A Simple Introduction to Antiracism

It’s no longer enough to say you’re not racist

Now, you’re expected to be Anti Racist

But does it mean and where do you even start?

Get your pen and paper ready because we’re talking about Anti Racism 

In todays show we discuss several things including:

  • The Campaign I’m supporting that challenges stereotypes
  • The obligation of Antiracism
  • Why people will change the meaning of Antiracist
  • Why we are all engaged with racist polices and  much more 

Here’s some of what I share in the show:

Antiracism is focused on policies not people

“Being anti racist isn’t just about challenging individual behaviours, it’s about challenging the system. What system? The system of advantage that provides benefits and privileges subject to your race It’s about challenging the policies, procedures, rule and norms”

Antiracism is an active process

“being racist can be passive but to be anti racist is active. It’s clear to me that being anti racist is a process, it means recognising policies that create inequality based on race and challenging them”

Antiracism forces us to admit when we’re being racist 

“being antiracist means we have to admit when we’re being racist, this is useful because it moves us away from thinking of being racist as an absolute term that applies at all times”

SHOW NOTES 

Centre for Anti Racist Research

Alberta Civil Liberties Research Centre  

How To Be an Antiracist 

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Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences