The Power of Collaborative Advocacy by Kamye Hugley

The Power of Collaborative Advocacy

During the racial awakening and reckoning of 2020, I was hopeful more people were becoming more aware of societal injustices and leaning into allyship. Black squares were popping up on social media in support of Black lives, organizations were crafting equity statements, and DEI practitioners were in high demand. In my mind, things were looking up. But what goes up, must come down, right?

(Email) Subject: Whiteness History Month

Then, on April 14, 2021, an email from the leadership of my (former) employer included a video about “Whiteness History Month,” which also happens to be a 2016 initiative from Portland Community College (PCC). Said email also included an unrelated TikTok dance performed by the leader who sent the message. My annoyance and shock were further exacerbated upon realizing less than 48 hours before this email; this same leader sent an email urging managers to prioritize the wellness of their teams. As I anxiously followed the trial of Derek Chauvin and reeled from the killing of both Daunte Wright and Adam Toledo, this gauche attempt at equity work fueled my desire to learn more about the intent of “Whiteness History Month.” I wanted to learn more because I didn’t want to assume intent–I wanted to get a better understanding of the outcomes of this initiative.

And then I remembered…I’m the facilitator of the BIPOC (Black, Indigenous, and People of Color) affinity group! I thought we could align our voices to address the initiative, which was affirmed when another member of the group reached out to me to share their distress.

The consensus within the BIPOC affinity group was that the “Whiteness History Month” initiative was both shocking and demoralizing, leaving us feeling unseen, unheard, and devalued. As a result, we decided to come together and draft an email to the equity team in an effort to better understand the rationale of the initiative and to express our concerns. As a group, we wanted to meet with the equity team to have a better understanding of the purpose of this initiative and to convey the impact the initiative had on us as both a group and individuals.

For a week, me and eight colleagues of color worked diligently on drafting a response to Whiteness History Month in a shared Google doc. We asked questions, offered solutions, and edited each other’s additions. For instance, we were curious to know why participation in Whiteness History Month was mandatory, in contrast to the optional nature of engagement opportunities for Black History Month, Women’s History Month, Trans Day of Visibility, and other days of recognition. This inconsistency raised concerns about the prioritization of topics and the value placed on different histories and experiences. PCC discontinued its Whiteness History Month initiative after its 2016 experiment, and its website materials are archived and no longer updated. We wanted to understand what led PCC to this decision and whether any community feedback or lessons from PCC were considered. Once we felt comfortable with the letter, we each signed our names, and I emailed it to the equity team.?

In addition to managing our work responsibilities, the invisible labor that went into working on the email was immense. We navigated both our personal emotions while trying to support the emotions of each other. This effort highlights the often overlooked contributions that people of color make to foster and uphold equity and inclusion in the workplace, often without recognition and compensation and sometimes risking their professional reputation. Despite these challenges, we moved forward. I was hopeful our eight united voices would be heard and valued, especially considering being heard and valued are part of the organization’s equity statement.

Despite our best intentions and optimism, our message was met with skepticism and deflection from the equity team. The BIPOPC affinity group was granted a meeting with the equity team, and I was both shocked and disturbed by what was revealed. During this meeting, a member of the equity team mentioned that some colleagues felt empowered by the initiative and that white fragility was prioritized during the planning of Whiteness History Month. I was stunned to hear those words.? This meeting underscored the challenges I faced in advocating for genuine equity and inclusion within the organization. Following a close friend’s advice, I spent most of the meeting listening to the equity team’s rationale, wanting to understand their perspective. Despite my openness, I felt deeply hurt upon learning that the voices of eight people of color were overlooked in the planning of Whiteness History Month, highlighting a profound disregard for our concerns amid a national climate of heightened social justice awareness.

This journey in advocating for change propelled the BIPOC affinity group to craft comprehensive responses that challenged the initiative’s validity and pushed for a more inclusive and thoughtful approach to equity work. Our collaborative efforts in responding to the initiative and planning for both the meeting with the equity team and the HR investigation underscored the power of a united front. Through our collective efforts, we were able to highlight the inconsistencies and advocate for accountability in a way a single voice could not have achieved alone.

The entire ordeal, which lasted for four months, was emotionally taxing and difficult. In addition to the investigation, each member of the BIPOC affinity group had the opportunity to meet with the leader who was the catalyst for our advocacy. By working together, the BIPOC affinity group served as a network of support for each member. The experience of working together towards a more equitable workplace reinforced our collective resistance, pushing us to advocate for diverse perspectives to be both included and considered in decision-making processes in initiatives that aim (and claim) to promote equity and inclusion.

