Acting White [Book Review]

Is there such a thing as Acting White? If so why would anyone want to do that?

Find out why in this fascinating book.

Here are some key messages from this episode:

  • How the 4 Stages of Racial Negotiation are used in the workplace
  • 2 Powerful models of Discrimination you should understand
  • How Racial Comforting is used by People of Colour

Play the episode for more.

Here are some key takeaways from this episode:

People Act White out of necessity

In the book working identity was involuntary work. We said it was shadow work. It doesn’t apply to everyone. The people who engage in working identity are managing racial stereotypes.”

There are incentives for people to Act White

“Attempting to “Act White” is a strategy people employ in order to mitigate the disadvantage they experience in the workplace”

There are costs for people who Act White

“The authors repeat this throughout the whole book. Working Identity is a form of work. It requires, time, effort and energy. Not everyone has to do this kind of work”

Here are some resources so you can go deeper:

Acting White?: Rethinking Race in Post-Racial America

Check out these related episodes of the show.

A Beginner’s Guide To Identity Work And Why You Need To Understand It To Promote Diversity & Inclusion

The Performance of Self In Everyday Life  [Book Review]

Why Most Diversity Programs Haven’t Succeeded [Book Review]

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

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