Join me as I share my latest strategies for developing and facilitating Whiteness Affinity Space in your organization designed to deepen the capacity of white allies and change agents to partner with people of color and other whites to interrupt racist dynamics and practices and create more racially just organizations, products and services.
Well explore strategies and approaches to:
Work with leaders to position Affinity Spaces within the organizational goals and Strategic Plan.
Design effective marketing approaches to invite whites and multiracial employees with white ancestry to come explore whiteness and racism and identity ways they can be active change agents for creating more racially just organizations and work environments as well racially inclusive services and products for clients.
In our privileged identity as whites and people with white ancestry and light skin privilege, we were socialized with the racist negative stereotypes about people of color, Indigenous peoples, and people who identity as multiracial. Unfortunately, many of us absorbed and internalized these racist, white supremist messages. To effectively partner with people of color to create racially just organizations, it is imperative that we 1st do our own healing work to recognize, disrupt, and unlearn all the Internalized Dominance we absorbed as whites, people with white ancestry. The next step is to identify and practice new ways of being that co-create a new, truly inclusive organizational culture.
In this episode, we will explore answers to these questions:
Why should organizations sponsor Whiteness Affinity Spaces for leaders and employees? How do you work with leaders to get their support and buy-in as well as position Whiteness Affinity Spaces within the strategic plan and goals of an organization? What are critical intentions and goals for Whiteness Affinity Spaces? How do you start a Whiteness Affinity Space: goals, purpose, marketing, etc. What are some conversations, prompts and activities to build an authentic learning community in the 1st few sessions? What are some critical competencies (Knowledge, Self-Awareness, Skills, and Capacity to Create Change) that people can develop and deepen in White Affinity Spaces? What are ways to scaffold learning and skill development over 8-20+ weeks? What are the critical design facilitation skills that the facilitators of White Affinity Spaces need to be effective? What are predictable types of resistance from employees and leaders as well as those participating in the Whiteness Affinity Space? Tips to avoid common traps and pitfalls.
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