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Educate people about White privilege

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Yesterday I was tagged in a post by an old high school friend asking me and a few others a very public, direct question about white privilege and racism. I feel compelled not only to publish his query, but also my response to it, as it may be a helpful discourse for more than just a few folks on Facebook.

Here's his post:

To all of my Black or mixed race FB friends, I must profess a blissful ignorance of this "White Privilege" of which I'm apparently guilty of possessing. By not being able to fully put myself in the shoes of someone from a background/race/religion/gender/nationality/body type that differs from my own makes me part of the problem, according to what I'm now hearing. Despite my treating everyone with respect and humor my entire life (as far as I know), I'm somehow complicit in the misfortune of others. I'm not saying I'm colorblind, but whatever racism/sexism/other -ism my life experience has instilled in me stays within me, and is not manifested in the way I treat others (which is not the case with far too many, I know).

So that I may be enlightened, can you please share with me some examples of institutional racism that have made an indelible mark upon you? If I am to understand this, I need people I know personally to show me how I'm missing what's going on. Personal examples only. I'm not trying to be insensitive, I only want to understand (but not from the media). I apologize if this comes off as crass or offends anyone.

Here's my response:

Hi, Jason. First off, I hope you don't mind that I've quoted your post and made it part of mine. I think the heart of what you've asked of your friends of color is extremely important and I think my response needs much more space than as a reply on your feed. I truly thank you for wanting to understand what you are having a hard time understanding. Coincidentally, over the last few days I have been thinking about sharing some of the incidents of prejudice/racism I've experienced in my lifetime-in fact I just spoke with my sister Lesa about how to best do this yesterday-because I realized many of my friends-especially the white ones-have no idea what I've experienced/dealt with unless they were present (and aware) when it happened. There are two reasons for this: 1) because not only as a human being do I suppress the painful and uncomfortable in an effort to make it go away, I was also taught within my community (I was raised in the '70s and '80s-it's shifted somewhat now) and by society at large NOT to make a fuss, speak out, or rock the boat. To just "deal with it," lest more trouble follow (which, sadly, it often does); 2) fear of being questioned or dismissed with "Are you sure that's what you heard?" or "Are you sure that's what they meant?" and being angered and upset all over again by well-meaning-but-hurtful and essentially unsupportive responses.

White privilege in this situation is being able to move into a "nice" neighborhood and be accepted not harassed.

So, again, I'm glad you asked, because I really want to answer. But as I do, please know a few things first: 1) This is not even close to the whole list. I'm cherry-picking because none of us have all day; 2) I've been really lucky. Most of what I share below is mild compared to what others in my family and community have endured; 3) I'm going to go in chronological order so you might begin to glimpse the tonnage and why what many white folks might feel is a "where did all of this come from?" moment in society has been festering individually and collectively for the LIFETIME of pretty much every black or brown person living in America today, regardless of wealth or opportunity; 4) Some of what I share covers sexism, too-intersectionality is another term I'm sure you've heard and want to put quotes around, but it's a real thing too, just like white privilege. But you've requested a focus on personal experiences with racism, so here it goes:

1. When I was 3, my family moved into an upper-middle-class, all-white neighborhood. We had a big backyard, so my parents built a pool. Not the only pool on the block, but the only one neighborhood boys started throwing rocks into. White boys. One day my mom ID'd one as the boy from across the street, went to his house, told his mother, and, fortunately, his mother believed mine. My mom not only got an apology, but also had that boy jump in our pool and retrieve every single rock. No more rocks after that. Then mom even invited him to come over to swim sometime if he asked permission. Everyone became friends. This one has a happy ending because my mom was and is badass about matters like these, but I hope you can see that the white privilege in this situation is being able to move into a "nice" neighborhood and be accepted not harassed, made to feel unwelcome, or prone to acts of vandalism and hostility.

2. When my older sister was 5, a white boy named Mark called her a "nigger" after she beat him in a race at school. She didn't know what it meant, but in her gut she knew it was bad. This was the first time I'd seen my father the kind of angry that has nowhere to go. I somehow understood it was because not only had some boy verbally assaulted his daughter and had gotten away with it, it had way too early introduced her (and me) to that term and the reality of what it meant-that some white people would be cruel and careless with black people's feelings just because of our skin color. Or our achievement. If it's unclear in any way, the point here is if you've never had a defining moment in your childhood or your life where you realize your skin color alone makes other people hate you, you have white privilege.

I remember some white male classmates were pissed that a black classmate had gotten into UCLA while they didn't.

3. Sophomore year of high school. I had Mr. Melrose for Algebra 2. Some time within the first few weeks of class, he points out that I'm "the only spook" in the class. This was meant to be funny. It wasn't. So, I doubt it will surprise you I was relieved when he took medical leave after suffering a heart attack and was replaced by a sub for the rest of the semester. The point here is, if you've never been 'the only one' of your race in a class, at a party, on a job, etc. and/or it's been pointed out in a "playful" fashion by the authority figure in said situation, you have white privilege.

4. When we started getting our college acceptances senior year, I remember some white male classmates were pissed that a black classmate had gotten into UCLA while they didn't. They said that affirmative action had given him "their spot" and it wasn't fair. An actual friend of theirs. Who'd worked his ass off. The point here is, if you've never been on the receiving end of the assumption that when you've achieved something it's only because it was taken away from a white person who "deserved it," you have white privilege.

5. When I got accepted to Harvard (as a fellow AP student, you were witness to what an academic beast I was in high school, yes?), three separate times I encountered white strangers as I prepped for my maiden trip to Cambridge that rankle to this day. The first was the white doctor giving me a physical at Kaiser:

Me: "I need to send an immunization report to my college so I can matriculate."

