Is anti-racism "uncomfortable"?
Whose comfort are we talking about?
Hi friend,
Back in the summer, the wonderful Grace Mosuro kindly invited me to speak on her podcast, The Organisational Inclusionist.
We talked about the role of white people in anti-racism work, what the point of DEI is, and small changes we can all make.
Here’s some of what we chatted about…
I can probably sum it all up by saying this:
Well-intentioned white women are often the problem.
(No shade on white women. I love white women. Some of my best friends are white women. I am one!)
Here’s what I mean:
White women take up a lot of space in the Diversity, Equity and Inclusion (DEI) world.
We get visibility, praise and credit for being there.
We often turn conversations that should be about -isms (like racism, classism and ableism) into conversations about topics that directly affect us.
We centre the needs and perspectives of people like us; we imagine that white women's needs equate to all women's needs.
We know the term “intersectionality”, yet we don’t understand that women of colour, disabled women, LGTBQIA+ women and people of minoritised genders experience specific, compounded forms of discrimination that we don’t.
Did you know that affirmative action benefits white middle-class women the most? Of course white women matter and need support. Sexism: bad! But do we need the most support? Nope.
Equity isn’t about making white women equal to white men
Don’t get me wrong: I’m not saying that white women should leave the DEI sector or take themselves out of spaces where anti-racism needs to happen.
White women have an important role in dismantling oppressive systems.
The problem is: we’re taking up more space than we need.
We shape systems and processes to meet white women’s needs, rather than the needs of those who exist at multiple intersections of marginalised identities.
In other words, we tend to carve out spaces that work for middle-class white women, before pulling the ladder up behind us.
White women have an important role in dismantling oppressive systems. The problem is: we’re taking up more space than we need.
Beyond white women’s experiences
If you’re a white woman, and you were assigned female at birth, then you’ll experience sexism for sure.
But there are specific kinds of discrimination that you’ll never experience. For example:
Misogynoir (the specific combination of anti-Black racism and sexism, coined by Moya Bailey)
Transmisogyny (the overlap of sexism with transphobia aka cissexism, faced by trans women).
White women need support. But we must not shape the solutions so that they only work for us.
If you’re driving change, you need to prioritise Black, working-class, trans, and Disabled women - as well as gender-non-confirming folk and other marginalised genders.
(The people who need it most.)
“Privilege isn’t about what you’ve gone through; it’s about what you haven’t had to go through.” - Janaya Future Khan
Focus on anti-oppression
When you focus on anti-oppression, you get to the heart of the issue. The -isms that oppress us.
As Grace Mosuro says, “Tackle the biggest issue: inclusion for Black women. If you can solve that, everything else will be a piece of cake.”
In short: strip down the systems of oppression, and everyone is free.
And once everyone is free, they’re free to excel.
“If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression.” - Combahee River Collective
Strip down the systems of oppression, and everyone is free. And once everyone is free, they’re free to excel.
DEI isn’t uncomfortable
What holds us back from engaging in DEI? A couple of things, I suspect:
It’s perceived as threatening. I guess because anything new or different can be seen as scary?
We’re busy prioritising white comfort. White people don’t want to give up their power.
When EDI initiatives are mentioned, senior leaders often panic. They withdraw into themselves and feel threatened or attacked. Their focus is on the wrong place.
Let’s get this clear:
DEI isn’t a zero-sum game. People won’t come in and take resources/opportunities away from you, leaving you with less.
Investing in DEI actually means having more brilliant colleagues who can draw on their full selves, experiences and perspectives, who can support you to do more brilliant things.
Yes, it can be challenging. It won’t happen overnight. But it’s also completely transformative and helps you see things from a new perspective.
Oh, and finally:
It’s not about you
Does talking about race make you feel uncomfortable? (Are you… white?)
Do you feel awkward because it’s about experiences you can’t relate to? Do you worry you’ll get things wrong, or fear you just won’t “get it” at all?
Good news! This isn’t about you.
Calling anti-racism work “uncomfortable” puts white perspectives front and centre, emphasising white comfort above all else.
Calling anti-racism work “uncomfortable” puts white perspectives front and centre, emphasising white comfort above all else.
Of course, anti-racism work can be tough. It isn’t effortless. It takes huge amounts of energy, focus and determination. And if you experience racism, it can bring up racial trauma.
But when I ask people why they find anti-racism work scary, they often mention (imagined) scenarios they’re worried about, like realising they’ll have to talk about something “difficult.”
When people tell me they’re worried the work will be uncomfortable I always say: “Tell me more!” I want to understand…
Uncomfortable for who?
Who’s currently comfortable? (Is it… white people?)
What comes up for you when you think about DEI?
It’s up to all of us
The perfect time to unlearn white supremacy is right now.
As a white person, it can feel like a choice whether you start to learn about racism.
