbrella

Picture this: you’re at work, hurrying to finish a vital project minutes before deadline. Then you hear the beginnings of chatter nearby. You try to ignore it, but it gets louder. It becomes evident that they’re talking about you.

There are some visitors to your office standing a couple of desks over. You can no longer tune them out. They’re shouting now. They don’t like your name, your skin color, and other things tied to your identity. Things you have no control over but are proud of nonetheless.

It stings, but it’s nothing new. You focus on the finishing touches of the project before you complete it. Success!

With a sigh of relief, you turn to the group and lift a finger to your lips in a silent gesture for quiet.

In an inexplicable turn of events, HR reprimands you with a written warning for your response to the abuse.

It sounds unbelievable, right?

But this is what happened to striker, Romelu Lukaku, on Tuesday, April 4, during a football match against Coppa Italia Juventus.

Lukaku, a Black Belgian playing for Inter Milan on loan from Chelsea FC, was the victim of racial abuse hurled at him by Juventus fans.

After scoring, he celebrated by placing his index finger before his lips.

For this, he received a second yellow card penalty. Lukaku was subsequently suspended from the Coppa Italia semi-final second leg. The federation upheld this decision.

Today, we discuss the event and the reaction from fans worldwide.

Status Quo

According to SkySports , “Racism has been a long-running problem in Italian football and authorities have been criticized for not taking strong enough action.”

"This beautiful game should be enjoyed by everyone," Lukaku wrote on Instagram . "I hope the league really take actions for real this time."

The action taken by Serie A included declaring Juventus' approximately 5000-seat South Stand would be closed for their next home game. However, an appeal by Juventus overturned the decision, allowing the stands to remain open to spectators. But, Lukaku's appeal was denied. His penalty stands.

A statement from Serie A read, “Clubs, as they have always done, will identify the guilty individuals and ban them from their respective facilities for life.”

It’s difficult to have faith in a more positive outcome when the problem persists. When the victim is the one penalized, racist spectators become emboldened.

Reactions

Now consider again our earlier example of harassment in an office environment. Imagine your colleagues ignored the abuse thrown at you, then denied its very existence. But when a coworker they like takes your side, then they show solidarity.

White people have enjoyed the luxury of ignorance for generations while PHRMG (People of Historically Racially Marginalized Groups) have suffered harassment, discrimination, and abuse.

It’s wrong to celebrate those of other communities only when they suitably entertain you. PHRMG should not have to earn the respect of white people.

When former player and current coach, Thierry Henry expressed his frustration at this situation, fans took notice.

As Henry, widely considered one of the best strikers of all time, said of the racist incident on CBS, “It is everywhere. It always has been and it looks like it always will be. I go back to common sense. With what the guy (Lukaku) has been hearing. He shushes the crowd and gets a yellow? Really? Have a bit of empathy.”

Fans flooded social media to voice their support, condemning the racist abuse and the league’s response.

Yet studies show that over half of white Americans think the country’s bigger problem is people seeing racial discrimination where it really doesn’t exist.

It is a privilege to only acknowledge a problem when it directly affects you or someone you care about. Cell phone videos have proven the existence of police brutality against Black Americans. Racist spectators proudly shout abuse in public and before international cameras.

Evidence of racism abounds and we close our eyes to the uncomfortable reality when we should stand up for what’s right.

Ignoring the rain is easy when you’re under an umbrella. It’s beyond time to look around with open eyes and do your part to create safe spaces where equality and respect reign.

Contact us for help opening your eyes and widening your perspective. Our cooking show is a fun way to learn more about other cultures and deepen your understanding.

Understanding and Overcoming Resistance to Diversity, Equity, and Inclusion in the Workplace

wandile@antiracisthotdog.com (Wandile Mthiyane) — Mon, 10 Apr 2023 16:54:08 GMT

Opposition to diversity, equity, and inclusion can impede the advancement of establishing a workplace that is fair and impartial. To encourage productive discussions regarding diversity and inclusion in the workplace, it's important to understand the obstacles and insights gleaned from Appalachian workers.

By now, we know that a diverse, equitable, and inclusive workplace is essential for promoting justice and fairness in our wider society. However, many individuals resist the idea of diversity and inclusion, particularly when it comes to confronting anti-Black racism. Why is this so, and how can we overcome resistance to diversity and inclusion in the workplace?