Doctor: "Where are you going?"

Me: "Harvard."

Doctor: "You mean the one in Massachusetts?"

The second was in a store, looking for supplies I needed from Harvard's suggested "what to bring with you" list.

Store employee: "Where are you going?"

Me: "Harvard."

Store employee: "You mean the one in Massachusetts?"

The third was at UPS, shipping off boxes of said "what to bring" to Harvard. I was in line behind a white boy mailing boxes to Princeton and in front of a white woman sending her child's boxes to wherever.

Woman to the boy: "What college are you going to?" Boy: "Princeton."

Woman: "Congratulations!"

Woman to me: "Where are you sending your boxes?" Me: "Harvard."

Woman: "You mean the one in Massachusetts?"

I think: "No, bitch, the one downtown next to the liquor store." But I say, gesturing to my LABELED boxes: "Yes, the one in Massachusetts."

Then she says congratulations, but it's too fucking late. The point here is, if no one has ever questioned your intellectual capabilities or attendance at an elite institution based solely on your skin color, you have white privilege.

6. In my freshman college tutorial, our small group of 4-5 was assigned to read Thoreau, Emerson, Malcolm X, Joseph Conrad, Dreiser, etc. When it was the week to discuss The Autobiography of Malcolm X, one white boy boldly claimed he couldn't even get through it because he couldn't relate and didn't think he should be forced to read it. I don't remember the words I said, but I still remember the feeling-I think it's what doctors refer to as chandelier pain-as soon as a sensitive area on a patient is touched, they shoot through the roof-that's what I felt. I know I said something like my whole life I've had to read "things that don't have anything to do with me or that I relate to" but I find a way anyway because that's what learning is about-trying to understand other people's perspectives. The point here is-the canon of literature studied in the United States, as well as the majority of television and movies, have focused primarily on the works or achievements of white men. So, if you have never experienced or considered how damaging it is/was/could be to grow up without myriad role models and images in school that reflect you in your required reading material or in the mainstream media, you have white privilege.

7. All seniors at Harvard are invited to a fancy, seated group lunch with our respective dorm masters. (Yes, they were called "masters" up until this February, when they changed it to "faculty deans," but that's just a tasty little side dish to the main course of this remembrance). While we were being served by the Dunster House cafeteria staff-the black ladies from Haiti and Boston who ran the line daily (I still remember Jackie's kindness and warmth to this day)-Master Sally mused out loud how proud they must be to be serving the nation's best and brightest. I don't know if they heard her, but I did, and it made me uncomfortable and sick. The point here is, if you've never been blindsided when you are just trying to enjoy a meal by a well-paid faculty member's patronizing and racist assumptions about how grateful black people must feel to be in their presence, you have white privilege.

He was getting stopped by cops constantly because he was a black man in a luxury car.

8. While I was writing on a television show in my 30s, my new white male boss-who had only known me for a few days-had unbeknownst to me told another writer on staff he thought I was conceited, didn't know as much I thought I did, and didn't have the talent I thought I had. And what exactly had happened in those few days? I disagreed with a pitch where he suggested our lead female character carelessly leave a potholder on the stove, burning down her apartment. This character being a professional caterer. When what he said about me was revealed months later (by then he'd come to respect and rely on me), he apologized for prejudging me because I was a black woman. I told him he was ignorant and clearly had a lot to learn. It was a good talk because he was remorseful and open. But the point here is, if you've never been on the receiving end of a boss's prejudiced, uninformed "how dare she question my ideas" badmouthing based on solely on his ego and your race, you have white privilege.

9. On my very first date with my now husband, I climbed into his car and saw baby wipes on the passenger-side floor. He said he didn't have kids, they were just there to clean up messes in the car. I twisted to secure my seatbelt and saw a stuffed animal in the rear window. I gave him a look. He said, "I promise, I don't have kids. That's only there so I don't get stopped by the police." He then told me that when he drove home from work late at night, he was getting stopped by cops constantly because he was a black man in a luxury car and they assumed that either it was stolen or he was a drug dealer. When he told a cop friend about this, Warren was told to put a stuffed animal in the rear window because it would change "his profile" to that of a family man and he was much less likely to be stopped. The point here is, if you've never had to mask the fruits of your success with a floppy-eared, stuffed bunny rabbit so you won't get harassed by the cops on the way home from your gainful employment (or never had a first date start this way), you have white privilege.

10. Six years ago, I started a Facebook page that has grown into a website called Good Black News because I was shocked to find there were no sites dedicated solely to publishing the positive things black people do. (And let me explain here how biased the coverage of mainstream media is in case you don't already have a clue-as I curate, I can't tell you how often I have to swap out a story's photo to make it as positive as the content. Photos published of black folks in mainstream media are very often sullen- or angry-looking. Even when it's a positive story! I also have to alter headlines constantly to 1) include a person's name and not have it just be "Black Man Wins Settlement" or "Carnegie Hall Gets 1st Black Board Member," or 2) rephrase it from a subtle subjugator like "ABC taps Viola Davis as Series Lead" to "Viola Davis Lands Lead on ABC Show" as is done for, say, Jennifer Aniston or Steven Spielberg. I also receive a fair amount of highly offensive racist trolling. I don't even respond. I block and delete ASAP. The point here is, if you've never had to rewrite stories and headlines or swap photos while being trolled by racists when all you're trying to do on a daily basis is promote positivity and share stories of hope and achievement and justice, you have white privilege.

Trust me, nobody is mad at you for being white. Nobody.

