When people ask me how to engage white nationalists and other avowed racists, my answer is: I don’t try, because they are not interested in being curious, understanding the limitations of their own lens, or learning the truth about racism.
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The proliferation of social media and the ease of access has elevated and spread the voices of historically marginalized communities. People are able to tell their stories and be heard more easily than ever before. The downside is that stories of hatred, violence, bigotry, racism, sexism, and lies are also elevated and spread.
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In a world where we are told we don’t belong and confined to spaces that are meant to break us, it is liberating to define spaces just for ourselves. Black-only spaces give us room to exist in ways that are meaningful and transformational.
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2.5 years out from those initial trainings, there’s a silence steadily creeping into organizational DEIJ efforts. Employees are quick to notice that DEIJ is no longer the priority that they once thought it was. Sadly, an institutionalized silence confirms what many suspected was performative all along.
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DE&I efforts are often tied to monetary benefits as a way to convince members of leadership to adopt sustainable changes. This runs the risk of perpetuating the problems DE&I is meant to eliminate.
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