Social Justice and Anti-Racism Resources
The following is a letter with resources ReadySet sent to our clients and partners, which we wanted to share with the broader community.
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Friends and Colleagues,
Collectively, we mourn Ahmaud Arbrey, George Floyd, Breonna Taylor. David McAfee, James Scurlock - men and women who lost their lives in the middle of a global pandemic - not to disease - but to anti-Black violence. This recent spate of racist violence has exacerbated the traumatic impact of the coronavirus epidemic, which, because of structural violence, has disproportionately affected African-American communities across the country. As American cities erupt in protest, some of you may be struggling with how to help your organizations respond.
Many on your teams are in pain, your Black team members especially so. Most of us are processing trauma and a sense of peril that feels new. Though it may be difficult to talk about these developments, they can not be ignored.
While there isn’t a right answer and the path forward is complicated, we wanted to reach out to encourage you to say something to your teams -- if you haven’t already -- and to follow those words with action.We believe it is critically important, and urgent, that all organizations acknowledge what is happening, how these traumatic events impacted Black employees, and the steps they intend to take to support them. We must choose to be anti-racist and to do better in our workplaces and our communities, because by staying silent and doing nothing, we are choosing complicity with white supremacy.
For our white and non-Black POC colleagues, we’ve included a few principles of essential allyship to keep in mind in communication with co-workers, as leaders and peers:
Humility: We don’t always need to say everything perfectly but we can be our authentic selves and admit to shortcomings or mistakes. (For example, you might acknowledge that you will never understand the experience of Black people in America or as a leader, that should have sent a message sooner.). You may also want to accept that though this may feel new for you, for many of your Black employees this pain will not feel new. They will likely not be in a place to educate you or help you process. We would encourage you to not linger too long on your own feelings, however empathetic you might be. Decentralize your own voice, actively practice self-education, and be open to learning and correction.
Center Impacted Communities: We understand many organizations are contemplating holding meetings to discuss racism. These are potentially triggering and exhausting for Black folks and other POC. Do not pressure them to lead these events. If you are going to do them, we’d encourage you to work with a strong facilitator (internal or external), avoid centering white people’s voices and refrain from any pressure on Black employees to participate. Likewise, in any communication with staff, decentralize whiteness and focus on support for staff.
Impact over Intention: Most of us have good intentions, but the impact of our words and actions is what matters. We’d encourage you to resist the urge to center your feelings, intentions or the “good” the organization has done around diversity, over the realities of Black experiences. Where you can, take action organizationally and personally (many ideas below). If you say something that causes harm, make sure to own the impact of that harm and apologize.
Listen, Actively: In the midst of this traumatic time, we particularly encourage leaders to be available for conversations with staff. Check in frequently and model sharing about your well-being. Your Black employees may not always feel like sharing how they are doing, but it is important to proactively and regularly communicate that the space is there. Consider holding special office hours or sponsoring ERG or Black-led conversations. When Black staff make demands, organize, or share, we encourage you to listen and take their lead (this does not let you off the hook of saying something to begin with). Listen to the advice of the multitude of Black activists, artists, intellectuals and others who have spoken on this topic to help shape your response. (Some Twitter accounts and blogs below). For all of our clients and colleagues, we have compiled a list of resources below:
some specifically for employees who are struggling;
some for white people working on active ally-ing (the verb, not the noun) or who are moving towards being what we call an “accomplice;”
some for advocates & activists and
some general resources.
Much of the excellent work, the advice, and the organizing has been done by POC; this is not new work, a new message or a new call to action -- we have collated a list of resources and advice primarily put together by people who have experienced racism directly -- whose words and experience matter the most.
If we can be of any service at all during this time, please let us know.
-- Y-Vonne, ReadySet CEO, and the ReadySet team
Please note that opinions and views expressed in the resources below are those of the authors and do not necessarily represent those of ReadySet.