How will you start your 2024? Will your organisation choose antiracism?

Would you excuse someone who has caused death by accident just because they didn’t mean to? Would you say they were unconscious just because they didn’t see it coming? ?Just because racism is unconsidered in our actions, it does not mean it is unconscious.

Whilst it is important to acknowledge that antiracism practice requires learning and unlearning, we mustn’t continue to perpetuate racism and it should never be excused just because ‘well-meaning’ individuals and organisations do not have bad intentions.

If you are not choosing antiracism, are you choosing racism? Let us know what you think in the comments.

Whilst we await your answers, we thought we’d share some thoughts for those who don’t want to perpetuate racism in 2024. This is by no means an exhaustive list and is only aimed to create awareness.

If you are an organisation which doesn’t want to be racist;

1.?DO NOT pit organisations which are founded by individuals from racialised communities against each other. Using similar organisations led by individuals from racialised communities to deliver the same services in the same space perpetuates racism. Whether these organisations are working in that space at the same time or not, be sure you are perpetuating racism when you do this. For example, some funders apply the ‘one in one out’ approach which funds one organisation then pulls the rag from underneath them to fund another organisation to deliver the exact same results despite the prior organisation delivering over and above their expected KPIs. This is systemic abuse, a divide and rule model which is rooted in colonialism. It causes division, mistrust and further disintegrates racialised communities, ensuring inequalities are sustained and continually embedded within the system.

2.?DO NOT define role models for racialised individuals/groups. People are able to decide who they would like in their space and your choice of a role model may be based on your own biases or ‘saviour’ mentality which assumes that you know what’s good for them. Many a time it is ‘good people’ not doing good who perpetuate racism. Racialised communities have to protect themselves by removing themselves from spaces with such people for their own wellbeing. Unfortunately, many will not be able to tell you when you enthusiastically insist on connecting them to these ‘amazing’ people if they have already had a racist experience with them because they don’t think you will understand or believe them. Therefore, avoid imposing your perceived role model on racialised people and allow them to make the decision to, or not to connect or partner.

3.?DO NOT encode biases in your ‘solutions’. If you do not design with and listen to racialised communities, when making decisions about them, you can almost be certain at some point your biases will be infused in what you regard as a solution.

4.?DO NOT ‘Pick the brain’ of racialised communities inequitably. Many organisations and leaders will ask for advice and even sometimes a proposal without paying for the service. Five years ago, a big organisation asked us for a proposal then they recruited a staff member to action the strategy. This behaviour is abusive, depletes resources and undermines antiracism efforts as it maintains and furthers the inequality gap, thus perpetuating racism.

So, what actions can you take if you want to work towards antiracism?

1.???? If you are seeking another partner and are already working with an organisation or individual from racialised communities, seek their advice. They are often able to identify who will add value and be a good fit. This will also increase trust and create a safe space with better antiracism results.

2.???? Be clear about your ‘why’ and embrace the learning. When you invite racialised individuals/communities to provide support and advice for a problem you have identified, do not suddenly treat them like they are the learners or the ones that need help. Subject matter experts are not the learners, you are. Change will require you to listen, learn, unlearn and be clear about your ‘why’.

3.???? Differentiate between racism experience and antiracism expertise. Being black does not mean people are able to provide antiracism training or education. Antiracism requires understanding structural, cultural, institutional, and personal racism. Although many people who have experienced racism might be able to identify it, they are not the solution to the racism problem, antiracism is. Just because you are working with black people does not mean you are being antiracist. Representation is a key aspect of antiracism, however, on its own, it does not lead to antiracism practice, on the contrary this may be indicative of racist behaviours. Antiracism work requires an antiracism expert who understands all the four levels.

4.???? Lastly, at every stage, remember to ask, are we being racist or antiracist? Reflection is key to antiracism practice.

Thank you, all our partners who chose us, in the year 2023. We look forward to a great 2024 antiracism year ahead!

If you are reading and looking for an antiracism partner to support your journey, do not hesitate to contact us for practical support, tailored to your organisational needs.

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