PDF Summary:Decentering Whiteness in the Workplace, by Janice Gassam Asare

Within organizations, whiteness often remains the default standard that shapes company practices—from recruitment and performance evaluations to diversity initiatives. In Decentering Whiteness in the Workplace, Janice Gassam Asare examines how favoring white cultural norms creates inequities and hinders progress for employees of color. She offers strategies for individuals and companies to challenge deeply-rooted biases and shift focus from white viewpoints.

Asare argues that dismantling white normativity requires ongoing introspection and embracing diverse perspectives. By establishing communities dedicated to accountability, companies can move toward true racial equity. Individuals must also examine their internalized preferences that uphold white dominance, even inadvertently, in order to build workplaces centered on inclusion.

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• The software may also include features that promote diversity, such as blind recruitment processes that hide candidates' demographic information from recruiters.
• While it is true that marginalized groups may face barriers such as imprisonment and caregiving responsibilities, it is also important to consider that unemployment can be influenced by a wide range of factors, including economic conditions, industry-specific trends, and individual qualifications, which can affect people across different demographic groups.
• Selection panels could be favoring candidates with specific qualifications or experiences that are necessary for the job, which might correlate with the existing workforce demographics by coincidence rather than as a result of bias.

Career advancement and job assessments frequently give an unintended advantage to employees because of implicit biases that typically benefit individuals of white ethnicity.

Asare argues that consistently giving precedence to standards that are predominantly white in hiring practices has a lasting effect on employees, shaping how their performance is evaluated and their opportunities for career progression. Asare highlights that tools such as personality assessments often used to gauge employee temperament and fit can overlook racial or cultural differences, potentially leading to biased assessments of workers from diverse backgrounds.

Staff performance assessments often hinge on the subjective viewpoints of supervisors and colleagues, which may be swayed by unconscious prejudices. Asare shares her experiences within the academic sphere, describing how she was subjected to more intense scrutiny and harsher critiques than her colleagues of various ethnicities, even though she utilized identical teaching methods. The criteria used to evaluate an employee's readiness for promotion frequently favor traits and behaviors commonly found in white employees, thereby creating a hidden barrier that hinders the career advancement of employees from diverse racial backgrounds.

Other Perspectives

• Some organizations use third-party assessments and external benchmarks to evaluate employees, which can reduce the influence of individual biases and provide a more equitable assessment of employee performance across different ethnicities.
• Personality assessments are designed to measure traits that are believed to be universal across cultures, such as openness, conscientiousness, extraversion, agreeableness, and neuroticism, which may mitigate the potential for cultural bias.
• Objective performance indicators, such as sales numbers, project completion rates, or customer satisfaction scores, can serve as a significant part of performance assessments, reducing the reliance on subjective judgments.
• Harsher critiques and scrutiny could be attributed to factors unrelated to race or ethnicity, such as individual performance issues, communication styles, or interpersonal dynamics within the team.
• Criteria for promotion are often designed to be as objective as possible, focusing on measurable achievements and competencies that are relevant to the job, regardless of the employee's ethnicity.

In attempting to address racial imbalances, initiatives to foster diversity, equity, and inclusion in the workplace may inadvertently place excessive focus on whiteness.

Asare argues that, in a paradoxical twist, the concept of whiteness often occupies a dominant role, even in initiatives aimed at fostering an environment of inclusiveness, equity, and diverse representation. DEI initiatives, while well-meaning, often stem from individuals who have not personally experienced racism and are typically white, which can unintentionally prioritize the viewpoints and needs of those who share their racial identity. The disparity between the stated goals of programs designed to promote diversity, equity, and inclusion and their actual impact can affect individuals from marginalized groups in the workforce.

Initiatives aimed at fostering diversity, equity, and inclusion are frequently initiated by white leadership and are generally crafted to meet the needs and preferences of white employees.

Asare emphasizes the imbalance in the composition of the DEI field, pointing out that statistics show white individuals occupy 76% of chief diversity officer roles. She also emphasizes how initiatives for diversity, equity, and inclusion that are spearheaded by white individuals often receive greater financial backing and endorsement compared to those founded by people of color, highlighting the continuous bias towards whiteness even within areas dedicated to combating disparity.

