The Perils of "Acting Accordingly" and "Acting Angry": Unpacking White Supremacy in Business and Society

Oye, mira. In contemporary discussions about racial equity and social justice, the concepts of "acting accordingly" and "acting angry" have emerged as critical points of analysis. These terms reveal the insidious ways white supremacy perpetuates itself within societal and business structures. This article aims to explore how these expectations and stereotypes reinforce white supremacy, particularly in business spaces, and the broader implications for our society.

Understanding "Acting Accordingly" and "Acting Angry"

"Acting accordingly" refers to the expectation that individuals conform to dominant social norms, which are often based on white cultural standards. This concept is deeply embedded in the norms and practices of business environments where professionalism is often code for assimilating to white norms.

"Acting angry" refers to the stereotype that people of color, especially Black individuals, are more prone to anger and aggression. This stereotype not only pathologizes natural emotional responses to injustice but also serves to criminalize and marginalize those who express dissent or frustration.

White Supremacy in Business Spaces

Cultural Conformity in the Workplace

In business environments, "acting accordingly" translates to adhering to a set of unspoken rules that align with white cultural norms. These include dress codes, communication styles, and behavioral expectations that often marginalize non-white cultural expressions. For instance, natural Black hairstyles might be deemed unprofessional, or direct communication styles common in some cultures may be misinterpreted as aggressive.

1. Dress Codes: Many corporate dress codes implicitly favor Western attire and hairstyles, often leading to the stigmatization of cultural attire and natural hair. This reinforces the idea that professionalism is synonymous with whiteness.
2. Communication Styles: Assertive communication from people of color is frequently labeled as aggressive, while similar behavior from white colleagues is viewed as confident and strong leadership.
3. Behavioral Expectations: The pressure to conform to white norms can lead to a form of behavioral policing where employees of color feel they must suppress their cultural identities to succeed. This not only stifles diversity but also places an undue burden on employees to constantly code-switch.

The Stigma of "Acting Angry"

The stereotype of "acting angry" has profound implications in business settings:

1. Perception of Competence: Anger or assertiveness in people of color is often seen as a lack of professionalism or self-control, which can unjustly impact their career advancement and evaluations of their competence.
2. Emotional Labor: Employees of color are often required to manage their emotions carefully to avoid being labeled as the "angry Black person" or "aggressive Latino." This emotional labor is exhausting and detracts from their ability to focus on their work.
3. Conflict Resolution: When conflicts arise, people of color may be unfairly blamed or disciplined more harshly due to biased perceptions of their behavior, reinforcing a workplace environment that penalizes them for expressing legitimate concerns.

Status Quo and Its Impacts on Society

The enforcement of "acting accordingly" and the stigma of "acting angry" extend beyond the workplace, influencing broader societal dynamics:

1. Maintaining Racial Hierarchies: These concepts uphold racial hierarchies by ensuring that white cultural norms remain the standard for acceptable behavior. This perpetuates the marginalization of non-white cultures and identities.
2. Suppressing Dissent: By labeling justifiable anger as inappropriate, white supremacy effectively suppresses dissent and resistance to racial injustice. This limits the ability of marginalized communities to advocate for their rights and challenge oppressive systems.
3. Economic Inequality: In the business world, these biases contribute to economic inequality. People of color are often denied promotions, pay raises, and professional development opportunities because they are judged against biased standards.
4. Mental Health: The constant need to conform to white norms and suppress natural emotional responses can take a significant toll on the mental health of people of color. This includes increased stress, anxiety, and a sense of alienation in their professional and personal lives.

Addressing the Issues

To dismantle these harmful expectations, businesses and society at large must take proactive steps:

1. Inclusive Policies: Develop and implement policies that recognize and celebrate cultural diversity, such as inclusive dress codes and communication training that respects different styles.
2. Bias Training: Provide comprehensive bias and anti-racism training to help employees recognize and challenge their own prejudices and the structural biases within their organizations.
3. Support Networks: Create support networks and affinity groups for employees of color to share experiences, provide mutual support, and advocate for systemic changes within the organization.
4. Leadership Accountability: Hold leadership accountable for fostering an inclusive environment. This includes setting measurable diversity and inclusion goals and regularly assessing progress.
5. Mental Health Resources: Offer mental health resources that specifically address the unique challenges faced by employees of color, including access to culturally competent counselors.

The concepts of "acting accordingly" and "acting angry" are not just benign expectations but are deeply rooted in the maintenance of white supremacy. In business spaces and beyond, these ideas reinforce racial hierarchies, stifle diversity, and perpetuate systemic inequities. By understanding and addressing these issues, we can work towards creating more inclusive, equitable, and just environments for everyone. The dismantling of white supremacy requires a collective effort to challenge and change the norms and stereotypes that have long upheld it.