Wandile, an expert on diversity and inclusion, explains the issue as one of positive thinking gone awry. People's aspiration to view themselves in a positive light can result in resistance to admitting and recognizing their own prejudices.They would rather hold onto an imagined image of a just world, rather than accept the reality of an unfair world and their potential contribution to that unfairness. This defensiveness can make it difficult to engage in productive discussions about diversity and equity in the workplace, which is a significant space of discrimination and other unfair practices. The American Bureau of Labor Statistics recently conducted a survey in which it found that the average American spends 7 hours working each day. Many people, however, can work shifts of up to 10 hours in a day. That means we spend the bulk of our weeks in offices, shops, and other workspaces. Whether we know it or not, what happens in our workplaces affects how we interact with others in society. As a result, failing to address personal biases in the workplace can ultimately hinder progress towards creating a more just and inclusive environment for everyone.

One lesson we can learn from this is that there are inherent flaws in how we process information. As we mentioned in a previous post, Dr. Robert Livingstone (Harvard University) has explored the struggles faced by people of colour in America as they appeared to a group of white Appalachian workers. Many of these workers had difficulty accepting the facts presented to them because they could not see past their own experiences and what the media had broadcasted to them about non-white populations. This does not mean that there was anything inherently wrong with these individuals. Instead, it underscores the importance of creating safe and open spaces for people to confront their biases and engage in productive discussions about diversity and inclusion in the workplace and beyond.

Additionally, it is often easier to lie to ourselves than to confront uncomfortable truths. In the case of the white Appalachian workers, they used rich Black individuals as a scapegoat to explain their poor economic situations. By blaming Black people, they could avoid confronting the reality that they were not doing as well as they thought they should be. This underscores the importance of being willing to confront uncomfortable truths and engage in productive conversations about diversity and inclusion, even when doing so can be challenging.

To overcome resistance to diversity and inclusion in the workplace, it is crucial to create safe and open spaces for individuals to engage in productive discussions. This can include providing training and education on diversity and inclusion, creating employee resource groups, and ensuring that diverse perspectives are represented in decision-making processes. Leaders in the workplace can also model inclusive behaviours and language, and hold themselves and others accountable for promoting diversity and inclusion.

In conclusion, creating a more diverse, equitable, and inclusive workplace is critical for promoting justice and fairness in society. Overcoming resistance to diversity and inclusion can be challenging, but by creating safe and open spaces for individuals to engage in productive discussions, we can work towards a more just and equitable world. Let's commit to this important work and build a more inclusive workplace for everyone!

How Mental Shortcuts Affect Our View on Race

wandile@antiracisthotdog.com (Wandile Mthiyane) — Thu, 06 Apr 2023 15:15:22 GMT

Unpacking the Impact of Mental Shortcuts on Our Perception of Race

As humans, we often rely on mental shortcuts or heuristics to simplify decision-making and problem-solving. While these shortcuts can sometimes be helpful, they can also lead to biases that distort our perceptions of reality. In the context of race, these biases can have harmful effects on our understanding of racial inequality and our ability to address it. We’ve spotted three common analytics that affect our perception of race: the availability heuristic, anchoring bias, and motivated reasoning.

First, the availability heuristic is the tendency to judge the frequency or probability of an event based on how easily examples come to mind. For example, if we see a lot of news coverage of Black people committing crimes, we might assume that Black people are more prone to criminal behavior than other racial groups. Similarly, if we see successful Black celebrities like Obama, Jay Z, and Oprah, we might assume that all Black people are doing well economically and socially.

However, this perception is often skewed by the media's selective coverage of events. In reality, as we’ve mentioned in previous posts, Black people face many barriers to economic and social mobility, including discrimination in hiring, housing, and education. By relying on the availability heuristic, we may overlook these systemic inequalities and blame Black people for their own lack of success.

Second, anchoring bias is the tendency to rely too heavily on the first piece of information we receive when making judgments. If we hear that conditions for Black people have improved since the Civil Rights era, we might assume that they are doing much better than they actually are. As a result, this perception ignores the fact that Black people still face many barriers to equality and are disproportionately affected by such issues as poverty, unemployment, and health disparities.

Finally, motivated reasoning is the tendency to selectively interpret information in a way that supports our pre-existing beliefs and values. For instance, if we believe that Black people are inherently less intelligent or hardworking than other racial groups, we might ignore evidence to the contrary and only seek out information that confirms our biases. This can lead to a self-reinforcing cycle of racist beliefs and attitudes.