OK, Jason, there's more, but I'm exhausted. And my kids need dinner. Remembering and reliving many of these moments has been a strain and a drain (and, again, this ain't even the half or the worst of it). But I hope my experiences shed some light for you on how institutional and personal racism have affected the entire life of a friend of yours to whom you've only been respectful and kind. I hope what I've shared makes you realize it's not just strangers, but people you know and care for who have suffered and are suffering because we are excluded from the privilege you have not to be judged, questioned, or assaulted in any way because of your race.

As to you "being part of the problem," trust me, nobody is mad at you for being white. Nobody. Just like nobody should be mad at me for being black. Or female. Or whatever. But what IS being asked of you is to acknowledge that white privilege DOES exist and not only to treat people of races that differ from yours "with respect and humor," but also to stand up for fair treatment and justice, not to let "jokes" or "off-color" comments by friends, co-workers, or family slide by without challenge, and to continually make an effort to put yourself in someone else's shoes, so we may all cherish and respect our unique and special contributions to society as much as we do our common ground.

With much love and respect,

Lori

This article was originally published by Good Black News. It has been edited for YES! Magazine.

Read more of on White privilege and racial justice:
10 Examples That Prove White Privilege Exists in Every Aspect Imaginable The Language of Antiracism Leveraging White Privilege for Racial Justice
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My White Friend Asked Me on Facebook to Explain White Privilege. I Decided to Be Honest - YES! Magazine

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Yesterday I was tagged in a post by an old high school friend asking me and a few others a very public, direct question about white privilege and racism. I feel compelled not only to publish his query, but also my response to it, as it may be a helpful discourse for more than just a few folks on Facebook.

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It is necessary to stop racism as it impacts on the individual as well as the broader society.

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Racist Jokes are Still Racist | Jacob Jarrett | TEDxYouth@HoggardHS

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"Becoming an anti-racist organization is not a static achievement; it is lifelong work that you and your colleagues must commit to each and every day." (TimesUp Foundation)

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        Time to transform ABC Learning Ecosystem

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        Time to transform ABC Learning Ecosystem

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WHEN? WHY? BY WHOM? HOW?

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It is important to educate people about racism and why change is important.

https://theconversation.com/9-tips-teachers-can-use-when-talking-about-racism-140837

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As Black Lives Matter protests rage across the world, many of us are motivated to learn more about racism, and talk to our students and children in ways that can facilitate change.

Education is a powerful tool for creating change. So, it's important teachers don't shy away from difficult conversations in the classroom, even if they may feel daunting.

Here are some things teachers can consider to help them discuss racism with their students.

1. Provide accurate, historical context

Understanding and coming to terms with past racist practices is essential to an anti-racist education.

When historical oppression is denied, omitted or whitewashed - as when Prime Minister Scott Morrison incorrectly claimed Australia didn't have a history of slavery - it is difficult to explain how racism still affects black, Indigenous and people of colour today.

Read more: Was there slavery in Australia? Yes. It shouldn't even be up for debate

A teacher can take students to visit memorials and museums, or ask them to research place names. Do names in your local community, for example, hark back to racist practices? In some towns, " Boundary Road " recalls a line Indigenous Australians could not cross after curfew.

Teachers can encourage students to critically reflect on whose stories are celebrated in public memory, and brainstorm what would better represent the contributions and experiences of all members of the community.

2. Explain racism is not just done by 'bad people'

Racism should be taught as a system of racial hierarchy that is sustained consciously and unconsciously by the idea that one group of people is superior. Because of this presumed superiority the ideas, books, voices and expertise of one group are seen as the "norm".

Read more: Bias starts early - most books in childcare centres have white, middle-class heroes

Racial discrimination today is often referred to as " soft" or " new" racism, often expressed through covert microagressions.

Categorising racism as something only "bad" people do means the "good" ones are denied the opportunity to examine how their everyday thoughts and actions may be sustaining society's racial hierarchy structure.

The below video of the blue-eyed/brown-eyed experiment (in which kids are told brown-eyed people are superior to blue-eyed people and vice versa), is a good way to show students how unconscious behaviours emerge and how quickly prejudice can form.

3. Show the impacts of unintended harm

People commonly assume their good intentions bear more weight than their unintended consequences. Just because someone did not intend to be racist, does not lessen the impact on the person experiencing it. You can use metaphors to illustrate this.

For example, if you accidentally pour hot coffee on someone, the natural response is not to say "why are you upset when it wasn't my intention to pour a hot drink on you?".

The more appropriate response is to acknowledge your mistake, apologise to the other person and move more carefully in future.

The insidiousness of "new" racism is that people who do not consider themselves racist might actually be perpetuating racism without being aware of it.

4. Encourage students to be brave in calling out racist behaviour

Being silent after observing racist behaviour is being complicit in racism. Teachers need to practise giving constructive feedback on racist speech and behaviour, and support students in being resilient about taking on board anti-racist feedback.

Read more: Explainer: what is casual racism?

Actively anti-racist teachers are quicker to notice and respond to racial micro-aggressions when they occur in the classroom, such as teaching students not to use racial nicknames or stereotypes.

5. Explain there are hierarchies within racism

Experiences of racism are magnified when different forms of discrimination combine to create a more intensified exclusionary experience for people, based on intersections between their multiple marginalised identities.

Experiences of racism for young black men, for example, may vary a lot from the experiences for young black women. Explain to students it is possible to experience oppression in one identity category but be privileged in another.

6. Be aware of students' racial trauma

Teachers sometimes strive to teach about racism, without considering that it is the lived experience of some of their students.

Racialised trauma is passed across generations, and can include indirect and direct experiences of interpersonal and systemic racism.

We need to support people who have been traumatised by racism, not just challenge those who instigate it.

