Reflecting on White Privilege - WIN London Mind Salons
WIN: Women in Innovation believes that positive, constructive, and critical conversations about female leadership are vital to build community, drive innovation and support gender equality in business. And to continue to facilitate rich conversation and knowledge sharing from our remote settings, WIN London launched Mind Salons; online breakfast discussions centered on specific challenges faced by women in innovation.
This month, as part of a 3-part series on race, the Mind Salons posed the question ‘What is white privilege and how can we be better allies?'
When looking at the innovation industry, we must acknowledge that our industry is homogeneous and predominantly white. In the midst of a historical and empowering social, political time and with keeping WIN’s mission to close the gender gap in innovation in mind, we believe there is one topic that can’t be overlooked: race.
Throughout a span of articles, including Why I am no longer talking to white people about race, Why the ‘Race card doesn’t exist and how to be a better Ally, Janaya Future Khan’s Guide To Understanding White Privilege and I’m a black man with white privilege. I see how it distorts America, the authors discuss the impact of white privilege on everyday dynamics. Using the articles as a prompt to encourage open and intimate conversation, the WIN London community convened to share real experiences of racial discrimination and reflect on the impact it has on our industry.
So what can white people learn about white privilege and how can white people start to uncover our blindspots in order to equally support all women in innovation? Our discussion unearthed 3 first steps to take on the road to addressing white privilege:
Illustration for Reni Eddo-Lodge long read by Ben the Illustrator via The Guardian
Colour-blindness is used to silence talk about structural racism while we continue to fool ourselves with the lie of meritocracy. Colour-blindness is a childish, stunted analysis of racism. It starts and ends at “discriminating against a person because of the colour of their skin is bad”, without any accounting for the ways structural power works in these exchanges. This definition of racism is often used to silence people of colour when we attempt to articulate the racism we face. When we point this out, we are accused of being racist against white people, and the avoidance of accountability continues.
Not seeing race does little to dismantle racist structures or improve the lives of people of colour. In order to do so, we must see race. We must see who benefits from their race, who is affected by negative stereotyping of theirs, and on whom power and privilege is bestowed – not just because of their race, but also their class and gender. Seeing race is essential to changing the system.
Why I’m no longer talking to white people about race - Reni Eddo-Lodge
1. Recognise whiteness to recognise privilege
We may be able to easily discuss gender in everyday conversation but race remains a topic of discomfort. Race is a topic white people don’t talk or think about regularly or even generally at all. While white people may perceive this as very normal, white privilege is exactly this, not having to think about race in daily interactions, whether walking into work or meeting friends for drinks. In contrast to people of colour, white people are not limited or disadvantaged by the colour of their skin and this is what places them steps ahead in everyday life.
Ask yourself:
‘How often do you think about your own race?’
‘What situations, events of life experiences did you have the privilege to attend or experience that people of colour may not have?’
Every time I said “privilege,” many people thought I was saying they had never been through anything in their life – and it is such a human thing to be protective of the story of yourself, that which has shaped the person you’ve become. But privilege isn’t about what you’ve gone through; it’s about what you haven’t had to go through. And right now we are in a time that is calling on all of us to learn the stories that we don’t know. –
Janaya Future Khan in Vogue
2. Learn about race, it’s essential to changing the system
Saying that ‘I don’t see colour’ used to be an aspirational statement and an accepted form of driving equality. While such a statement may be well-intended, it proves challenging in reality. Race is part of a person’s identity and stating you don’t notice it denies the barriers people of colour may face as well as the existence of systemic racism. So instead of denying the role of race, privileged people should aim to learn more about the intricate racial dynamics that are part of everyday life and the influence it has on individuals. People of colour, whether in your friendship groups or at work, can help uncover white privilege blindspots and unintentionally hurtful behaviours. However, it is vital to balance inquisitiveness with being mindful of others' emotional experience, don’t jump straight to asking someone about their experience or advice but ensure that people are comfortable with discussing the topic first.
Ask yourself:
‘How have your ideas around the role of race evolved?’
‘How present is racial diversity in your social and work circles? What are the narratives and belief systems about race and the role it plays?’
...it’s important to constantly educate ourselves on issues of race and gender discrimination. It can be easy to ignore the realities, simply scrolling past hot-topic article headlines on Twitter instead of actually reading the stories. Challenge yourself to engage when you are skeptical and to become dedicated to learning more about issues of discrimination rather than remaining ignorant out of fear.
– Celeste Scott in The Good Trade
3. Be an ally to people of colour, support others and decenter yourself
Learning and understanding the role of race in society implores many of us to contribute to a more equitable (work) environment. People of colour are often less recognised at work and white counterparts can use their privilege to support and uplift people of colour. However, there is a fine line between support and virtue signaling. People of colour need allies and supporters but not a ‘rescuer’ or saviour. The solution is to de-centre privileged people from the narrative, while leveraging their power and influence to make space for people of colour. Listen to people of colour, give them a chance to showcase their potential and, celebrate and acknowledge their success publicly. Also, contribute to a more inclusive environment by being vocal about injustices and educate friends and colleagues on microaggressions.
Ask yourself:
‘Who in your organisation could you more actively support?’
‘What blindspots, microaggressions and injustices in your organisation could you raise, prevent or stop?’
Thank you to WIN’s Georgie and Justine for hosting such thought provoking Mind Salons. And thank you to the WIN London community for attending the session and sharing your insights and experiences. Keep an eye out for upcoming Mind Salon invites.
The Mind Salons are designed to be replicated so that you can engage and develop your own community. At the end of the race series we will be sharing a Mind Salons Toolkit covering all three topics so you can host your own sessions.
If you have any suggestions for topics or themes for future Mind Salons or would like to (co-)lead a session, don’t hesitate to reach out, we’d love to hear from you!
Editorial: Joëlla Bril
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