As a white person, what happens when you make the conscious decision to stare racism in the face, to wake up?
Welcome to St. Joseph's Neighborhood Center's Race and Diversity Initiative Home Page
This page is dedicated to providing resources to help us at St. Joseph's Neighborhood Center continue to reflect upon and explore issues of race, power and privilege in the context of our work at the Center (and in the world around us). We are well aware that these issues do not exist in a vacuum, and that many other important issues intersect with issues of race (e.g. sexual orientation, disability, etc.). This specific initiative, however, hopes to move our collective race conversation forward - fostering healing and growth in this one domain.
The resources provided on these pages represent just a fraction of what is available for people who want to engage this work. If you have suggestions for other resources, please let us know about them.
We're glad that you are visiting this site and hope that you find it useful to your journey.
If you want to offer any comments, suggestions or want more information, click here.
In any process of change, it is important to consider the level of identity development of the participants (at an individual and collective level). These articles give some greater depth to this topic as it relates to racial identity development. These could be used to assess individuals and organizations.
Here's an article on "Seeing and Naming Racism in Nonprofit and Public Organizations" by consultant Laurin Mayeno
that we found very useful because it asks some very specific questions that can provoke reflection. In the article she asks readers to reflect on statements like:
The community served or most impacted by the organization’s work has little or no power over the direction of the organization and how it uses its resources.
When race is discussed, special efforts are made not to offend the white leaders.
Staff members of color are concentrated in more front line and support jobs, with less positional power and autonomy.
Diversity, equity and inclusion work is relegated to staff members who lack positional power in the organization.
From one of our community members, Dionne Jacques, from Pathstone:
If we are serious about tackling the issue of structural racism, we have to include a good look at the role the criminal justice system plays. Consider: Whites make up 64% of the population and 39% of prison/jail population. Blacks make up 13% of the population and 40% of prison/jail population. That is striking, and it is by design. I believe any work we do should include looking at our CJS and how it is used to disproportionately disaffect, displace, disenfranchise people of color and how we can help mitigate that. To see the the new Mass Incarceration report from Prison Policy Initiative: https://www.prisonpolicy.org/blog/2017/03/14/wholepie2017press/
For more information on Dr. Joy DeGruy's
Post-Traumatic Slave Syndrome, click here
To watch a video by Dr. Ken Hardy
on Trauma, click here
To take Harvard University's Implicit Association Test
(IAT) click here
For a quick primer on how your organization might go about this process and what articles we recommend, click here
Besides encouraging people to take the Implicit Association Test (IAT), we wanted to provide some resources for organizations that wish to utilize supplemental materials to explore how internalized racism operates within your organization.
For white people we would recommend that you begin with something like Peggy McIntosh's "Knapsack" article below and then explore other articles on "Detour Spotting", "White Supremacy Culture" and the "Checklist for White Allies." Robin DiAngelo's "Why it is so hard for white people to talk about race," is also an excellent resource for thinking about the mechanisms that prevent white people from further reflection.
For People of Color, we would recommend the article by Suzanne Lipsky on "Internalized Racism" or the "Internalized Racism Inventory."
Naturally we encourage everyone to explore all of these resources, but suggest the above if you want to know where to start.
Each organization participating in the SRI process is encouraged to develop a “change team”
in order to help make the initiative more successful and sustainable. A change team is a kind of working group that provides leadership, momentum and accountability within the organization.