White Fragility [Book Review]

Why is it so difficult to have meaningful conversations about race and racism?

I’ve got an answer that you’ve never heard before

Get your pen and paper ready because I’m reviewing a book that looks at race and racism in a way that you’ve probably never come across before.

The book is White Fragility: Why It’s So Hard for White People to Talk About Racism by Robin D’Angelo. This is the second book that we discussed in our book club

I want to thank Jake Hobson and his colleagues at CBRE for hosting our launch event for the Book Club, we had a great mix of people who had really interesting and powerful insights, some of which I’m going to be sharing with you today.

In todays show I discuss several things including:

  • How Cognitive Diversity leads to better outcomes in groups and teams
  • How Diversity and Excellence are not mutually exclusive
  • Why Diversity is a necessary issue to address.and much much more

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

Whiteness as a concept and it’s relationship to racism

“The book argues that whiteness is a property, this is an important point because it draws attention to the social construction and the structures that create and recreate the system”

Why Racism is a system of advantage and not just discrimination

“Racism is a system of advantage that provides benefits and privileges to those defined and perceived as white

How ‘White’ people benefit from racism and find it difficult to discuss

“If you are defined and perceived as being white, you receive these benefits and privileges whether you are aware of them or not, whether you like it or not.”

To continue the conversation, get in touch or leave a message, we would love to hear from you in our Linkedin Group that’s also where you can access a slide deck that summarises everything that we talk about on the show.

If you’re finding us for the first time, hit subscribe to make sure that you get all the latest updates and access to other episodes of the show.

Make sure you sign up to our newsletter to get on the insider list for access to special events and forthcoming opportunities

SHOWNOTES

White Fragility: Why It’s So Hard for White People to Talk About Racism

White Fragility Reading Group Guide 

Robin D’Angelo Resources 

Fourteen Words

When the Irish became white: immigrants in mid-19th century US

Who Can Be ‘Racist’?

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