Educating Ourselves: actively opposing racism and promoting racial tolerance

post by Nozomi Tolworthy 雷希望, Diversity and Inclusion Advisor, adapted for the #DiverseReading blog

 

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As an individual who discusses and works in diversity, inclusion and representation most days, I’ve been lost for words recently.

There is no singular way for us to show up. What is most important is that we do the work that we can and it’s okay for this work to look different depending on our emotional capacity, financial circumstances, physical ability and personal situations. As long as we remain collectively committed to educating ourselves and those around us so we can change the systems we live in.

After seeing so many resources and helpful information being shared on social media over the last week, I’ve collected some of what others have shared and some resources I have learnt from, and put this together with the intention to help myself and those around me gain a better and more thorough understanding of racism and the anti-racist work we can all be doing.

To be anti-racist is to be a person who (actively) opposes racism and promotes racial tolerance.

It means ‘checking your privilege’, challenging our white* privilege and admitting how we might have benefited from a system of oppression in ways we have not considered before.
It means having conversations with our families, friends, colleagues, communities about race, even if it’s uncomfortable.
It means trying our best to educate ourselves on the history we might not have taught in school, on what we can do now.
It means showing up for Black folks** and striving for racial justice.
It means standing against overt and covert white supremacy and racism, from now on and always.

We are all educating ourselves and (un)learning at our own pace and investing our energy in ways that we can. We’ve been seeing a lot of information and resources shared across various platforms and I am finding it helpful to collect what I am seeing, so that I can continuously educate myself.

 

I hope you might too.

 

This document is by no means an exhaustive list and I hope to be able to continue to come back to it and update it with new knowledge and understanding over time. If you have any suggestions for additions, please let me know.

Click Here to Access Relevant Resources

 

White Fragility is when a white person feels uncomfortable about conversations around race. It can make you feel like you have to tone down your experiences with racism to make the person feel comfortable. Honor yourself by reclaiming the right to honestly express when something does not sit well in your body.

(‘white fragility’ infographic credit to @ogorchukwuu on Instagram)

 

*“When I write about white people … I don’t mean every individual white person. I mean whiteness as a political ideology …The politics of whiteness transcends the colour of anyone’s skin. It is an occupying force in the mind. It is a political ideology that is concerned with maintaining power through domination and exclusion. Anyone can buy into it, just like anyone can choose to challenge it.” (Eddo-Lodge, 2017)

**Whilst non-Black People of Colour (POC) also face racism, Black folks are suffering disproportionately under white supremacy and right now they need our support and attention.

 

 

 

International Women’s Day Talk and Debate on Equality

Guest post by Madeline Davies

Human rights matter to everyone and the principle of equal rights is key to its definition. International Women’s Day is an annual opportunity to celebrate the achievements of women across the world, but it’s also an opportunity to reflect on the inequalities that stubbornly persist.

With the election of Donald Trump, International Women’s Day has particular resonance this year. On Wednesday 8th March, senior academics from across the University will be giving talks in Palmer 102 on a range of issues connected with equality. Dr Madeleine Davies is hosting the evening, and she will be introducing Professor Clare Furneaux who will be discussing women and language, Dr Orla Kennedy who will be talking about women and weight, Dr Brian Feltham, discussing the internalisation of harassment and discrimination, Professor Rachel McCrindle, discussing women in male dominated industries such as Engineering, and Dr Mary Morrissey who will analyse the construction of Hillary Clinton in the recent US election campaign.

Following the talks there will be a debate led by members of the audience. This has been lively and fascinating in previous years and staff members have enjoyed talking through the issues with our students.

You don’t need to be female or to identify as a feminist to enjoy this event; as we’ve seen on the women’s marches across the US and the UK following President Trump’s inauguration, equal rights is a deeply-felt and fundamental principle held by men and women of all races and faiths. Come and debate the issues with us and celebrate how far women have come and discuss how far we still have to go.

The debate will be held on Wednesday 8th March 2017, Palmer 102, 6-8pm

For further information please contact Dr Madeleine Davies, Department of English Literature, m.k.davies@reading.ac.uk, tel ext 7001.

 

Equality, Diversity and Inclusion

By Ellie Highwood

Equality, diversion and inclusion are three terms used frequently and often interchangeably, but are importantly different. Diversity and inclusion can be thought of in terms of cooking. Most recipes require a many different (diverse) ingredients, but the quality of the end dish depends on all the ingredients being mixed together in the right way so that each one contributes to make something better than the sum of the parts (inclusion).

salad

Or, as coined by Verna Myers, “diversity is being invited to the party – inclusion is being asked to dance”.

In terms of our, or other organisations, diversity can be measured in terms of numbers, for example number of women professors, or black senior staff. It is relatively straightforward to set targets to improve diversity. Inclusion is more difficult to measure and manifests itself as “feeling included”, “being part of the team”, “feeling valued”. Also note that a diverse team does not necessarily behave more inclusively.

Equality is the term that has been used for the longest in this area. But what is equality? Equality of treatment? Equality of opportunity? Equality of treatment can be misleading. Yes we want everyone to be treated fairly, but this does not mean treating everyone the same. Equality of opportunity is the most popular term – this recognises that in order to give everyone the same opportunities, we might need to treat different groups differently because of past experiences (i.e. lack of access to information about university) or processes and structures that put a particular group at a disadvantage.

The potential confusion surrounding “equality” is the reason we are a “Diversity and Inclusion” team. However, by focussing on recognising and celebrating diversity, and encouraging and facilitating inclusion, we aim to provide equality of opportunity for all our staff and students.