Teachers should also be sensitive about the way anti-racist teaching is delivered. If you are going to discuss sensitive topics, you can provide trigger warnings in advance to the class. This way students can prepare or raise concerns in advance.

Be aware of who is in your class and avoid using potentially re-traumatising images, examples or videos.

7. Model inclusive behaviour

Teachers should model anti-racist behaviour in their classroom. For example, they should not mock or say inappropriate things about other people's cultural and racial backgrounds. Teachers should encourage students to think of the various cultures as different and not superior to, or better than, others.

Read more: Growing Up African in Australia: racism, resilience and the right to belong

You can also model an understanding of relevant cultural protocols, including through Acknowledgements of Country, or avoiding the use of names and images of Indigenous people who have passed away.

8. Ensure diversity in the curriculum

A consequence of colonialism has been the centring of white experiences and knowledge, and erasure of other ways of knowing and being.

We can challenge the historic and continued silencing of alternative voices by integrating diverse voices into our curriculum.

As a teacher, you can select readings, videos, and other classroom resources that are informed by diverse knowledge and experiences.

You can use a racial Bechdel test to check the diversity of resources.

9. Focus on change, not blame or shame

Discomfort is often an essential part of any learning process, more so for sensitive topics. Anti-racist education should be compassionate and aim to move through discomfort to produce change, rather than instilling shame or blame.

Anti-racist and decolonial education is often just as much about unlearning, as it is about learning.

We may have to challenge ourselves to unlearn inaccurate history and stereotypes, question our own deeply ingrained thoughts and habits, and practise different ways of listening to, and working with, people from different backgrounds.

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9 tips teachers can use when talking about racism

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As Black Lives Matter protests rage across the world, many of us are motivated to learn more about racism, and talk to our students and children in ways that can facilitate change. Education is a powerful tool for creating change. So, it's important teachers don't shy away from difficult conversations in the classroom, even if they may feel daunting.

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· Facilitate understanding of the problems and opportunities and agreement on shared visions, solutions, and action plans, breaking things into manageable chunks.

· Acknowledge the trial-and-error nature of human problem solving and embrace that there is no one right way to address an issue.

· Demonstrate shared responsibility, transparency, mutuality, and reverence for human dignity.

· Ensure opportunities for learning and skill building as well as dialogue and decision-making.

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Ensure maximum appropriate involvement of stakeholders in decision-making, making sure that affected people and typically unheard voices are involved.

Trust the wisdom of the group and create opportunities to learn from outside the group.

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Whitt (2020) writing about transformative education says that for Dr Jamal Martin “education can be the key but that means that we have to decolonize minds and decolonize the education system from top to bottom.”

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Parker (2013) writes that, “the work of guiding people to see their role in upholding this system and catalyzing action often begins with the personal..."

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"seek win-win solutions and help people see how transforming racism is in everyone’s interest” Parker (2013)

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Walsh (2022) speaks about how Perspective Transformation increases “awareness of how existing systems and policies were designed to advantage White people while disadvantaging people of color can lead to shifts in mindset.” Perspective transformation is defined according to Mezirow (1978) as “involving a structural change in the way we see ourselves and our relationships. If the culture permits, we move toward perspectives which are more inclusive, discriminating and integrative of experience.”

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According to Parker (2013), “Dismantling institutional and structural racism requires that we change structures, policies and practices while also engaging the thinking, feelings and actions of the people who inhabit those structures.”

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Transformation within the organisation must begin with a top down approach.

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According to SHRM, (2020) "Creating a safe space for workers to have candid discussions starts at the top of the organization."

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Social justice and racial equality are more than just hot topics on social media. Employees are talking about these issues in the workplace, and employers can bolster their diversity, equity and inclusion efforts by providing a safe space for workers to have respectful and honest conversations.

The Society for Human Resource Management's (SHRM's) recent report, The Journey to Equity and Inclusion, found a need for more awareness in the workplace about racial inequality. Significantly, almost half of Black HR professionals (47 percent) said they do not feel safe voicing their opinions about racial justice issues in the workplace, while only a little more than one-quarter of white HR professionals (28 percent) say the same. Black and white workers generally agreed, however, that discussions about race can be uncomfortable.

"But by thoughtfully cultivating these discussions and implementing what is learned, HR and other business leaders can guide our workplaces into a new era of honesty, respect, understanding and inclusion," said SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, in the report's foreword.

Leading the Way

Creating a safe space for workers to have candid discussions starts at the top of the organization. Tyree Jones, an attorney with Reed Smith in Washington, D.C., said companies should establish a culture where leadership is held accountable to the commitment they made and the principles that they are instilling in employees.

"Senior leaders can no longer sit on the sidelines and ignore social justice issues in the workplace," said LaToi Mayo, an attorney with Littler in Lexington, Ky. Historically, certain topics, such as race, religion and politics, were deemed off limits in the workplace, she said, but conversations on these topics are now prevalent, particularly because of the widespread use of social media.

"The fact is that employees are engaging in these discussions, and what happens outside the workplace does impact morale," Mayo said.

Employers can help steer the conversation in a positive direction. Luther Wright, an attorney with Ogletree Deakins in Nashville, said employers can provide healthy opportunities for respectful workplace dialogue by hosting town halls, listening sessions and facilitated conversations. "Clearly articulate your company values and take stances and support causes that are consistent with your core values."

Developing Sound Policies

Employers will have an easier time responding to current events when they already have a standard communication policy. "Do your homework beforehand to make sure your policies are in place before you get hit with the next issue," Mayo said.

