Undoing Internalized Racism

About six months ago a young Black woman, who was a former colleague of mine, tweeted that she felt like all DEI and RE offerings always centered on the learning and unlearning of white people. And it struck me because I had over time had similar experiences, where DEI and RE training not only centered the experience on white participants’ comfort and interest but often used people of color as exhibitions for the learning. On display and for the edification of white folks, where all the feelings and trauma of our lives as people of color in a country that continues to oppress and threaten our ability to be safe, healthy, and thrive. And so I made a list of all the ways I could think of creating offerings that would support people of color navigating through a society and systems that continue to uphold ‘whiteness’ as the standard. And here I am with my first offering - a framework for undoing internalized racism. Before you go on…two caveats that I believe will be true for anything that I create: 1) This tool requires the user to intentionally slow down and make effort for self-reflection. You will need to get practiced at assessing your own patterns of internalized racism so that you can take opposing action to those patterns. Press the pause button at least once a day and ask if your behaviors are a manifestation of internalized racism. Make notes for yourself when you notice the behavior and be intentional to practice the reflecting strategy opposite the oppression. 2) As I believe no offering is fixed but should continue to evolve and grow along with us, my first contribution is a good enough effort. It is the beginning of a framework design for undoing internalized racism. I’m sure I’ll tweak and build upon this tool. And if you use it, I welcome your feedback.

Undoing Internalized Framework - Self Reflection Star

Undoing Internalized Racism - A Framework - Mandala Change Group

On the inside of our star are ways in which internalized racism/oppression can show up for people of color. On the reflection side (the darker triangles) are strategies to counteract the internalized racism/oppression.

When we MIRROR we are replicating or reflecting back norms, standards, and behaviors we think are "acceptable" or “normal” in white-dominant cultures or under the gaze of "whiteness" - for example dressing in ways that are considered "professional" MODELING is self-determining our deepest standards and the ways we want to show up - holding ourselves and each other accountable to standards that reflect our cultural values and beliefs. There was a time when I would do anything I could to press and keep straight my naturally curly hair because I was once told that people with curly hair were perceived as flighty, and not taken seriously. Then I saw my young son trying to use water to slick down and make flat his beautiful curly hair and from that day on I wore my hair in its natural state, modeling for my son what it looked like to embrace the features that were part of my racial identity.

When we SABOTAGE we are undermining the leadership of other people of color because internalized racism has taught us to center our own self-interest over collective interest - and question the leadership capacity of folks who look like us. SUPPORT looks like behaving in ways that value solidarity and the upliftment of all people of color while still holding one another accountable, naming hard truths, and giving constructive feedback. Support also means taking care of one another and ourselves by holding the line on personal and professional boundaries and giving ourselves time for rest and reflection.

MISTRUST looks like not trusting ourselves and other people of color's instincts, capabilities, experience, intelligence, etc. Internalized racism conditions us to look for approval and validation of white people and white institutions as the standard-bearer of what is good and ‘perfect’. When we TRUST & BUILD we hold faith in our own and other people of color’s talents, strengths, lived, and professional experience. Believing that we deserve to be heard, seen, and respected. When we build we are investing in the development of ourselves and others - including deepening gifts through skill-building, coaching one another through blindspots, supporting one another's work and businesses with our money and time.

GATEKEEPING is the activity of controlling, usually limiting, access to something or someones. When we gatekeep our own people we judge their worthiness to access based on standards of whiteness. Maybe we are privileged to participate in decision-making meetings or sit at powerful tables but we censor others' access because we don't believe they'll show up in the "right way" or because we believe there is only space for 'one of us’ at the table. LIBERATED GATEKEEPING is the activity of using your power, privilege, and access to give access to others, especially those who have little or no access. This might include creating opportunities and space for emerging or younger leaders of color. [Gatekeeper archetype inspired by the work of People's Institute for Survival and Beyond and Monica Dennis, Racial and Gender Justice Strategist, and Practitioner]

Racism teaches people of color to CONCEAL & SUPPRESS and seek to eliminate aspects of ourselves that are powerful, community-driven, brilliant, creative, and loving. We often censor our thoughts and ideas for the comfort of others or buy into stereotypes that might keep us from showing up as our full selves. For example, I’ve often heard Black women I coach say they don’t speak up when they know they should for fear they will come off as “the angry Black woman.” I encourage them to name that even as they’re speaking up as a way to dispel the myth and set themselves up to be listened to and heard without a filter. When we show up as our AUTHENTIC SELF we tap into our personal power and aspects of identity to bring all of our gifts and talents to bear on opportunities to lead in ways that benefit our health and well-being and that of our beloved community.

When we UPHOLD WHITENESS we are upholding an ideology that is constructed by a set of practices, behaviors, norms, beliefs, standards, and values that are set to reinforce white-skinned people as superior to people of color. When are LIBERATED in our LEADERSHIP, we understand that as people of color we are not the problem, racism is the problem. We move in ways that seek to disrupt and dismantle all systems of oppression and create liberation for ourselves, our people, and all people.