It may seem optional. It's not.
For white folks, this might be a “tricky” topic to tackle (at most). For many, racism is a life-and-death issue every single day.
For white folks, this might be a “tricky” topic to tackle (at most). For many, racism is a life-and-death issue every single day.
If we choose not to learn about anti-racism, choose not to put our money towards racial equity, choose not to take action to dismantle white supremacy... we are choosing violence.
That means it's on you - on all of us - to dismantle it.
Links: anti-racism educators
How do you take action when it feels hard?
Learn from, follow and pay anti-racism educators* like:
Everyday racism (created by Naomi Evans and Natalie Evans)
*to be clear, only a couple of people on this list use this title or work exclusively/mainly on anti-racism. These are people who work in areas that relate to or overlap with racism. But they’re brilliant, and we can all learn from them, and I think they’ll enrich your lives if you don’t know them already.
Links: you might like to learn about…
Join my 15 week course
Bookings are now open for Bold Type!
Bold Type is my 15 week course, teaching you everything you need to know about inclusive language and accessible communication.
“I don’t think I’ve been to such a welcoming and inclusive online session before. You’re a wonderful host and I’m very glad to be able to take part” - L, currently on the course
Course dates
It’s 15 weeks, starting on Tuesday 14 January and ending on Tuesday 22 April.
Here’s what we cover, plus some lovely thinks that current Bold Types have said about the programme.
“The way the course is being delivered is particularly exceptional. This is by far one of the best courses I've ever been on! I am really appreciating the attention to detail, thoroughness of the content, and the accessibility measures put in place that sadly I just never see anywhere else on online training. [It] may feel like a big commitment, but actually I can't think how else we'd cover this level of detail in less time” - J, currently on the course
Week 1: Principles of inclusive language
Learn the foundational concepts of inclusive communication and why it matters. Understand how language impacts our beliefs and behaviours.
Week 2: Understanding systems of oppression (or 'Isms')
Explore how ableism, racism, sexism, and other systems of oppression show up in language. Learn to identify, challenge and dismantle harmful communication practices.
Week 3: Action week: put principles into practice
Apply what you've learned through practical exercises.
Week 4: Neurodivergent-friendly communication
Learn how to make your content work better for ADHD, autistic, dyslexic, dyspraxic (and lots more) people, plus tired and distracted folks.
Week 5: Reading Week
Catch up on any missed sessions, reflect on what you've learned and get practical support with any issues you’re working on.
Week 6: Disability and accessibility
Understand what disability is (using the social and human rights models of Disability), how content can enable or disable us, and how to make your content more accessible for blind, d/Deaf/hard of hearing folks, people with vestibular conditions, epilepsy, anxiety and more. You’ll also get a masterclass in Disability Justice, taught by the one and only Sulaiman Khan.
Week 7: Action week - Accessibility in action
Practice creating accessible content, including how to write content that’s quick and easy to understand, how and why to write alt text and image descriptions.
Week 8: Anti-racist communication
Guest expert Collette Phillip and (absolute icon, and founder of anti-racist brand consultancy Brand By Me) leads this session on anti-racist communication practices.
Week 9: Start building your inclusive and accessible communication playbook
Over the course, we’ll all build our own personalised inclusive and accessible communication playbooks. By this point in the course, you’re clear and confident in the foundations of inclusive communication, and ready to start building your own.
You’ll be supported to build your own playbook, with help and advice from me, and your peers on the course.
Week 10: Reading Week
Catch up on any missed sessions, reflect on what you've learned and get practical support with any issues you’re working on.
Week 11: Gender-inclusive language
Learn what sex, gender identity, gender presentation (and more) are and how to avoid sexism in communication.
Week 12: Drop-in session
Clarify what you’re learning, bring questions from your own life, and get feedback on your work. Keep building your personalised inclusive and accessible communication playbooks.
Week 13: LGBTQ+ inclusive communication
Learn about gender, sexual orientation, pronouns and more. We’ll deepen our understanding of the spectrum of genders, gender presentations and sexual orientations, learn how to ask for, remember, change, use and offer our pronouns, and cover how to avoid misgendering people, as well as what to do if you do.
Week 14: Action week
Put the finishing touches on your inclusive and accessible communication playbook.
Week 15: Reflection and next steps
Review your progress, finalise your inclusive and accessible communication playbook, and plan how to put your new skills into practice.
“Ettie is an excellent teacher and I don't think I've ever attended such an accessible and inclusive online course. Her attention to small details is wonderful and I feel included, safe and appreciated as a delegate” - L, currently on the course
Interested in joining the course? Check out the Bold Type website, or send me an email with any questions.
If you want to become a more inclusive and accessible communicator, I’d love to have you on the course. 😊
“I find myself awed by the value of the knowledge that's been shared” - J, currently on the course