How do you debunk the myths of racism in your organization?
I have been thinking about this a lot lately, especially as it relates to businesses and leadership. You see, our beliefs affect our attitudes, and our attitudes can cause harm. This is especially true when it comes to racism.
It’s not about being good or bad; nice or mean. As Dr. Robin DiAngelo writes in White Fragility (Beacon Press, 2018), the idea that racism is a conscious bias held by mean people is the most effective adaption of racism. You see, if your definition of racism is tied to a person who consciously dislikes persons of color, than it is offensive to suggest they are racist when you don’t know them. Such a definition creates a good/bad binary, and makes it virtually impossible to discuss racism.
In truth, racism is a system of oppression. I wrote about this in my last post, here. Racism is a complex, multi-layered system infused in everything, everywhere, and probably in your organization, too. Even the best leaders can be blind to it.
Racism is built on a foundation of underlying beliefs, assumptions, and myths, many of which are unrecognized, let alone understood. (And I don’t have to understand it for it to be valid.) Below is a list of some of the most common myths of racism, according to DiAngelo. Do you hear or see these examples in your organization?
The Myths of Racism
- Nice people cannot also act in racist ways
- Racism can only be conscious and intentional; unaware good intentions cancels it out
- White people who experience oppression/have suffered cannot act in racist ways
- My race has no bearing on my perspective on the matter
- I have proximity to people of color (POC), therefore I am free of racism
- I have no proximity to POC, therefore I am racially innocent
- My learning is finished/I know all I need to know
Other beliefs that support racism:
- As a white person, I will be the judge of whether racism has occurred
- I am qualified to determine whether the experiences of POC are legitimate
- If I don’t understand it, it isn’t legitimate
- As a white person, I know the best way to challenge racism
- I have no accountability to POC, yet I am confident that I am free of racism
- White people are objective on racism
The Truths that Debunk the Myths of Racism
When this topic comes up with my coaching clients, we talk about these myths, the underlying beliefs, and what to expect as we debunk them:
- The racial status quo is maintained by white comfort; change will be uncomfortable
- Comfort is not the same as safety; white people are safe in discussions about racism
- Feedback on white racism is difficult to give; feedback from POC is a gift and indicates trust
- Feelings of guilt are normal, and the antidote is action
- It takes courage to break with white solidarity; support those that do
- Interrupting racism is more important than a leader’s feelings, ego, or self-image
Humility is key. Expect to grapple as you grow. When a leader is willing to listen, reflect, and learn, change is possible.
What do you think? How do you debunk the myths of racism in your organization? I’d love to hear from you. I can be reached here, on LinkedIn, or give me a call: 561-582-6060.
