Advancing Racial Equity in Design A Field Guide for Managers and Leaders - IBM
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Advancing Racial Equity in Design A Field Guide for Managers and Leaders
Cover Portrait: Joelle Williams Adoption and Impact Lead, Enterprise Performance Management (EPM), Finance and Operations, IBM © Copyright IBM Corp. 2014, 2015, 2016, 2017, 2018, 2019, 2020, 2021 IBM, the IBM logo and ibm.com are trademarks of International Business Machines Corp., registered in many jurisdictions worldwide. Other product and service names might be trademarks of IBM or other companies. A current list of IBM trademarks is available on the Web at “Copyright and trademark information” at www.ibm.com/legal/us/en/copytrade.shtml This document is current as of the initial date of publication and may be changed by IBM at any time. Not all offerings are available in every country in which IBM operates. The information in this document is provided “as-is” without any warranty, express or implied, including without any warranties of merchantability, fitness for a particular purpose and any warranty or condition of non- infringement. IBM products are warranted according to the terms and conditions of the agreements under which they are provided. This report is intended for general guidance only. It is not intended to be a substitute for detailed research or the exercise of professional judgment. IBM shall not be responsible for any loss whatsoever sustained by any organization or person who relies on this publication.
Acknowledgments
Advancing
Racial Equity
Raven Veal
Design Researcher,
IBM Watson Health
Renee Albert
Senior Content Writer,
IBM Finance and Operations
in Design
Robert Pierce
Content Design and Development
A Field Guide
for Managers
Manager, IBM Watson Health
January Holmes
and Leaders
Senior Copywriter and
Conversation Designer,
IBM Watson Advertising
Andrew Friedenthal
Writer, IBM IT Infrastructure
Table of
Contents
Using this Guide 06
Introduction 08
Our Organizational Strategy 12
Focus Areas 16
Build Diverse Teams 20
Sponsor Underrepresented 26
Designers
Design Inclusive Culture 32
Closing 40
Foundational Terms 44
References 50
04 IBM Design Program Office 05
Using the Guide
The content of this guide represents The content was arrived at through
the start of a conversation around a process of open conversation,
racial equity in design. Designed intensive research, continual
as a pathway for IBMers, this doc- revision, and scrupulous review
ument is intended to help design undertaken by a team of IBMers
managers take the necessary across multiple business units
actions to advance racial equity and specialties. With this in mind,
on their teams, lead conversations we invite you to read, reflect, and
on sensitive topics, and foster apply the recommended actions,
engagement instead of retreat. This critiquing as you learn in order to
guide can be use both in response help us improve future iterations.
to difficult current events and as As you engage your team and other
a general and ongoing primer. design managers, feel free to share
this guide as a key resource.
06 07Introduction Racial inequity is a product of design. In order to achieve true design As designers, we need to address excellence and create experiences this problem head-on. Sustainable that cater to a diverse and inclusive change starts internally by looking range of user needs, we need the at ourselves and having the perspectives, voices, and talent of tough conversations about the Black, Indigenous, and People of systems we use to hire, retain, Color (BIPOC). However, the design and advance BIPOC designers, so industry severely lacks in diverse that we can ensure that our teams representation. For example, more accurately reflect the global according to the Silicon Valley populations we aim to serve. Even design census, the number of Black more so, we have a moral duty designers practicing in 2019 was to ensure our internal practices a mere 3% of the industry total. provide equitable opportunities In fact, there have been little to no for everyone. If racial inequity is gains in the last five years for Black a product of design, the opposite employees. These disparities can is true as well. Together, we have be attributed to embedded systemic a responsibility to redesign these racism, from historical exclusionary systems with a new way of thinking. practices in hiring to modern-day biases in promotional decisions. 08 Introduction 09
Impact of bias on recruitment and
retention of BIPOC designers
Lack of Diverse
Design Leadership
Biases in internal
promotional decisions
Diverse Qualified Lack of Diverse Bias Embedded in Unsatisfied (Global)
Applicants Candidates Design Teams Product Design Consumers
Historical and current Attrition among
lack of access to required BIPOC designers
education for candidacy due to low sense
of belonging
Historical exclusionary
practices in hiring
Biases in screening
10 Introduction 11Our Organizational
Strategy
The road to racial equity in practices that impact their lives.
