I read 10+ Tools For Better Anti-Racism Conversations.
The part that resonated with me was #10. Remember that anti-racism is teamwork.
It’s become apparent that in order to eliminate systemic racism, every one of us needs to be more than just not racist. We need to be actively anti-racist, and that begins with awareness, empathy, and honest, open conversations. This teamwork begins at the workplace. We need to assess the demographic makeup of our colleagues, at all levels. The entails looking at factors such as gender, race, ethnicity, disability, and LGBTQIA+ status. We should establish clear goals tied to becoming an anti-racist workplace.
Moreover, as part of our teamwork, 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. Analyze the effects that your actions have on LGBTQIA+ employees, people with disabilities, older workers, and people with caregiving responsibilities and then work to develop more inclusive policies.
As a team we need to devote resources toward efforts that actually enhance the lives of Black communities and communities of color. Invest in structural changes that will genuinely benefit communities of color. 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.
It’s become apparent that in order to eliminate systemic racism, every one of us needs to be more than just not racist. We need to be actively anti-racist, and that begins with awareness, empathy, and honest, open conversations. This teamwork begins at the workplace. We need to assess the demographic makeup of our colleagues, at all levels. The entails looking at factors such as gender, race, ethnicity, disability, and LGBTQIA+ status. We should establish clear goals tied to becoming an anti-racist workplace.
Moreover, as part of our teamwork, 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. Analyze the effects that your actions have on LGBTQIA+ employees, people with disabilities, older workers, and people with caregiving responsibilities and then work to develop more inclusive policies.
As a team we need to devote resources toward efforts that actually enhance the lives of Black communities and communities of color. Invest in structural changes that will genuinely benefit communities of color. 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.