Anti-racism work- Moving past the silence
By Dr Muna Abdi
A recognition of racism; both its intent and impact is essential for developing anti- racist spaces. The biggest obstacles we often face in doing this work is encountering a culture of silence and/or denial.
Silence and denial from those that enact and those that experience racism, allows racism in all forms to be sustained in a space. When racist behaviours, structures and systems go unchallenged for so long that they become pervasive and normalised, it becomes our responsibility as anti-racist educators, to first and foremost, name it. Not just the ideological structures that underpin it, but the everyday, seemingly mundane enactments of racism that are ever present in our educational spaces.
Breaking the cycle of silence is the first step to making change.
But where do these conversations need to start and how can they meaningfully translate into action?
In my work supporting organizations, I find it helpful to start with developing a shared language and basic racial literacy. It is important to meet people where they are, and some are more racially literate than others. You cannot name something you do not have the language for and so it is important that the concepts of racism and Whiteness are understood before any action- focused conversations can begin.
It is easier to advocate for change with evidence, rather than concepts that can seem abstract (particularly to those who are already resistant), and so alongside developing a language around racism, we need to start with naming concrete effects of racism and then work our way back to understanding the root causes. The impact, before the intent.
It is important to break the silence and challenge the denial of the damaging effects of racism on individuals, families, and communities as well as the impact on the learning and working environment. Racism impacts visibly and measurably on outcomes, on relationships, and on learning and teaching. Once some racial literacy has been established, you then have a lens by which an organization can start to look at its data and culture more critically.
I honestly believe equity work is always contextual and no two organizations are the same. It is important to empower leaders to have the courage to look inwardly with a critical eye, so that they can identify and name the damaging effects of racism as it appears specifically in their organization. For some, the indicators of racism may be as explicit as racist graffiti, hostility between groups, racist language etc. But for many, the indicators of racism that require a level of racial literacy to name and understand are often discriminatory practices that may include low expectations for some groups, disproportionate sanctions for some groups, and non- inclusive curricula that deny certain groups access to knowledges that reflect their lived experiences, to name a few. It is particularly difficult to identify and name these seemingly hidden, systemic effects of racism in majority White spaces that have very few people of colour. Developing an understanding of Whiteness and White supremacy is an essential part of the racial literacy work that needs to happen.
Although meaningful change requires courageous and committed leadership, every member of the organization's community needs to develop racial literacy in order to be able to recognize it, ‘name it’ and challenge it. Organizations may differ in how they choose to engage their communities in these discussions, but it is important that these discussions take place. Consulting with community members (particularly people of colour) can lead to increased engagement and investment in anti-racist process. Having a shared language and developing a common purpose and drive, fosters a stronger community within and outside the organization, ensuring change is sustainable and meaningful.
The silence and denial of racism permeates at all levels within and outside of the organization and so our work must be to name it, to understand it, and to challenge it. These conversations need be driven by leadership but need to happen across the organization's community.
So some questions for us to reflect on:
What are the silences and denials within our organizations?
How do we develop racial literacy for all, but specifically amongst leaders that are for most of our organizations racialized as White?
How can we develop holistic and sustainable approaches to racial equity work?
Dr Muna Abdi is an internationally renowned Education and Racial Equity Consultant with over 10 years experience in antiracist research, training and development. Dr Abdi has previously worked as a University Lecturer and is now the Founder and Director of MA Education Consultancy; a Community Interest Company that works to bridge the gap between community voice, and institutional change. MA Education works with client groups in all sectors and of all sizes, to support them in developing equitable and inclusive structures and practices.