And since Black designers are
people of all races, ethnicities, gender
identities, religions, ages, abilities,
design is a long one, but true
most impacted by structural racial orientations, social classes, and
inequity, and design managers can cultures are met with equity.”
have a meaningful impact on the
reform can be accomplished work culture experienced by the
Black designers on their teams,
The road to racial equity in design
is a long one, but true reform can
by continued effort despite this is where our IBM Design efforts
must begin.
be accomplished by continued effort
despite the difficulties we face.
the difficulties we face. The Racial Equity in Design Call
Cultivating a sustainable anti-racist
work environment requires us to
to Action states our position: “We confront personal attitudes, shine
By applying racial equity practices we achieve racial equity when in IBM Design, from leadership to a spotlight on informal cultural
to our internal processes and race no longer determines one’s individual designers, believe the norms, and hold people accountable
making measurable differences socioeconomic outcomes. As change we effect will positively for their behaviors through formal
for Black designers, we can a process, we apply racial equity impact Black designers who need institutional policies (Livingston,
ultimately enact change for other when members of the communities our focus now. We acknowledge that 2020). Taking action based on an
underrepresented communities. most impacted by structural racial systemic racism targets other groups understanding of the challenges
The Center for Social Inclusion inequity are meaningfully involved and the work we do can also effect we encounter and why they exist
defines racial equity as an outcome in the creation and implementation change for them. We strive toward is an important first step.
and a process. As an outcome, of the institutional policies and creating a design industry where
12 Our Organizational Strategy 13IBM Racial Equity
in Design Roadmap
Northstar
Scale successes to Black,
Indigenous and People of Color
designers beyond IBM
Midstar
Scale successes to Indigenous
and People of Color designers
within IBM
“ Black people in the United States [have been]
systematically oppressed since 1619, [and]
MVP
Focused efforts this history is unique to the Black experience
for Black designers in America. Most countries who endeavored
within IBM
to interact with Africa also colonized those
people, [and] those constructs are alive today.
[We need to ask ourselves] where do early racism
and internal biases still exist in our company
that don’t need to be there? This work of being
anti-racist is more important now than ever.”
Racial Equity in Design Efforts
— Nigel Prentice Design Director, Digital Growth
& Commerce; F&O Support Experiences, IBM
14 Our Organizational Strategy 15Focus Areas
Diversity, Equity, and Inclusion Build diverse teams. Diversity
is “the presence of differences
Design inclusive culture.
Inclusion is “the practice of
(DEI) are essential to developing
within the work setting, including ensuring that people feel a sense
differences in race, ethnicity, of belonging in the workplace.”
gender, gender identity, sexual It also involves fostering a culture
a workplace in which everyone orientation, age, and socioeconomic
class.” Developing more racially
of acknowledgement and recog-
nition that makes our workplace
can thrive—both professionally and ethnically diverse teams within
IBM requires an intentional focus
one in which people are com-
mitted to long-term.
and personally. on increasing the representation
of BIPOC designers, providing new To support design managers
perspectives and ideas that yield as advocates for racial equity,
These constructs, defined by overcome systemic inequities for better outcomes. this document provides guid-
Catalina Coleman as a Director Black, Indigenous, and People ance on taking the first steps
of HR and Inclusion, shape the of Color (BIPOC), with an initial Sponsor underrepresented (recommended actions), devel-
three focus areas in which we can focus on Black designers: designers. Equity is “the process oping empathy (considerations),
of ensuring that programs and and asking questions that lead
practices are impartial, fair, and to greater understanding and
provide equal possible outcomes transformation (conversation
for every individual.” In addition starters).
to employing equitable hiring
practices, providing opportunities
for career advancement by way
of sponsorship is essential for
improving diverse representation
at the senior and executive levels.
