Author: Sarah Mander (Page 1 of 8)

We invite each of our new team members to write a blog post to introduce themselves to the King’s community. Introducing, Lauren Blackwood (she/her), EDI Project Officer, and her piece on self care, white guilt and fragility.

It is frequently the case that Equality, Diversity, and Inclusion (EDI) professionals of colour (and people of colour (POC) generally) face unique challenges in the workplace. Namely, POC experience numerous facets of resistance, avoidance, and in some cases violence (individual and institutional) when engaging white people in conversations about race, specifically racism. These experiences can have an adverse effect on POC (and other groups who face marginalisation and discrimination). Considering this, it is important to ensure that EDI professionals of colour prioritise self-care where possible during, and following, these instances.

As defined by DiAngelo, White fragility is “a state [in white people] in which even a minimum amount of racial stress becomes intolerable, triggering a range of defensive moves. These moves include the outward display of emotions such as anger, fear, and guilt, and behaviours such as argumentation, silence, and leaving the stress-inducing situation. These behaviours, in turn, function to reinstate white racial equilibrium” (2011, 54). Conversations which challenge racial dynamics and hierarchies are not yet normalised. But what is normalised is the often-unquestioned dominance of white people, as well as institutions (e.g., education systems, the media, political order), and other environments in the cultural and political West primarily catering for white comfort by reinstating the white racial equilibrium. Thus, the discomfort which stems from challenging racial privilege is oftentimes unfamiliar (55). Both this definition and its explanation are transferable and may be used to describe the responses minorities generally (e.g., LGBTQ+ individuals, disabled people, neurodiverse people) experience when calling out or calling in colleagues, friends, or family etc., regarding their privileges.

The effects of white people exhibiting this fragility and guilt on POC include our own feelings of guilt that we have ‘made’ another feel this way; feeling unsafe within the environment and amongst the given company; being seen as, and consequently being made to feel, ‘lesser than’ due to the side-lining of our racial experience and the prioritisation of the dominant party’s feelings. Oftentimes, these effects can be at the expense of the health and wellbeing of POC (Williams et al. 2019, 114). Though it may be said that EDI professionals have opted for a career and working environment which can go hand-in-hand with encountering these instances, we are still human beings whose feelings, experiences, and health are valid and important.

Due to these potentially damaging effects, and the validity of these experiences and feelings, it is important that POC working in EDI engage in self-care. Self-care following occurrences of white guilt and fragility can come in many forms, for instance, by creating and accessing safe environments. Whether this environment is at home or with colleagues – discussing the experience you have had without judgement is valuable, and instead receiving reassurance that dismantling and challenging racism (both covert and overt forms) is OK and necessary to dismantle oppression. Secondly, surrounding yourself with people who humanise you and in turn validate your feelings and existence as a POC. Thirdly, remembering that you cannot dismantle oppression and decolonise institutions on your own nor can it be done overnight, so it is in the interests of both the task and yourself to take time out to prioritise yourself before returning to the job.

As advice for those exhibiting white guilt and/or white fragility – I believe that in order to be influenced to enact change in your work and home environments, relationships, and within one’s self and counterparts, this guilt needs to be recognised and embraced rather than overlooked or evaded. Feelings of guilt concerning racial privilege may be used as encouragement to engage in constructive conversations concerning race and unlearning prejudices. By understanding and recognising these feelings of guilt and fragility, genuine concern about changing one’s behaviour can begin. In collectively changing this behaviour, we can foster a safer and more accessible environment for POC, whose oppression and consequential marginalisation unfairly benefits and privileges white people.

Bibliography

DiAngelo, R. (2011) White Fragility. The International Journal of Critical Pedagogy, 3(3).

Williams, D.R., Lawrence, J.A., and Davis, B.A. (2019) Racism and Health: Evidence and Needed Research. Annual Review of Public Health, 40, pp.105-125

For Wellbeing Month, Race Equality Network member Mariam Ghorbannejad writes about being part of a network and affecting positive change. You can find out more about the Race Equality Network  as well as Proudly King’s,  Elevate: King’s Gender Equality Network, Parents’ & Carers’ Network and Access King’s: Disability Inclusion Network on the Diversity & Inclusion webpages.  

Being a Londoner of mixed (Persian/Scottish) descent, I am used to ticking the ‘mixed’ or ‘other’ box on equal opportunities classification forms, whether that be in medical registrations, job applications or employer monitoring processes. There is no box that I neatly fit into; I am in that grey space that is different but undefined. This can be frustrating, although, given I am in my thirties, I have become somewhat accustomed to this rather rudimentary way of categorising individuals into pre-defined recognisable and distinguishable groups.

Not only does this box-ticking exercise make me feel frustrated that in this day and age, in modern Britain, we are still being asked for this information but that somehow it is recorded and not much is actually done to address any imbalances that exist.

This has an impact on my life in numerous ways; it affects how I view my own identity and on my well-being. When the opportunity arose to become a core member of the Race Equality Network at King’s, I jumped at the chance.

The purpose of King’s Race Equality Network (REN) is to promote and advance race equality at King’s. It seeks to provide networking opportunities and support both the personal and professional development of all members. As a network, we aim to create a space for identifying and tackling cultural and diversity issues around university policies and practices through supporting the implementation of King’s Race Equality Action Plan.

Our objectives include: valuing the importance of building a community that embraces relational power, transparency, knowledge sharing, respect and equality, supporting the implementation of actions outlined within King’s Race Equality Action Plan and promoting and represent the interests of BME staff and students amongst others. We also aim to develop tangible and practical solutions for changing the way in which race is discussed at King’s. We engage and work collaboratively with both internal and external stakeholders who share our ethos. We would like to create a cultural shift within the university towards open and honest conversations about race.

I have personally faced many occasions in which my name has led to judgement of my command of English, something I found quite astounding in contemporary British society. As someone of mixed heritage, I feel compelled to be part of the REN team in order to address issues of equality of access to opportunities (for both staff and students), inclusion (a sense of belonging and everyone feeling welcome) and diversity of the student/staff body and curriculum.

Working alongside others whose vision for race equality at King’s is similar to mine is exciting, empowering and has a tremendously positive effect on my emotional, psychological and mental well-being. I am motivated by my core beliefs and am happy to share this passion with the team members who are all equally passionate about making a positive change.

For Black History Month, we organised a number of events including a tribute to celebrate the life of Harold Moody, a black Medicine graduate at King’s, who finished top of his class in 1910. Harold was a Jamaican-born physician who campaigned against racial prejudice. We celebrated his legacy in a panel discussion involving Sarah Guerra, Director of Equality, Diversity and Inclusion, current and former BME King’s students, chaired by Professor Evelyn Welch, Professor of Renaissance Studies, Provost & Senior Vice President (Arts & Sciences). Another successful event, attended by over 300 students, was the rapper Akala who came to perform and responded to questions from the audience on race afterwards. He was able to give an honest and articulate account of issues that are still exist within society.

I have been inspired by the enthusiasm shown by REN core members who are all working diligently to bring about positive change within the university. I am also pleased that senior staff are taking notice and that recommendations are being drafted. My own personal well-being has benefitted enormously and I strongly believe any change will be positive for the entire student and staff population and that future generations will benefit, too.