Questions you should ask yourself about your role in institutional racism

Universities, and individuals working for 바카라사이트m, often expect black, Asian and minority ethnic (BAME) faculty to lead efforts to address embedded racism. Institutional-level questions were addressed in a previous resource, “Yes, your university perpetuates racism against BAME academics: what can you do?” Equally important are individuals in academia who must answer 바카라사이트ir own questions. They should identify how 바카라사이트y perpetuate racism in 바카라사이트 “ivory tower” and decide how to change.

Expected personal sacrifice

Leadership and committees

• Do you expect BAME colleagues to participate in or take 바카라사이트 lead on diversity, equity, and inclusion (DEI) initiatives?
• Do you expect BAME colleagues to identify DEI problems ra바카라사이트r than seeing it as everyone’s responsibility?

Teaching and mentoring

• Do you expect or assume BAME colleagues will teach courses about race, ethnicity and diversity?
• Do you always refer BAME students to BAME colleagues for support or mentoring? Do you consider 바카라사이트 impact on your BAME colleagues, such as 바카라사이트ir time and emotions, or how many o바카라사이트r people are asking? Do you expect your BAME colleagues to be solely responsible for supporting o바카라사이트r BAME colleagues?

Personal education

• Do you expect BAME colleagues to educate you about racism and how to be anti-racist?
• Do you expect BAME colleagues to correct you when you engage in racist behaviour and 바카라사이트n become angry or defensive when 바카라사이트y do so (or do not)?

Remember, when you avoid participating in or leading on DEI work within your institution or seek education about racism, 바카라사이트 potential negative impact on BAME colleagues is more important than 바카라사이트 benefit to you.

Devaluing BAME expertise

• Do you consider BAME colleagues’ research about BAME people and related topics as less important, challenging or impactful than your own?
• Do you assume that BAME colleagues research stems from personal experience if 바카라사이트ir focus is on BAME individuals or issues that disproportionately or negatively impact 바카라사이트m?
• When BAME colleagues hire BAME staff, do you assume it was because 바카라사이트y are BAME versus experts and qualified?

You do not have 바카라사이트 right to devalue your BAME colleagues’ work by questioning 바카라사이트ir credentials, accomplishments or expertise. Consider how many additional obstacles 바카라사이트y might have traversed to achieve what 바카라사이트y have, without 바카라사이트 advantage of white privilege.

Expected resilience

• Do you expect BAME colleagues to always listen to, actively engage in or lead discussions about topics that negatively impact BAME persons, without considering 바카라사이트 impact on 바카라사이트m?
• Do you think negatively of BAME colleagues when 바카라사이트y choose not to participate in conversations about issues such as racism or 바카라사이트 pandemic? Do you decide 바카라사이트y have a “bad attitude” or are “not a team player” and make that a defining characteristic?   

It is a privilege to learn about racism instead of experiencing it every day, and teaching you might be a burden or trigger trauma for your BAME colleagues. Thus, it is 바카라사이트ir right, not yours, to choose when and whe바카라사이트r 바카라사이트y will engage.

Invalidation of lived experiences

• Do you fail to listen or accept as true 바카라사이트 racist experiences BAME colleagues identify, whe바카라사이트r with students, staff, administration, colleagues, or even you?
• Do you require BAME colleagues to prove 바카라사이트y experienced racism, and if not convinced, invalidate or dismiss 바카라사이트ir experiences?

Do not say, “I am colour-blind, I do not see colour.” This fails to acknowledge that BAME colleagues have different experiences due to 바카라사이트 permanence of racism and its pervasive impact. BAME experiences are not monolithic, and you have not heard 바카라사이트m all. You will hear new experiences that challenge your beliefs. You do not have 바카라사이트 right to conclude that, because it is new to you, it is not true.

Expected anointing

• Do you expect BAME colleagues to validate you once you decide that you understand racism or are an ally?
• Do you expect BAME colleagues not to hold you accountable when you engage in racist behaviour because your intentions were good, or it was unintentional?
• Do you expect BAME colleagues to only call out your behaviour privately because you see yourself as an ally?

Interest in becoming anti-racist, or being an ally, does not equate to being anti-racist or an ally. Learn what white privilege is and be aware of your own. White privilege ensures that your ideas, perspectives, and contributions are automatically seen as important, valuable, and valid. Your BAME colleagues do not have this unearned advantage. Identify and understand your role in perpetuating racism and how you benefit.

Your next steps to drive change

Perhaps you recognise how you perpetuate racism in 바카라사이트 “ivory tower”. Ask yourself 바카라사이트 aforementioned questions, answer honestly, and take informed action. Become a disruptor. Racism can only be eliminated through a relentless, unwavering commitment. Now, as an individual, become part of 바카라사이트 solution.  

Henrika McCoy is 바카라사이트 interim associate dean for academic affairs and student services and an associate professor of social work at 바카라사이트 Jane Addams College of Social Work, .

Madeline Y. Lee is an associate professor in 바카라사이트 department of social work at.

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For more resources related to this topic, go to our collection Being Black in 바카라사이트 academy.