Asare reflects on her initial experiences as a Black DEI consultant, where she meticulously crafted her workshops to avoid discomfort among white leaders, consciously avoiding any mention of the inherent advantages and structural dominance associated with being white. She notes that prioritizing the comfort of white individuals can undermine the development of a truly diverse environment by avoiding the core issues that lead to racial inequalities, rather than building a culture that ensures fairness and embraces all individuals.

Context

• Chief Diversity Officers are responsible for developing and implementing strategies to promote diversity, equity, and inclusion within organizations. This includes policy development, training programs, and ensuring compliance with diversity-related regulations.
• Since decision-making power often rests with white leadership, they may naturally prioritize and fund initiatives that align with their perspectives and experiences.
• The concept of whiteness as a dominant cultural norm has roots in colonialism and systemic racism, where European standards and perspectives were prioritized and institutionalized, influencing modern workplace dynamics.
• Black DEI consultants may experience significant emotional labor when navigating these discussions, as they balance the need to address important issues with the potential backlash or discomfort from white leaders.
• Without addressing deeper issues, diversity efforts may result in tokenism, where the presence of a few individuals from underrepresented groups is highlighted without meaningful integration or support.
• Effective policies that promote equity and inclusion must be actively enforced and regularly reviewed to ensure they are meeting the needs of all employees.

Efforts aimed at fostering a diverse, equitable, and inclusive environment may inadvertently continue to emphasize standards that are predominantly white-centric.

Asare suggests that the efforts and commitment directed towards DEI initiatives might unintentionally maintain a subtle focus on whiteness. When initially creating content for her consulting firm, Asare acknowledges that without realizing it, she chose stock images that predominantly depicted white individuals, believing it would put her predominantly white clientele at ease. The undue focus on perspectives that center around whiteness can continue to propagate the notion that these views are the norm, potentially leading to feelings of being underappreciated and marginalized among employees of color in initiatives related to diversity, equity, and inclusion.

Asare also questions the overemphasis on employing empathy to tackle racial problems. The author argues that while empathy can be beneficial, it frequently fails to bring about systemic change because it is overshadowed by individual biases that lead to a focus on personal emotions. Asare emphasizes that relying on empathy to address racial inequity often centers the experiences and emotions of white people, placing the burden on marginalized groups to educate their white colleagues about their pain and trauma.

Other Perspectives

• The recognition and correction of white-centric biases in DEI efforts, like the example given of stock image selection, demonstrate an ongoing process of learning and improvement rather than a static state of unintentional bias.
• It's possible that the firm's clientele is not exclusively white, and the use of predominantly white images might not accurately represent the diversity of the client base, which could be addressed in future content strategies.
• Efforts to foster diversity, equity, and inclusion (DEI) are often designed to be adaptive and self-critical, meaning that they can evolve to better represent and serve a diverse workforce rather than perpetuating a single perspective.
• Empathy in racial issues can lead to more effective allyship, as it encourages individuals from dominant groups to understand the impact of racism and become active participants in combating it.
• Empathy in the context of DEI initiatives can be structured to avoid centering any single group's emotions by ensuring that it is coupled with education and action plans that address systemic issues.
• The burden of education about marginalization does not necessarily fall on marginalized groups; white individuals and those in positions of power can take proactive steps to educate themselves without placing that responsibility on their colleagues.

The book explores the prevalent tendency to favor white standards and presents various strategies to alter this emphasis.

Individuals of different racial heritages might inadvertently give precedence to customs and principles linked to whiteness in their personal and professional settings.

Asare argues that the prevalent emphasis on white cultural standards in society has led individuals from diverse ethnic backgrounds to unconsciously embrace norms and practices that give precedence to white viewpoints. The frequent remark is that cultural inclinations, perceptions of achievement, and, more often than not, the dominant norms that privilege white characteristics are usually in agreement. Asare candidly shares her personal struggles with adhering to standards that are primarily white, highlighting the ingrained nature of these biases, especially for individuals dedicated to dismantling the dominance of white cultural norms.

The author contemplates their personal evolution and the chase of aesthetic standards, societal milestones, and notions of success that are largely influenced by the prevailing idea of Caucasian-centric norms.

Asare's personal experiences have been profoundly shaped by the predominant focus on whiteness, which goes beyond mere theoretical concepts. She recalls from her younger years how her peers ridiculed her appearance, particularly her hair and the shape of her mouth, which caused her to desire conformity with aesthetic standards largely embraced by those of European descent. As a young girl, she felt compelled to conform to the slim physiques of her peers and even contemplated undergoing a procedure to diminish her fuller lips.