16 Focus Areas 17General Engagement
Principles
Trust Each of us commits to upholding
behaviors that ensure we are
Empathy. Listen and learn to
nurture diversity of viewpoints
with multiple viewpoints, conflict
is a normal part of the process and
Transparency
engaging others in a manner that and radical candor. Create spaces is to be expected. In this context,
is trusting, transparent, empathetic, for working toward understanding we need brave spaces to encourage
and empowering. The following the big picture and individual dialogue despite the discomfort felt
Empathy principles complement our Call
to Action to help promote equity
perspectives. in order to achieve greater under-
standing of the topics discussed.
Empowerment in design through our culture—our
behaviors as individuals and as
Empowerment. Embrace the fact
that change and uncertainty are Both spaces require psychological
members of diverse teams: uncomfortable. Don’t be afraid safety. Design managers can foster
to reach out if you need help. safety by encouraging questions
Trust. We work towards developing Remember, if you see something, from the team, actively listening
trust of each other’s words, intents, say something: express to others to their opinions, and developing
and actions. Psychological safety when something isn’t okay. an atmosphere where no one is
relies on trust, which enables ostracized for their perspectives.
people to speak their truth while Safe spaces and brave spaces are This requires that everyone bring
maintaining awareness of, and needed to nurture a diversity of an open mindset to the table, which
sensitivity to, cultural differences. viewpoints and frank conversations you can achieve by serving as an
about racial equity (Arao & Clemens, example. To that end, remember
Transparency. Be authentic and 2013). A safe space is one in which that conversations in these spaces
direct. It is important to also be people can let their guard down and are meant to be confidential,
mindful of your tone when you share their full, authentic selves, authentic, and non-attacking.
respond to others. Remember that with the ultimate goal of listening
it is not just what you say, but how and providing support. However,
you say it as well. when confronting complex issues
18 Focus Areas General Engagement Principles 19Build Diverse “ Diversity begets diversity, which
in turn breeds innovation. If we
Teams
keep the door closed to diverse
talent because of subconscious
or unconscious bias, we are
limiting our access to change,
innovation, new solutions, and
ultimately financial success.”
— Cici Holloway
for Print Magazine, Senior Vice
President, Intersection Co.
Design leads and managers are illness related to stress, increased
absenteeism, turnover, and lower
Diversity in design is important
for the industry. In 2014, AIGA
responsible for building successful,
client satisfaction, according to published an article that noted
IMPACT. The group also cites diversity and inclusion “within
that “the cost of workplace bias the field of design lead[s] to more
culturally diverse teams. is projected at $64B annually.
This is based on the cost of
innovation through problem solving,
whether in service to business
losing and replacing more than or society” (Carroll, 2014). IBM
Unconscious bias (also known What impression does this leave? 2 million American workers due Design VP and Chief Design Officer
as implicit bias) is described as A study cited by IMPACT reported to unfairness and discrimination.” Arin Bhowmick stated in his article,
“prejudice that we are unaware that out of more 3,500 responders “Designing for Diversity,” that
of,” according to the IMPACT Group, from various ethnic groups between The lack of diverse teams in when building diverse teams, “we
a career development organization the ages of 21 and 65 (employed in the design industry can have have to realize that we aren’t just
based in Saint Louis, MO. This type full-time professions): implications for everyone. Instead assigning resources—we are framing
of bias includes social stereotyping, of asking “What do we lack?” our approach to the problem,” and
assumptions and personal – 33% feel alienated ask, “How can we strengthen our diverse teams “tend to generate
preferences that we inevitably – 34% withhold ideas and company?,” suggests a recent more ideas, making them more
engage in, on some level, daily. solutions article entitled Diversity in Design: effective problem solvers [and] will
In the workplace, unconscious bias – 80% would not refer people How Agencies Can Strive to Hire have the deepest impact in building
can hinder productivity, affecting to their employer More BIPOC Creatives, published in products and experiences designed
how Black design talent is evaluated Dieline magazine. By interviewing for everyone” (Bhowmick, 2017).
