I am! Let’s talk about it! 1. I’ll never read White Fragility 2. BIPOC folks are the only people note getting paid about THEIR lived experience 3. As a BIPIC DEI Professional that has been in very white spaces I’ve had way too many experiences where the voices of white people speaking about the woes of BIPOC have been amplified over the actual people being oppressed
“Diversity” has become code, it seems, which allows white people (like me) to avoid talking about (and taking action to counteract) the uncomfortable truth at the core of the matter: white supremacy is embedded in all of our systems. By systems, I mean processes, habits, beliefs, and way of working - in general. It’s not necessarily anything that any one person does (although it very often is), it’s just the way things are.
We have the tools to run audits and get to the center of the problem if we wish to do so in our workplaces. The investigative question to explore is: Why don’t we use them?
To me it’s the same thing. I recently went to play golf for the first time in my life, I was the only woman in the group, and I could see how people were building relationship leading to multimillion deals right there. It’s all about inner circles and old money...
Of course not, she is igniting people with a tolerable amount of guilt, give them verdict “You have white fragility” and a sentence “Live with it”. Which effectively a) does nothing to improve the actual situation with racism b) make white people even more defensive and alienated cause that is what guilt does, instead of making them constructive
White privilege on display yet again. Black professionals talk about white behavior - they're called radical and angry, categorized as "not a good culture fit", and dismissed as "playing the race card". A white woman talks about and critiques white behavior and she becomes a millionaire.
As a DEI professional I feel like there should be systems that are put in place to disrupt what was never intended to be inclusive. i.e. managers being required to assess their function/process and consult with a DEI professional to determine whether or not it’s inclusive, how it’s missing the mark, and a clear multiphase plan to start infusing inclusive practices and policies into what they’re already doing. There needs to be accountability at ALL levels.
As a black woman, I think disrupting everything that gives rise to the continuation of racism needs to start in schools with cultural literacy training. We need to move away from the idea that people can opt out of thinking about race and that it’s ok or a “difference of opinion” to not believe that bias fueled antagonism of black people and other people of color is a thing. Seeing how parents reacted when Nickelodeon did that commercial break of silence to demonstrate how long George Floyd’s airways had been obstructed really made it crystal clear to me that some people feel like they should not have to think about these things and their children shouldn’t have to think about them either. How will things change if this is the case?
Was gifted White Fragility and promptly donated it to my building library. I’m Black- I don’t need to read about that. My lived experiences are enough.
Has anyone here worked for Mercer in a non-consultant/client-facing role, specifically in the Chicago office, and can share their experience (Did you like it? How was the work environment, etc)?
I am! Let’s talk about it! 1. I’ll never read White Fragility 2. BIPOC folks are the only people note getting paid about THEIR lived experience 3. As a BIPIC DEI Professional that has been in very white spaces I’ve had way too many experiences where the voices of white people speaking about the woes of BIPOC have been amplified over the actual people being oppressed
Do you have any suggested reading for white allies you could share?
“Diversity” has become code, it seems, which allows white people (like me) to avoid talking about (and taking action to counteract) the uncomfortable truth at the core of the matter: white supremacy is embedded in all of our systems. By systems, I mean processes, habits, beliefs, and way of working - in general. It’s not necessarily anything that any one person does (although it very often is), it’s just the way things are.
We have the tools to run audits and get to the center of the problem if we wish to do so in our workplaces. The investigative question to explore is: Why don’t we use them?
Chief
To me it’s the same thing. I recently went to play golf for the first time in my life, I was the only woman in the group, and I could see how people were building relationship leading to multimillion deals right there. It’s all about inner circles and old money...
Chief
I’m absolutely floored how white people make money on racism issue, as if we didn’t make enough through the past 500 years
Chief
Of course not, she is igniting people with a tolerable amount of guilt, give them verdict “You have white fragility” and a sentence “Live with it”. Which effectively a) does nothing to improve the actual situation with racism b) make white people even more defensive and alienated cause that is what guilt does, instead of making them constructive
White privilege on display yet again. Black professionals talk about white behavior - they're called radical and angry, categorized as "not a good culture fit", and dismissed as "playing the race card". A white woman talks about and critiques white behavior and she becomes a millionaire.
Can we also talk about this? https://www.wsj.com/articles/demand-for-chief-diversity-officers-is-high-so-is-turnover-11594638000?
As a DEI professional I feel like there should be systems that are put in place to disrupt what was never intended to be inclusive. i.e. managers being required to assess their function/process and consult with a DEI professional to determine whether or not it’s inclusive, how it’s missing the mark, and a clear multiphase plan to start infusing inclusive practices and policies into what they’re already doing. There needs to be accountability at ALL levels.
As a black woman, I think disrupting everything that gives rise to the continuation of racism needs to start in schools with cultural literacy training. We need to move away from the idea that people can opt out of thinking about race and that it’s ok or a “difference of opinion” to not believe that bias fueled antagonism of black people and other people of color is a thing. Seeing how parents reacted when Nickelodeon did that commercial break of silence to demonstrate how long George Floyd’s airways had been obstructed really made it crystal clear to me that some people feel like they should not have to think about these things and their children shouldn’t have to think about them either. How will things change if this is the case?
Thanks for sharing this 🤦🏽♀️
Was gifted White Fragility and promptly donated it to my building library. I’m Black- I don’t need to read about that. My lived experiences are enough.