Asare recounts how she internalized the idea that Black music and culture were "ghetto" and felt compelled to embrace white cultural preferences. She expressed hesitation to sign up for colleges and universities with a predominantly Black history, opting to join those where white individuals were the majority, even though it meant incurring significant financial costs. Asare's candid insights reveal entrenched ideologies that elevate white norms, causing individuals to subconsciously favor whiteness, often at the expense of their own well-being.

Practical Tips

• Develop a habit of journaling about the unique aspects of your appearance that you love. Each day, write down one thing about your physical appearance that you find beautiful or unique, and why it makes you feel confident or happy. This practice can shift your focus from conforming to external standards to appreciating your individuality.
• Create a visual collage of diverse beauty using images from magazines, social media, and other sources that represent a wide range of body types, features, and ethnicities. Place this collage somewhere you'll see it daily to remind yourself of the broad spectrum of human beauty and to reinforce the idea that beauty is not a one-size-fits-all concept.
• Engage in conversations with alumni from a diverse range of colleges to gain insights into their experiences and how their educational choices have shaped their careers and personal lives. Reach out to alumni networks, LinkedIn contacts, or local community groups, and ask open-ended questions about their college experiences. Focus on understanding the long-term impact of their educational choices rather than just the immediate effects.
• You can start a personal media audit by tracking the diversity in the shows, movies, and books you consume for a month. Note the racial representation and how characters of different races are portrayed. This will help you become more aware of the media's influence on your perceptions and seek out more diverse and accurate representations.

Non-white individuals may also engage in behaviors that center whiteness, like code-switching or disparaging their own racial/ethnic group.

Janice Gassam Asare emphasizes the extensive impact of whiteness that extends beyond individuals who are racially white, influencing how people of color view themselves and engage with the world. The writer highlights how frequently individuals from underrepresented groups modify their language, attire, and behavior to conform to cultural expectations largely established by white norms, a phenomenon known as code-switching. Asare acknowledges that while code-switching can be a strategic method for navigating environments dominated by white culture, it may also result in feelings of inauthenticity and reinforce the idea that other cultural identities are judged against a standard that places white norms at the forefront.

Asare suggests that people might start to place less importance on their distinct racial or ethnic heritages due to the influence of white supremacist beliefs. People may adopt harmful stereotypes about their own group or deliberately separate themselves from their cultural heritage in an attempt to conform more closely with the norms often associated with being white. Asare highlights that these actions, while seemingly contradictory, actually emphasize the powerful influence of a societal framework that is entrenched in whiteness, influencing how people of color view themselves and engage with their surroundings.

Practical Tips

• You can start a personal reflection journal to explore your own biases and perceptions. Dedicate a few minutes each day to write about your interactions with people of different racial backgrounds. Reflect on how whiteness might have influenced these interactions and consider ways you might change your behavior to be more inclusive and understanding.
• Create a support network with friends or colleagues who understand the pressures of code-switching. Meet regularly to share experiences and discuss strategies for maintaining authenticity while navigating different cultural expectations. This can provide a safe space to explore your identity and the impact of code-switching on your life.
• Engage in cultural exchange by pairing with someone from a different background to share and learn about each other's heritages. Set up a series of casual meetups where you each bring something representative of your culture, such as music, art, or food. Discuss the history and personal significance of these items, fostering mutual appreciation and understanding.
• You can explore your cultural heritage by creating a personal heritage document, where you detail your family's history, traditions, and stories. Start by interviewing older family members, researching the origins of your cultural practices, and documenting everything in a journal or digital document. This process can help you understand and appreciate your roots, making it less likely that you'll unconsciously adopt stereotypes or distance yourself from your heritage.
• Create a "diversity book club" with friends or colleagues to read and discuss literature by authors of color. Choose books across different genres and time periods to understand diverse perspectives. Discuss how the themes relate to current societal frameworks and personal experiences. This can be a simple monthly gathering where each member brings their insights and questions.

Continuously reflect to shift focus from viewpoints that are predominantly white, break down deep-seated biases, and amplify the stories of those who are often marginalized.