When developing communication policies and facilitating conversations about racial inequity, political activities and other sensitive topics, employers should be mindful of certain laws and regulations that protect employee speech both in and outside of the workplace.

[Need help with legal questions? Check out the new SHRM LegalNetwork.]

Although the First Amendment does not cover employees at private businesses, public employees have some free-speech protections at work. Still, private employers should consult state laws, which may provide protection for political expression and off-duty conduct. In California, for example, employees cannot be discriminated against based on their political affiliation or political activity.

As employees discuss social justice issues, they also have the right to discuss possible unlawful conduct in the workplace. Under various federal laws, employees may complain about harassment, discrimination, workplace safety violations and other issues. Under the National Labor Relations Act, private-sector employees in both union and nonunion settings have the right to discuss wages and working conditions.

"If an employee's political activity or speech has a nexus to the terms and conditions of their employment and does not create a hostile work environment based on a protected class, the activity or speech may be protected under federal law," Jones said.

However, employers can prohibit speech that is profane, defamatory or malicious against the company or its managers, he noted. Employers should ensure that disciplinary actions are consistent and applied objectively and uniformly to every employee.

Creating a Culture of Trust

SHRM's research found that employees' fear of saying the wrong thing often prevents them from having honest conversations about race relations, especially with people of other backgrounds.

So the organization must build a culture of trust among senior leaders, managers and employees. "A culture of trust must be institutionalized and operationalized through the policies and practices of the company," Jones said. "The company should establish a culture of feedback that is reliant on employee suggestions for continuous workplace improvement."

When creating opportunities for workers to discuss social justice issues, Wright suggested that employers take the following steps:

Make sure employees feel healthy and safe. This includes helping employees deal with the emotional impact of what's going on in the country, offering a robust employee assistance program and providing outlets to discuss emotional societal issues in a positive way.

Take time to review policies and practices and scrub them of any bias or disparate impact on people of color and other minorities or vulnerable populations.

Consider what the organization can do to support social justice initiatives in its industries and communities. Employers are members of the community and are impacted by unrest just like other community members.

Ensure all employees, especially supervisors, are well-trained on respect in the workplace; diversity, equity and inclusion; and in de-escalation techniques.

Mayo noted that affinity groups-which are formed around a shared interest or common goal-can share valuable information about engaging in safe dialogue and help establish a forum to talk about allyship and ways to tackle racial injustice in the workplace.

A true leader will tackle these issues head-on by demonstrating an active commitment to the core values of the company, Mayo said, and creating a diverse group to develop a social justice strategy to address key issues that are important to the organization.

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Creating a Safe Space at Work for Discussing Social Justice Topics

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Social justice and racial equality are more than just hot topics on social media. Employees are talking about these issues in the workplace, and employers can bolster their diversity, equity and inclusion efforts by providing a safe space for workers.

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In order to transform, the Learning Ecosystem must make the following changes.

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"...the fight to end systemic racism needs to be led from the top and be informed by your employees, especially women of color who have been historically and systematically marginalized."

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Own the fight to end systemic racism at work

As with all organizational imperatives, the fight to end systemic racism needs to be led from the top and be informed by your employees, especially women of color who have been historically and systematically marginalized. But as you undertake this work, recognize that the systemic racism we are now grappling with in our national dialogue is NOT new.

Racism has chipped away at Black lives every single day for generations, including those of your Black leaders, colleagues, and staff. Consider the wider context of this moment: the killing of Black people by state-sanctioned racialized violence is unfolding amid a pandemic that is disproportionately impacting Black and Latinx communities. This is all happening because of institutionalized racism and sexism, which governs how we care for people in this country. Now is the moment to reflect deeply, examine your own organization, and speak up and show up for your staff.

Do not be silent in this moment

This is a moment when leaders everywhere need to speak out. If you are unsure what to say, seek guidance from your Diversity, Equity and Inclusion Lead or outside advocacy groups in developing a message that is authentic to you and your organization.

Don't let fear of saying the wrong thing keep you silent. If you make a mistake, apologize quickly and reiterate your commitment to combatting racial and gender discrimination.

Know that silence can feel like violence for Black communities. Black people across the country are calling on all of us to acknowledge the harm felt by their communities. Saying nothing builds on those acts of violence.

Be humble about where you're starting from and commit to backing up public statements with action. If you have not done this already, now is the time to add anti-racism to your core values and operationalize those values by evaluating all of your policies and decision-making processes through an anti-racist lens.

Don't just signal support. Root out racism at your workplace.

Assess the demographic makeup of your entire staff, at all levels, and up and down the wage scale.

Establish clear goals tied to becoming an anti-racist workplace and attach owners and success metrics to them so that you can track your organization's journey over time.

Apply an intersectional analysis as you seek to understand and improve the experience of your Black staff. Recognize the overlapping and interdependent systems of discrimination some of them may face because of their race, gender, sexuality, gender identity, ability, and other critical forms of identity, and center their experiences in this work.

Investigate the effects of your external actions on Black people and people of color, particularly women. How do the products you produce or the policies you lobby for impact Black communities? What you can do through your business to support Black women? The work that your organization does externally is directly connected to your internal culture. It can either build credibility and trust or undermine your stated values.

Put resources towards efforts that actually enhance the lives of Black staff and Black communities. Invest in structural changes that will genuinely benefit communities of color. For example, you can commit to a strategic planning process that centers on anti-racism; hire facilitators that specialize in racial equity and racial healing; or design long-term programs to develop and retain your Black talent. Set significant resources aside for training that effectively teaches people of all races and genders how to combat racist behavior, including unconscious bias and microaggressions.