While advocacy is important, it often falls on the shoulders of Black and Brown people, placing a heavy burden on us. Although advocacy work is necessary, it’s also exhausting and should be upheld by organizations as a whole rather than led by a subset of people–and oftentimes, those people have been historically marginalized. As a result, this experience caused me significant anguish. I was angry at what I learned about the planning of “Whiteness History Month,” which led me to question myself and wonder if I was overreacting. The entire process made me reflect deeply on the type of workplaces I want to be part of—places that respect people’s humanity and agency, where I’m seen as a culture add and not just a culture fit.

Although the equity team eventually stood firm on their decision to engage in “Whiteness History Month,” I recognize collaborative efforts are essential in dismantling oppressive structures. The purpose of the BIPOC affinity group was unclear at the onset—we were unsure if it was a social club or a space for us to share our workplace experiences. Nevertheless, we took the opportunity to advocate for change, creating a collective purpose.?

This situation caused me a lot of heartache. I cried to family and friends about how I was so shocked and hurt that my workplace responded with dismissiveness to the concerns of eight employees. As a result, I became more focused on taking care of myself. I was intentional about doing things I liked on a daily basis, such as working out and reading. And while I’m a staunch advocate for self-care, individual self-care can only go so far, especially when you’re working in a stressful environment. Workplaces have to be intentional about supporting wellness, and it starts with cultivating environments that allow employees to have their concerns both heard and addressed.?

It's essential to recognize when the actions of an organization are misaligned with your values. This experience clarified the type of workplace I want to be in—one that genuinely lives out its mission and vision and embraces “culture add.” In reading The Management Center’s Management in a Changing World: How to Manage for Equity, Sustainability, and Results , I now understand the nuances of being a “culture add” and a “culture fit.”? While it’s important for employees to be aligned with an organization’s collective purpose, “culture fit” can lead to affinity bias, favoring people who are similar to us in backgrounds, perspectives, and identities. On the other hand, “culture add” encourages us to embrace various perspectives in order to improve company culture for all.

Ultimately, half of the BIPOC affinity group (including myself) wound up leaving the organization after this ordeal, underscoring the importance of organizations creating environments where employees feel genuinely heard and valued. As a Black woman, resigning from this organization was the ultimate act of self-care. I “reclaim[ed] my time,” refusing to subject myself to additional stress from the situation.

Advocating for change and prioritizing your well-being are not mutually exclusive—they’re both essential in the pursuit of a fulfilling life.

About Unapologetically Leading: The Black Women's Mixtape: Dedicated to the leadership journeys of Black women, this "mixtape" showcases stories both traditional and nontraditional, with the hope of creating connection and acknowledging the narratives of Black women.

About Guest Contributor, Kamye H. : Kamye Hugley is a learning development professional and former educator who is deeply committed to enhancing the educational journey of? all students. With over five years of classroom teaching experience, Kamye has been instrumental in challenging and transforming inequitable power structures within the education system. Kamye started her career with Teach For America, dedicating two years to serve as a Head Start Teacher in Prince George’s County, MD, from 2009 to 2011. This formative experience ignited her passion for educational equity.

Returning to her roots, Kamye served as a Head Start Teacher with Broward County Public Schools before transitioning to The School District of Palm Beach County. There, she took on the role of an Intensive Reading Teacher for grades 9, 11, and 12. Additionally, Kamye supported students’ academic journey as a Tutor at Palm Beach State College in Boca Raton, assisting with coursework in English, Reading, and English for Academic Purposes (EAP). Graduating cum laude from the University of Florida with a Bachelor of Arts in English and a minor in Communication Studies, she pursued further education at Barry University, earning a Master of Science in Reading (K-12). A self-described bibliophile, Kamye believes literacy with a foundation in equity can cultivate students’ curiosity and positive identity development.

Outside of her professional endeavors, Kamye finds joy in spending quality time with her family, indulging in literature, and maintaining an active lifestyle through exercise. Her personal interests reflect her commitment to holistic well-being and lifelong learning.? Kamye’s career exemplifies her unwavering dedication to educational equity and excellence. Her impactful contributions to diverse student populations have earned her respect and admiration within the educational community. Kamye continues to inspire and empower both students and educators alike through her unwavering pursuit of an inclusive and enriching educational experience for all.