to the type of raises and promotions Unconscious bias can also take and hiring more underrepresented
(or lack thereof) they receive. an emotional toll on Black designers, companies can create Design managers must advocate for
designers, not only resulting in little a welcoming environment for all diversity. The more diverse talent
to no engagement with their teams people (culture add) instead of we hire, the more our teams will
but crippling their ability to do seeking candidates to fill a certain impact the world they design for.
their best work due to increased type of culture mold (culture fit).
20 Focus Areas Build Diverse Teams 21Recommended Considerations
actions to take
01 02 Diversity allows IBM to flourish.
Look for new ways to fill in the Setup a meeting to discuss While it’s easy to hire people who
representation gaps on your the topic of diversity (or lack think, look, and act like you, it
team. Seek to create connection thereof) on your team. Create also comes at a significant loss if
to universities and networks to safe spaces for diversity to flourish there are no other voices in the
add visibility for opportunities to by listening to and nurturing the mix helping to build on ideas while
work as a member of a diverse diverse viewpoints, feelings and bringing unique perspectives and
team in design. personalities of your team. Help life experiences to the table. Build
them build trust with you and each diversity in the group(s) you lead.
other to confront issues. Schedule Once that goal is met, commit to
meetings (or other events) at regular helping those voices feel valued
intervals to continually dedicate and included.
time toward nurturing openness and
engagement among team members.
22 Focus Areas Build Diverse Teams 23Conversation starters Questions for design managers Questions for Black designers – How can I use my privilege on your team to eliminate racial and ethnic – From your perspective, how might disparities and improve diversity we improve the recruitment, among my team? hiring, and onboarding process for – What can I learn from other other Black designers? managers about growing diverse – Thinking back on your experience, teams and addressing challenges what did we do well? What areas along the way? do we need to work on? Questions for your team – Where can we find talented and diverse designers to recruit for our team? – How might we create a more hospitable, welcoming environ- ment for racially and ethnically diverse team members? For Black designers in particular? 24 Focus Areas Build Diverse Teams 25
Sponsor “ A mentor will talk with you, but
a sponsor will talk about you.”
Underrepresented — Heather Foust-Cummings
Senior Vice President of Research,
Designers Catalyst
Advocate for underrepresented
designers when they’re not in
the room.
Sponsorship means going beyond or networks to help propel their
coaching or mentorship and careers further. Design managers
nurturing career growth, opportunity are in a unique position to support
and progression. Few Black leaders Black designers by addressing
stand out in the tech design industry and removing these limitations in
due to an overwhelming lack of order to help them advance their
representation. Efforts to change career. Engage and empower
this narrative have been met with underrepresented designers by
little momentum industry-wide over advocating for their advancement
the years, leaving qualified Black and helping them make connections
talent out in the cold for prominent with more experienced colleagues to
roles without the right opportunities nurture growth, vision and inspiration.