Hold conversations to bring awareness to racism at work and create genuinely safe spaces where people can share their experiences openly

Hold space for your Black employees to gather and respect their boundaries and wellbeing. This includes creating, funding, and prioritizing Black Employee Resource Groups (ERGs) and making time and space, either virtually or in real life, for ERGs to gather, support one another, and raise issues, such as toxic workplace culture, fears of retaliation, and other barriers that prevent clear pathways to career growth and promotions. And while this should be a safe space for your Black employees, communicate that there are channels - including anonymous ones - to address and correct issues raised by your Black ERG.

Lead with empathy. This is likely an exhausting and emotionally trying time for your Black staff. Ensure that they understand paid time off is an available option and that work can be reallocated in the interim. Respect the response you receive and make the offer again at a later time without an expiration date. This is not a time to add additional responsibilities or offload emotional labor onto your Black staff, particularly Black women who may be experiencing additional caregiving responsibilities at home. Encourage managers to ask their Black team members how they want to be supported and to honor whatever they may need, especially if you don't fully relate to their healing process.

Create opportunities for all staff to come together as a group. In addition to holding space for your Black staff to gather, bring your entire staff together to share what they are thinking and feeling, to answer questions or concerns, and to discuss how your organization should evolve to meet the essential demands of this moment. Recognize that every staff member is starting from a different place and that their proximity to and understanding of systemic racism will vary widely. Navigate these complexities by investing in experts and trained facilitators with cautiousness and understanding of these nuances - some of your staff are already consumed by racial injustices while others are only just coming to terms with it. Be prepared to meet each person where they are without tolerating sexist or racist views. Expect to manage and hold space for an array of emotions when you gather. Staff may be sad, angry, anxious, fearful, or a combination of all of these feelings.

Lead the way on anti-racist efforts while learning from your Black colleagues

Like other key priorities, anti-racism efforts should be led from the top, by the leadership team. It is incumbent to educate yourselves independently, as this is self-guided work that you must approach before leading your teams [See Demonstrating Your Leadership]. Be humble about what you don't know and reach out for advice from the experts. Do the work by studying how white supremacy, racial violence, and systemic racism have shaped, and continue to shape, American society. These issues are complex and pervasive. Consider how they shape your workplace and the lives of your employees.

Give voice to Black leadership, colleagues, or employees, but do not lean on them to address these issues; you must own this work. Involve Black staff in these efforts but don't expect them to do the work. Too often, Black staff and staff of color are called upon to help organizations navigate issues regarding race, only to end up shouldering burdens that are not theirs to carry. It is not right or fair to rely on your Black staff to tackle these issues; you must take the lead yourself.

If you're only asking for Black staff to weigh in on issues of race , that's an issue. Give Black staff the option to contribute to your anti-racism work from the expertise of their lived experience and cultural sensitivity, but do not make assumptions about their time, emotional capacity, or interest in contributing. Give them credit, ask for their input, and run decisions by them, but be careful not to tokenize your Black staff.

Encourage and empower everyone to speak out against racist workplace practices and adopt a zero tolerance policy for this behavior. Set up systems that enable and empower your employees to come forward if they confront racist, unsafe, or illegal practices at work. These should cover a range of behaviors, from the most egregious acts to microaggressions that deprive your staff of the dignity they deserve at work. All of your employees, particularly women of color, must feel comfortable shining a light on workplace practices that jeopardize their safety or undermine their dignity.

Make sure you have a whistleblower policy in place that promotes a culture of transparency and accountability and gives staff a concrete way to share their concerns. If you already have a whistleblower policy in place, review it and make sure it meets this moment. If not, work with your legal team to enact one that encourages your staff to unearth problems early and protects them from retaliation. Work with experts and facilitators to outline a clear process that facilitates learning, growth, and correction when incidents arise. Continue to check in with your staff about the processes that are created or revised. In a quickly evolving world, processes may need to be reevaluated or refreshed regularly.

Move into action swiftly to examine and dismantle racist and sexist practices embedded in all business functions

Evaluate the many ways racism shows up in the workplace and how racism harms staff and erodes company culture. A lack of diverse representation at your organization may indicate racism or sexism within your recruiting and hiring practices. And language used in performance evaluations may reveal internal biases that impact pay and promotions.

Remove racism from your recruiting, hiring, and talent management processes and increase Black representation across all levels and departments. If you have paused new hires or are moving more slowly to fill positions, take the time to look for and build a more diverse pool of candidates. And if you are in an industry that is growing and hiring, stay vigilant about protocols that promote the consideration of Black, indigenous, and people of color (BIPOC) and women, even when you need to staff up quickly. Below are some practical tips for diversifying your talent pool and advancing your Black staff:

Focus your talent pipeline: Recruit candidates from historically Black colleges and universities (HBCUs) and minority-serving institutions (MSIs). When recruiting at predominantly white institutions, seek out organizations that represent Black students and other students of color. Build relationships with networks that represent Black and POC emerging leaders. Work with your local high schools and community college systems.

Commit to diversity internship, fellowships and secondment programs and commit a percentage of your internship hires to BIPOC. Consider how to support HBCUs and MSIs outside of recruiting. This could include investing in scholarships or offering financial support to these institutions in other ways.

Overhaul your talent processes to remove racist practices. Conduct a thorough examination of your interview process, your performance management practices, your compensation structures, and your retention and promotion policies. How are these processes failing your Black staff? What additional mentorship and sponsorship can you offer your talent of color to ensure that they are supported at each stage of their career and have the opportunity to reach their fullest potential within your organization?

Examine your company policies related to dress code, including hairstyles and other matters related to appearance to ensure they are not barriers to BIPOC professional and socio-economic advancement. Know that perceptions about what is deemed appropriate are rooted in white supremacy. Learn about how respectability politics has impacted the Black community.