To overcome our personal biases, we need to be aware of the heuristics that affect our perception of race and actively look for objective information that challenges our assumptions. We also need to be open to feedback and be willing to acknowledge and correct our biases when they are pointed out to us. By travelling this road together, we can create a more equitable and just society for all.

Understanding the Complexities of Racism: Why Diversity, Equity, and Inclusion Services are Necessary

wandile@antiracisthotdog.com (Wandile Mthiyane) — Wed, 22 Mar 2023 17:59:46 GMT

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We are all products of a society that has deeply ingrained biases and prejudices. Racism, homophobia, sexism, and other forms of discrimination have been prevalent throughout history, and we continue to grapple with their impacts today. While it may be difficult to confront these issues, it's necessary to do so to create a better future for all.

One of the biggest challenges we face is navigating an inherently-polarizing world. From a young age, we are exposed to biases and prejudices that shape our worldview. Yet when we enter college or the workforce, we are expected to work alongside people from diverse backgrounds and cultures, a situation that we may not have encountered previously. This transition can be tough, because it forces us to confront our own biases and work to overcome them.

Diversity, equity, and inclusion (DEI) services are designed to help individuals and organizations navigate these complex issues. While not a perfect mechanism, DEI services focus on creating a more inclusive environment where everyone feels valued and respected. By learning from our differences, we can work together to achieve common goals and overcome the challenges we face.

One topic that often arises in DEI discussions returns to a core question: does racism still exist? This is a controversial and divisive issue, with many people holding strong opinions on both sides. A 2011 study by Michael Norton of Harvard Business School and Samuel Sommers of Tufts University found that in the United States , white people believe they suffer more discrimination than Black people. This is a surprising finding, as it contradicts the experiences of many Black Americans.

The study also found that white people see racism as a zero-sum game. They believe that a decrease in the perception of discrimination against Black people means an increase in discrimination against whites. This mentality perpetuates a cycle of division and polarization, making it difficult to create a more inclusive society.

Despite the perception of some white people, there is ample evidence that racism is still a significant problem in the United States. Black Americans continue to experience discrimination in many areas of life, including education, employment , and healthcare. Maternal death rates remain higher for Black women than for white women in many states, largely because of unequal access to insurance and because medical professionals are still taught that Black people have a higher pain threshold. The U.S. court system is currently attacking affirmative action initiatives at American universities, policies which they claim discriminate against white people. Systemic racism is deeply ingrained in our society, and it will take a concerted effort to overcome it.

Diversity, equity, and inclusion services are an essential tool for addressing these issues. By promoting a culture of inclusion and understanding, we can work together to create a better future for all. If you're looking for anti-racism, diversity, equity, and inclusion services, there are many options available. These services can help you navigate the complexities of our society and create a more inclusive and equitable future for everyone.

Breaking Bias: A Story of Relationship Building and Racism in the Workplace

wandile@antiracisthotdog.com (Wandile Mthiyane) — Wed, 15 Mar 2023 17:31:32 GMT

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Welcome to our blog, where we discuss antiracism, diversity, equity, and inclusion. Racism is still a significant issue in our society that affects everyone in different ways. In this episode, Dr. Robert Livingstone, a Black man and an experienced anti-bias workshop consultant, shares his experience conducting a workshop for a large corporation located in Appalachia. The employees were roughly 98% male, 99% white, and 100% rural, and Dr. Livingstone knew they had a history of resisting diversity, equity, and inclusion training.

Instead of presenting facts and figures, Dr. Livingstone opted for relationship building to connect with the workers. He discussed everyday topics such as chili, sports teams, snowfall, and the company's retirement plan. Towards the end of the day, he brought up a conversation about Fortune 500 companies and asked the attendees how many of these CEOs were Black. This conversation highlighted the need to understand where biased beliefs come from and why they need to change.

As antiracism, diversity, equity, and inclusion consultants, we believe that acknowledging the existence of racism is the first step in addressing this issue. It's time to have honest conversations about it and work towards creating a society where everyone is treated with dignity and respect, regardless of their race or ethnicity.

Join us on our blog to learn more about antiracism, diversity, equity, and inclusion, and how we can work towards creating a more inclusive society. Stay tuned for our next segment where we'll be introducing you to our favorite chef, Chef Pali Pali from Parsley on Thyme.