26 Focus Areas Sponsor Underrepresented Designers 27Recommended Considerations
actions to take
01 03 There are many racial biases that that are not challenged or are
Be aware and fair with promotions Connect a Black designer to hinder career success for Black validated by the policies of the
for Black designers. When having someone in your network. This designers. Generally, there is no role institution). Non-Black managers
discussions about who to promote, is a great way to propel a Black model or guide to navigate complex may not be aware of (or sensitive
review the performance of Black designer to new achievements and environments, and they are often to) the degree of limitations their
designers to make sure they’re accomplishments. Reach out on left to chart their own path. This Black colleagues face today and
evaluated fairly. One way to do Slack or set up a short WebEx to path can be filled with obstacles that have faced in the past. Some may
this is by leveraging data-driven make an introduction to a potential can leave one feeling inadequate view “equal opportunity” as an
performance criteria based on an collaborator or advisor. Whatever (despite level of education or unfair benefit to Black designers
objective set of standards, instead path you choose, set the spirit and experience), lonely (because no one and their career and educational
of subjective personal opinion. tone of seeking to help another else shares the same background), advancement. This is a distinctly
colleague’s growth. and/or isolated and viewed as “the different and biased perspective
02 outsider”(because team members incongruous to the reality many
Co-create ways to advance a Black have perceptions and viewpoints Black people face in the real world.
designer’s career. Collaborate with
a Black designer in their career
success by sharing your expertise
and grooming them for leadership
opportunities and eminence.
Remember to ask, don’t tell. Listen
to and acknowledge their needs and
help them envision their future.
28 Focus Areas Sponsor Underrepresented Designers 29Conversation starters Questions for design managers Questions for Black designers – How can I leverage my network on your team to make good connections for – In what areas have you ex- Black designers? perienced a lack of sponsorship – What opportunities (projects, and support during your career conferences, or other engage- at IBM? ments) can I find, suggest, and – What type of guidance would be support? most helpful for you at this time? – Who will I speak with about promotional opportunities for Black designers who are exceling at their work? Questions for your team – How might we call out sit- uations where there is under- representation and a lack of diversity and inclusion? – How can we help co-create new opportunities for our Black design colleagues and add more diversity in our work? 30 Focus Areas Sponsor Underrepresented Designers 31
Design Inclusive “ When we listen and celebrate what
is both common and different, we
Culture
become wiser, more inclusive, and
better as an organization.”
— Pat Wadors
Cheif People Officer,
Procore Technologies
Culture must be designed to safety. Culture itself can be
defined as a set of repeated
Heroes. Heroes are the historical
and current public figures, our
improve a sense of trust, safety,
behaviors or practices over behavioral models, who possess the
time, and includes four main characteristics that are highly prized
components (Hofstede, 1994): in a culture.
and belonging. Values. Beliefs and values are the Symbols. Symbols include the
core of a culture. Many values are words, gestures, pictures or objects
The road to retaining diverse avoid negative consequences. This unconscious and can’t be directly that carry particular meaning,
talent is marked by inclusion—or is referred to as “identity cover” observed by others; therefore, recognized by those who share a
creating spaces in which people and is a barrier to conveying true these are important to collectively particular culture. Identifying and
can be themselves and are valued feelings, increasing their likelihood revisit every so often. co-creating values, rituals, heroes,
for their unique perspectives and of leaving (Brown, 2018). and symbols of racial equity within
contributions. Underrepresented Rituals. Rituals are the formal your team are the basic components
designers who differ from the To create environments in which and informal group activities built of designing a more inclusive
majority (whether in racial/ethnic people want to stay, design around the community’s core culture. This will not only empower
background, age, gender, or other managers play a key role in creat- values. These activities bring each individual, but also the team
aspects of identity) may hide parts ing an organizational culture of a community’s values to life, and organization as a whole.
of themselves or their opinions to inclusion, trust, and psychological emphasizing their importance
and relevance over time.
