Becoming an Anti-Racist Supervisor

Published on September 1, 2020.

Protesters and activists across the country are calling for reform and racial justice. At the University of Minnesota, President Gabel has also taken steps to address the systems, practices, and structures that are harmful to the Black, Indigenous, and people of color on our campuses. 

Becoming an Anti-Racist Supervisor

Systemic racism, and how to address it, has become a national topic of conversation reignited by the murders of George Floyd and Breonna Taylor, the shooting of Jacob Blake, and other recent acts of racially motivated violence against people of color. However, these tragedies are neither the beginning nor the extent of racism—racism occurs in a variety of smaller ways every day, including at the University of Minnesota.

As supervisors in the University community, it’s vital that we use our power and influence to combat biases and norms in our workplace that might lead to racial discrimination and harm. We need to take meaningful action to make our institution more diverse, equitable, inclusive, and just.
 

What does recognizing whiteness have to do with anti-racism? 

Here at the University of Minnesota, 84% of supervisors are white as are 78% of all faculty and staff —therefore, many of the cultural norms and systems at the University were established by white people. This can make it difficult for white people to recognize that these norms and systems often perpetuate racism and bias. As supervisors, however, we have a responsibility to challenge racial norms and systems and replace them with ones in which Black, Indigenous, and people of color (BIPOC) can contribute, succeed, and receive both respect and recognition for their work. Imposing implicitly biased norms and preferences can hinder the success and advancement of employees of color, even if supervisors have the best of intentions. It’s important to recognize that our intentions often have very adverse impacts. 

Reflect: Particularly if you’re white or from a white community, think about ways that your norms that have been shaped by racism and white preference, especially in regards to your fellow faculty, staff, or potential hires. 

• What are your workplace norms? What is deemed “professional” and what is not (i.e., hairstyles, ways of dressing, or accents and speech patterns, assertiveness, voice level)?
• In what ways do employees feel empowered to express their culture such as traditions, holidays, music, and books?
• When hiring, how are you making sure you evaluate candidates on the unique skills, experiences, and perspectives they add to your team (their cultural add) rather than looking for a candidate that is a better “cultural fit”?

These are just some examples of thoughts and behaviors that keep us from creating a more inclusive work environment. 

Learn about the roots of racism.

Many of the University of Minnesota campuses were built on land taken from Indigenous peoples. In the 1850s the University accepted a large endowment from William Aiken Jr. whose wealth came from the work of the enslaved people he owned. Until 1954 the University had policies that permitted racial segregation on campus. Though we as faculty and staff are not responsible for this racist past, we are collectively responsible for being aware of how racism harms those of us who are BIPOC and for ensuring that we are all treated with equity and dignity, regardless of ethnicity.

Reflect: Dedicate time to learning from a source that describes how racism has shaped today’s America and the culture at the University.

Here are some places to start:

• What part did slavery and racism played in the University’s history?
• What historical “reminders/evidence” such as building names and monuments still exist today?

Real change starts here. 

The first step of any change is recognizing that the problem exists and your contributions—even if unintentional—to it. In this case it may help to suspend your thoughts and judgments that racism is bad and you are good, therefore you cannot be racist. Rather, take a look at your actions that might perpetuate or disrupt the racist systems in our community, at the University, and in your department or unit. The journey of an anti-racist is a marathon, not a sprint. There’s a lot of work to do. Remember to learn from your mistakes and stay the course, especially during uncomfortable conversations or situations.

Reflect. The first step to establishing an anti-racist foundation for change begins with learning about the history and context of racism and recognizing our biases.

• What campus resources can you reach out to or become part of (i.e, research, books, affinity groups) to learn more about the history of race and racism in the workplace?
• We all have biases. How can you identify and acknowledge yours? 
• What are the impacts of what you say and do?
• What norms and processes exist within the University/college/unit?