Position the fight to end systemic racism as an ongoing effort that you are committed to in the long run

Becoming an anti-racist organization is not a static achievement; it is life-long work that you and your colleagues must commit to each and every day. Make sure that the goals you set are understood, measurable, and embodied by everyone, and that every member of your team knows what role they play in achieving these goals. Remind everyone that you are building an essential muscle which will grow stronger with effort and time. There is no shortcut to this work; the only way forward is through.

As the author of So You Want to Talk About Race, Ijeoma Oluo, says, "You don't need to be free of racism to be an anti-racist. Anti-racism is the commitment to fight racism wherever you find it, including in yourself. And it's the only way forward."

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Building an Anti-Racist Workplace - TIME'S UP Foundation

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As with all organizational imperatives, the fight to end systemic racism needs to be led from the top and be informed by your employees, especially women of color who have been historically and systematically marginalized. But as you undertake this work, recognize that the systemic racism we are now grappling with in our national dialogue is NOT new.

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"What people around us say and do subconsciously influences the way we think."

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Is bigotry in our DNA, a remnant of our fear of "the other" way back when that was necessary? If so, why do some battle with their instincts while others embrace them? Peter, 71, Darlington

Humans are the most cooperative species on the planet - all part of a huge interconnected ecosystem. We have built vast cities, connected by a global nervous system of roads, shipping lanes and optical fibres. We have sent thousands of satellites spinning around the planet. Even seemingly simple objects like a graphite pencil are the work of thousands of hands from around the world, as the wonderful essay I-Pencil, quoted below, describes.
I, Pencil, simple though I appear to be, merit your wonder and awe ... if you can become aware of the miraculousness which I symbolise, you can help save the freedom mankind is so unhappily losing. I have a profound lesson to teach. And I can teach this lesson better than can an automobile or an airplane or a mechanical dishwasher because - well, because I am seemingly so simple. Simple? Yet, not a single person on the face of this Earth knows how to make me.
Yet we can also be surprisingly intolerant of each other. If we are completely honest, there is perhaps a little bit of xenophobia, racism, sexism and bigotry deep within all of us. Luckily, we can choose to control and suppress such tendencies for our own wellbeing and the good of society.
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Most human attitudes and behaviour have both a genetic and an environmental component. This is also true for our fear of others who are different to us - xenophobia - and intolerance of their viewpoints - bigotry. Hardwired into the brain's amygdala region is a fear reflex that is primed by encounters with the unfamiliar.

In premodern times, it made sense to be fearful of other groups. They might be violent, steal our resources, or introduce new diseases we are not adapted to. Conversely, it was beneficial to trust those who look similar to us - they were more likely to be related. And when we helped these kin, our own genes were more likely to be passed to future generations. What's more, if the other person reciprocated the good deed, we would benefit even more.

Beyond such genetic influences, our human culture strongly influences our attitudes and behaviour, modifying our human drives - either suppressing them or encouraging them further. Whether we tolerate and trust someone or fear and reject them depends a lot on this culture.

Modern civilisation in general encourages the extension of attitudes such as respect and tolerance beyond those who look similar to us, to those who we have no relation to. We reinforce and codify these values, teaching them to our children, while some religious and secular spiritual leaders promote them in their teachings. That's because they generally lead to a more harmonious, mutually beneficial society.

This is exactly what has made us such a cooperative species. But sometimes our cultures can be less progressive. What people around us say and do subconsciously influences the way we think. We soak up this cultural context like a sponge, and it subtly shapes our attitudes and behaviours. If we are surrounded by people that stigmatise those different to themselves, this also encourages distrust or aggression in us.

It presses the buttons of certain deep-seated xenophobic attitudes within us. In fact, it discourages the hard-learned inhibitory responses in the brain's prefrontal cortex that get built up under more progressive contexts.

Movements such as Nazism have openly promoted xenophobia and bigotry. They encourage a strong tribal loyalty to the "in-group" (one's own group), while stigmatising (and in the case of Nazism, executing) others. A healthy pride in one's country can easily tip into unhealthy nationalism, where we identify with our own nation at the exclusion of others.

Things seem to be moving in this direction today. Leaders with nationalist leanings are more frequently taking centre stage around the world, from the US, to Brazil, to India. In the UK, figures such as Nigel Farage, posted this tweet about the 2020 coronavirus outbreak: "It really is about time we all said it. China caused this nightmare. Period."

When people and organisations we trust talk in such a way, it has a profound effect on our receiving minds. It can even shape our beliefs about what we might think are purely rational issues. For example, the belief in whether humans are causing climate change is strongly associated with US political party membership.

This is because we tend to adopt a common position on a topic to signal that we are part of a group, just like football fans wear certain colours or have tattoos to show their tribal loyalty. Even strong individuals who stand up to oppressive regimes typically have shared ideals and norms with other members of a resistance movement.

This tribalism can all feel very visceral and natural because, well, in a way, it is. It fires up the primal parts of our brain that evolved for such responses. Yet, there are other natural attitudes, such as compassion and consideration for others - and they can be suppressed in such circumstances.

This combination of nature and nurture shaping our attitudes and behaviour is apparent in many human characteristics, and unpicking some of these examples can help us see opportunities to steer the process.

Consider the tendency to become overweight in modern society. In premodern times, sugary and fatty foods were rare and valuable for humans. Now, they are everywhere. A biological trait - the craving for sugary or fatty foods - which was adaptive in premodern times, has become detrimental and maladaptive.