32 Focus Areas Design Inclusive Culture 33Recommended
actions to take
01 03 05
Affirm the importance of Black Normalize rest and reflection Encourage your team to use
designers (values). Advocate for (ritual). Our holistic health is inclusive language (symbols).
the importance of diversity in general important, and communication is Words have power: the power to
and Black designers in particular. our greatest form of transparency. uplift, encourage, and unite, as well
The results shown in the quality of Normalize asking for help or support as the ability to debase, discourage,
the work from diverse teams with for your own emotional and physical and divide. Misunderstandings
Black designers speaks for itself. well-being by modeling it for your can happen when we carry varying
A rich part of embracing diversity team. Creating space for rest and interpretations of what a word or
is for everyone to share parts of healing is a necessity, particularly in a phrase may mean. Learn more
their authentic selves through story, the times we live in. about the foundational terms of
style, and tradition. Be curious, be racial equity and explore the design
humble, learn, and embrace. 04 of a new language that balances
Advocate for and make inclusion truth with humility, so everyone is
02 imperative (heroes). Regardless disarmed enough to engage in a
Initiate a 1-1 conversation of the level of diversity on your productive conversation.
with a Black designer (ritual). team, inclusion should be a
Create a culture of bottom-up priority. Understand what racial
feedback by reaching out to Black microaggressions mean and help
designers to learn more about what all team members, including
they care about. Don’t wait for yourself, prevent actions and words
triggering events to initiate these that might be willful, or come
conversations—this should be a part from innocent ignorance. Raising
of your culture regardless of outside awareness, elevating positive
circumstances—but be especially examples, and enforcing a zero-
aware of potentially traumatic local, tolerance policy will prevent and
national, and global events. preempt even unintended offenses.
34 Focus Areas Design Inclusive Culture 35Considerations
The following are examples of Racial Microaggressions. According Code-Switching and Belonging. Grief and Mourning. Grief is a
complex situations individuals on to the book Microaggression According to Language and common human experience, felt
your team may be experiencing. Theory, “microaggressions are Interracial Communication in the both individually and collectively.
Consider the tone, spirit, and words brief, everyday exchanges that send United States: Speaking in Black In the case of Black Americans,
you use as you approach each of denigrating messages to certain and White, code-switching is despite the stress experienced
the following topics. While not individuals because of their group described as “a skill that holds from systemic racism, some
intended to be a comprehensive membership.” What seems like a benefits in relation to the way feel compelled to suppress their
list, thinking about these topics will harmless question or remark builds success is often measured in grief in order to maintain their
be useful in helping you be more up strife and resentment over time, institutional and professional composure and perform well. This
proactive in promoting safe spaces and when it happens repeatedly settings.” In other words, it’s a emotional suppression is due to
for discussions. (and unchecked), it negatively performative behavior linked to long-held beliefs that range from the
impacts both the mental health and success and a way to fit in, survive, “superwoman schema,” which is
perceived psychological safety of and thrive within dominant White an obligation to present an image of
Black employees, leading to poor spaces. Code switching can strength at all times, to the fear of
job satisfaction. happen when there is a lack of being perceived as an “angry Black
true racial equity present. With woman” or an “angry Black man.”
the case of Black Americans, code
switching may occur to try and
offset any systemic racism they
face (regardless if said racism is
unintentional or not) in settings
where they may not feel safe to
express their true selves.
36 Focus Areas Design Inclusive Culture 37Conversation
starters
Questions for design managers Questions for Black designers
– What best practices or resources on your team
can I adopt from other experts – In what ways have the team
on how to have difficult, yet and I made it easier (or more
productive conversations around difficult) to bring your full self
racial equity? to work?
– How might we co-create
Questions for your team work environment in which
– How might we create safe spaces you can thrive?
for dialogue that makes everyone
on the team feel supported (Black
designers in particular)?
– How might we co-design new
experiences for transparency,
healing, and growth to take place
in a way that leads to lasting
transformation?