Asare argues that shifting from a perspective that places white norms at the forefront necessitates an ongoing journey of self-reflection and the breakdown of entrenched beliefs. We must persistently engage in self-reflection and recognize how the belief system of white supremacy has infiltrated our minds, affecting us both overtly and on a deeper, often unnoticed level. The strategy also involves creating practices that prioritize the perspectives of individuals who are often sidelined. The author provides practical measures for individuals to start moving away from a perspective that prioritizes whiteness.

To initiate a shift in emphasis from norms centered on whiteness, it is crucial to engage with diverse viewpoints, cultivate communities that emphasize accountability, and adopt an attitude of humility.

Asare suggests beginning the transition from a viewpoint that is predominantly influenced by diversifying the array of materials we utilize. She advocates for the proactive exploration and consumption of a variety of media, including books and films, produced by creators hailing from a multitude of ethnic and cultural origins. Embracing diverse perspectives broadens our understanding and challenges the predominantly white narratives that have traditionally shaped our viewpoints.

Asare underscores the necessity of establishing environments in which we proactively confront and assume responsibility for tackling racial dominance. She underscores the significance of surrounding oneself with a varied collective committed to opposing racism, providing motivation, backing, and insightful feedback. Asare underscores the necessity of maintaining a humble approach, recognizing that the journey of continuous learning is bound to include mistakes. By embracing humility, we become more open to feedback and can adjust our approach when we acknowledge that our perspectives are overly centered on white norms.

Context

• Shifting away from entrenched norms can encounter resistance due to unconscious biases, fear of change, or lack of awareness about the benefits of diversity.
• Such communities often implement specific mechanisms like regular discussions, workshops, and feedback sessions to ensure ongoing engagement with issues of race and privilege. These mechanisms help maintain focus on continuous improvement and learning.
• Humility underscores the importance of lifelong learning in the journey toward racial equity, acknowledging that understanding is an ongoing process.
• Exposure to a wide range of cultural narratives can help reduce implicit biases by challenging preconceived notions and broadening one's perspective beyond familiar cultural norms.
• In an increasingly globalized world, understanding and integrating diverse perspectives is crucial for effective communication and collaboration across different cultures and communities.
• Creating a supportive network involves fostering relationships that are based on trust and mutual respect, where members feel safe to express their thoughts and experiences related to racism.
• A humble approach contributes to creating a workplace where all employees feel valued and heard. This can lead to increased innovation, better team dynamics, and a more equitable organizational culture.

People must engage in profound introspection regarding how they might have inadvertently upheld and embedded the notion of racial superiority in their attempts to fight against racism, in order to truly eradicate the widespread impact of racial prejudice.

Asare acknowledges the complex task of redirecting attention from the normativity of whiteness and argues that those dedicated to anti-racism must be ready to examine their own deep-seated biases. The author emphasizes that even those with expertise in diversity, equity, and inclusion can unintentionally sustain white dominance by focusing on it as the main subject.

Asare encourages a deep self-examination to identify any inadvertent actions that might perpetuate standards favoring white norms. The procedure involves a careful examination of the language we use, the assumptions we make, and the perspectives we prioritize. Asare emphasizes the significance of acknowledging how we contribute to the persistence of systems that uphold racial dominance, which empowers us to effect significant change and engage in dismantling these systems within our personal lives and broader spheres of influence.

Context

• Education systems often perpetuate dominant narratives. Introspection involves questioning and seeking diverse perspectives beyond traditional educational frameworks.
• Biases are not only about race but intersect with other identities such as gender, class, and sexuality, which can compound experiences of discrimination or privilege.
• Systems for feedback and accountability might not adequately include or prioritize voices from marginalized communities.
• Developing cultural competency involves understanding and appreciating cultural differences, which can help in recognizing and dismantling white norms. This requires ongoing education and openness to diverse perspectives.
• These are subtle, often unintentional, discriminatory comments or actions. Understanding and addressing microaggressions is crucial for creating an inclusive environment.
• Acknowledgment in this context refers to the conscious recognition and acceptance of one's own biases and the role they play in perpetuating systemic racism. It involves an honest appraisal of personal and institutional behaviors that contribute to racial inequality.
• The language we use can perpetuate racial stereotypes and norms. Being mindful of language involves questioning commonly accepted terms and phrases that may reinforce racial hierarchies.