Surely our modern cultures can protect us from these innate drives when they are unhealthy for ourselves and society? After all, we effectively suppress violent behaviour in society through the way we bring up children, policing and the prison system.

Instead of acknowledging and protecting us from the innate drive to binge on unhealthy food, however, our modern cultures (in many countries at least) actually exacerbate that particular problem. The result is two billion people - over a quarter of the world's population - who are overweight or obese, while another two billion suffer some kind of micronutrient deficiency.

When we understand how our "hardwired" urges interact with an unhelpful cultural context, we can begin to design positive interventions. In the case of obesity, this might mean less marketing of junk food and altering the composition of manufactured food. We can also change our own behaviour, for example laying down new routines and healthier eating habits.

But what about bigotry and xenophobia? Can't we simply design the right fixes for them? That may depend on how big the problems we face in future are. For example, growing ecological crises - climate change, pollution and biodiversity loss - may actually lead to more bigoted and xenophobic attitudes.

The cultural psychologist Michele Gelfand has shown how environmental shocks can cause societies to become "tighter" - meaning the tendency to be loyal to the "in-group" gets stronger. Such societies are more likely to elect authoritarian leaders and to show prejudice towards outsiders.

This has been observed under past ecological threats such as resource scarcity and disease outbreaks. Under most climate change scenarios we expect these threats, in particular extreme weather events and food insecurity, to only get worse. The same goes for the coronavirus pandemic. While many hope such outbreaks can lead to a better world, they could do exactly the opposite.

This enhanced loyalty to our local tribe is a defence mechanism that helped past human groups pull together and overcome hardship. But it is not beneficial in a globalised world, where ecological issues and our economies transcend national boundaries. In response to global issues, becoming bigoted, xenophobic and reducing cooperation with other countries will only make the impacts on our own nations worse.

Back in 2001, a United Nations initiative called the Millennium Ecosystem Assessment sought to take stock of global environmental trends and, crucially, to explore how these trends might unfold in the future. One of the scenarios was called "order from strength" and represented "a regionalised and fragmented world that is concerned with security and protection... Nations see looking after their own interests as the best defence against economic insecurity, and the movement of goods, people, and information is strongly regulated and policed".

Later iterations of the scenario have been dubbed "fortress world" describing a dystopian vision where order is imposed through an authoritarian system of global apartheid with elites in protected enclaves and an impoverished majority outside.

On a larger scale, the rich "developed" countries primarily responsible for causing climate change are doing very little to address the plight of poorer countries.

There seems to be a lack of empathy, a disregard and intolerance for others who were not lucky enough to be born in "our" tribe. In response to an ecological catastrophe of their making, rich countries simply argue about how best to prevent the potential influx of migrants.

Thankfully, we can use rational thinking to develop strategies to overcome these attitudes. We can reinforce positive values, build trust and compassion, and reduce the distinction between our in-group and the "other".

An important first step is appreciating our connectedness to other people. We all evolved from the same bacteria-like ancestor, and right now we share more than 99% of our DNA with everyone else on the planet. Our minds are closely linked through social networks, and the things we create are often the inevitable next step in a series of interdependent innovations.

Innovation is part of a great, linked creative human endeavour with no respect for race or national boundaries. In the face of overwhelming evidence from multiple scientific disciplines (biology, psychology, neuroscience) you can even question whether we exist as discrete individuals, or whether this sense of individuality is an illusion (as I argue in my book The Self Delusion).

We evolved to believe we are discrete individuals because it brought survival benefits (such as memory formation and an ability to track complex social interactions). But taken too far, self-centred individualism can prevent us from solving collective problems.

Beyond theory, practice is also necessary to literally rewire our brains - reinforcing the neural networks through which compassionate behaviour arises. Outdoor community activities have been shown to increase our psychological connectedness to others, albeit right at this moment they are off-limits for those in lockdown. Similarly, meditation approaches alter neural networks in the brain and reduce our sense of isolated self-identity, instead promoting compassion towards others. Even computer games and books can be designed to increase empathy.

Finally, at the societal level, we need frank and open debate about environmental change and its current and future human impacts - crucially, how our attitudes and values can affect other lives and livelihoods. We need public dialogue around climate-driven human migration and how we respond to that as a society, allowing us to mitigate the knee-jerk reaction of devaluing others.

Let's defuse this ticking ethical timebomb and shame those who stoke the flames of bigotry beneath it. Instead, we can open ourselves up to a more expansive attitude of connectedness, empowering us to work together in cooperation with our fellow human kin.

It is possible to steer our cultures and rewire our brains so that xenophobia and bigotry all but disappear. Indeed, working collaboratively across borders to overcome the global challenges of the 21st Century relies upon us doing just that.

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This article is part of Life's Big Questions, a new series by The Conversation that is being co-published with BBC Future. It seeks to answer our readers' nagging questions about life, love, death and the Universe. We work with professional researchers who have dedicated their lives to uncovering new perspectives on the questions that shape our lives. If you have a question you would like to be answered, please email either send us a message on Facebook or Twitter or email bigquestions@theconversation.com Join one million Future fans by liking us on If you liked this story, sign up for the weekly bbc.com features newsletter, called "The Essential List". A handpicked selection of stories from BBC Future, Culture, Worklife, and Travel, delivered to your inbox every Friday. Facebook, or follow us on Twitter or Instagram.

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Why overcoming racism is essential for humanity's survival

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Is bigotry in our DNA, a remnant of our fear of "the other" way back when that was necessary? If so, why do some battle with their instincts while others embrace them? Peter, 71, Darlington Humans are the most cooperative species on the planet - all part of a huge interconnected ecosystem.

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The time is now. Change is imminent if we are to grow and it must happen on a continuum.