38 Focus Areas Design Inclusive Culture 39Closing Advance racial equity within IBM Design and beyond by practicing within these key focus areas. Repair work is needed, and it’s finally culture, design managers can start to getting the long overdue attention it make changes that result in greater deserves. By building diverse teams, outcomes for Black designers, and sponsoring underrepresented ultimately all designers. This is why designers, and designing inclusive racial equity matters now, and always. 40 Focus Areas Closing 41
Checkpoint
Goals
By utilizing IBM’s Checkpoint goals, Build Diverse Teams Sponsor Underrepresented Design Inclusive Culture
design managers can develop and “As an Advocate for Racial Equity in Designers “ As an Advocate for Racial Equity
assess their ongoing contributions Design, I will increase the diversity “As an Advocate for Racial Equity in in Design, I will nurture an inclusive
to racial equity within their design among my team by giving an equal Design, I will sponsor at least one team dynamic through readily
practice. Leverage the following opportunity to underrepresented underrepresented designer and help learning about the cultural unique-
examples: designers when selecting applicants them build a network of meaningful ness among my team and listening
to interview for new positions.” relationships with senior leaders based to differing views and opinions.”
on their interests and career goals.”
Measuring this goal: Measuring this goal:
– Have you had any open positions Measuring this goal: – Have you built or expanded an
on your team within the year? – Have you initiated any spon- atmosphere of openness and
– If so, have you interviewed from sorship opportunities with an trust on your team?
a diverse pool of candidates and underrepresented designer(s) – If so, how has your team
hired a stand-out Black designer during the year, or have any such responded? Have they opened
from it? If not, why? designers come to you for up more—sharing more of
career advice? themselves and their ideas while
– How have you advocated for respecting differing viewpoints
the growth and advancement of and backgrounds?
one or more underrepresented
designers within IBM?
42 Focus Areas Closing 43Foundational
Terms
There are several key terms and
concepts that are relevant to
the history surrounding them,
particularly industry-wide—is
Ally
advocating for equity and inclusion.
As a design manager, discussing
important to advancing racial equity
and inclusion. Until we look back Accomplice
what these concepts mean to
you and understanding what they
at our history and fully understand
it, we cannot move forward. Defined Advocate
BIPOC
mean to others will open the door terms are from the Racial Equity
to insightful conversations. Your Tools glossary.
understanding of these terms—and
DEI
Equity
Inclusion
Racial Equity
Reparations
Systemic Racism
White Privilege
44 Foundational Terms 45Definitions
Ally/Accomplice/Advocate. An Black, Indigenous, and People important whenever poss- It is important to note that many
ally is someone who makes the of Color (BIPOC). BIPOC (Black, ible to identify people through activists and thinkers critique
commitment and effort to recognize Indigenous and People of Color) their own racial/ethnic group, diversity alone as a strategy. For
their privilege (based on gender, is an acronym that covers min- as each has its own distinct instance, Baltimore Racial Justice
class, race, sexual identity, etc.) and ority people groups who are often experience and meaning and Action states: “Diversity is silent
work in solidarity with oppressed marginalized, especially in the may be more appropriate. on the subject of equity. In an
groups in the struggle for justice. United States and Canada. This anti-oppression context, therefore,
Allies understand that it is in their is an evolution of the traditional Diversity, Equity, and Inclusion the issue is not diversity, but rather
own interest to end all forms of phrase “people of color,” which (DEI). Diversity includes all the equity. Often when people talk
oppression, even those from which has historically been the preferred ways in which people differ, and about diversity, they are thinking
they may benefit in concrete ways. collective term for referring to it encompasses all the different only of the “non-dominant” groups.”
They commit to reducing their own non-White racial groups. In order characteristics that make one
complicity or collusion in oppression to address racial inequalities, racial individual or group different from Equity is the quality of being fair
of those groups and invest in justice advocates have been using another. It is all-inclusive and and impartial. It involves trying to
strengthening their own knowledge the term “people of color” (not to recognizes everyone and every understand and give people what
and awareness of oppression. be confused with the pejorative group as part of the diversity that they need to enjoy the fullness
“colored people”) since the late should be valued. A broad definition of their life, their community an
Note: Additional terms that are 1970s as an inclusive and unifying includes not only race, ethnicity, their work environment.
becoming increasingly common frame across different racial groups and gender—the groups that most
to use are “accomplice” and that are not White. often come to mind when the term Inclusion involves authentically
“advocate.” An accomplice foc- “diversity” is used—but also age, bringing traditionally excluded
uses on dismantling the structures Note: While “people of color” can national origin, religion, disability, individuals and/or groups into pro-
that oppress individuals or groups be a politically useful term and sexual orientation, socioeconomic cesses, activities, and decision/policy-
while an advocate speaks on describes people with their own status, education, marital status, making in a way that shares power.
behalf of said group or individuals, attributes (as opposed to what they language, and physical appear-
supporting their cause. are not, e.g., “non-White”), it is also ance. It also involves different
ideas, perspectives, and values.
46 Foundational Terms Definitions 47Racial Equity. Racial equity is the Systemic (Institutional) Racism. Structural White Privilege: Interpersonal White Privilege:
condition that would be achieved Institutional racism refers specif- A system of White domination Behavior between people that con-
if one’s racial identity no longer ically to the ways in which insti- that creates and maintains belief sciously or unconsciously reflects
predicted, in a statistical sense, how tutional policies and practices systems that make current racial White superiority or entitlement.
one fares. When we use the term, create different outcomes for advantages and disadvantages
we are thinking about racial equity different racial groups. The insti- seem normal. The system in- Cultural White Privilege: A set
as one part of racial justice, and thus tutional policies may never mention cludes powerful incentives for of dominant cultural assump-
we also include work to address any racial group, but their effect is maintaining White privilege and tions about what is good, normal
root causes of inequities, not just to create advantages for White its consequences, and powerful or appropriate that reflects West-
their manifestation. This includes people and oppression and disad- negative conse-quences for ern European white world views
elimination of policies, practices, vantage for those who are from trying to interrupt White privilege and dismisses or demonizes other
attitudes and cultural messages groups classified as people of color. or reduce its consequences in world views.
that reinforce differential outcomes meaningful ways. The system
by race or fail to eliminate them. Examples: includes internal and external Institutional White Privilege:
– Government policies that manifestations at the individual, Policies, practices and behaviors
Reparations. States have a legal explicitly restricted the ability interpersonal, cultural and of institutions -- such as schools,
duty to acknowledge and address of people to get loans to institutional levels: banks, non-profits or the Supreme
widespread or systematic human buy or improve their homes Court -- that have the effect
rights violations, in cases where in neighborhoods with high – The accumulated and interrelated of maintaining or increasing
the state caused the violations concentrations of African advantages and disadvantages of accumulated advantages for those
or did not seriously try to prevent Americans (also known as white privilege that are reflected groups currently defined as White,
them. Reparations initiatives seek “red-lining”). in racial/ethnic inequities in and maintaining or increasing
to address the harms caused by life-expectancy and other health disadvantages for those racial
these violations. They can take the – City sanitation department outcomes, income and wealth, and or ethnic groups not defined as
form of compensating for the losses policies that concentrate other outcomes, in part through White. The ability of institutions
suffered, which helps overcome trash transfer stations and different access to opportunities to survive and thrive even when
some of the consequences of abuse. other environmental hazards and resources. These differences their policies, practices and
They can also be future oriented— disproportionately in com- are maintained in part by denying behaviors maintain, expand or
providing rehabilitation and a better munities of color. that these advantages and dis- fail to redress accumulated dis-
life to victims—and help to change advantages exist at the structural, advantages and/or inequitable
the underlying causes of abuse. White Privilege. Refers to the institutional, cultural, inter- outcomes for people of color.
Reparations publicly affirm that unquestioned and unearned set personal and individual levels
victims are rights-holders entitled of advantages, entitlements, and by refusing to redress them
to redress. benefits and choices bestowed or eliminate the systems, policies,
on people solely because they practices, cultural norms and
are White. Generally White people other behaviors and assumptions
who experience such privilege do that maintain them.
so without being conscious of it.
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