What is white privilege & why is it so hard to talk about it?
As an organization advocating for the dignity of all people—and one with a predominantly white audience—we can't sit out on the conversation around the systemic oppression that exists in the US. It’s worth repeating from our last post: we believe this work is central to our advocacy, as it’s important to understand our individual influence, platform, position, and voice.
Without awareness, we lack the authority to advocate genuinely and with sincerity.
When it comes to conversations on white privilege and racism, things often get sticky, sometimes volatile, and uncomfortable at best. It’s not an easy topic to broach. As a white woman, there’s really only one position I can assume in this conversation, and that is one of humility. I do not and will not ever have the same experience as a BIPOC (Black, Indigenous, Person of Color). This means I can never be an “expert” on the topic, nor can I take up the role of teacher. White people — we are here to learn. And it’s important we take our own learning into our own hands.
It’s tempting to respond defensively when this topic comes up. Many respond as though they’re being threatened or accused when someone brings up white privilege. It’s as if we feel the need to prove our innocence. That’s because of something Robin DiAngelo calls “white fragility.”
In the introduction of her book, White Fragility, DiAngelo writes, “socialized into a deeply internalized sense of superiority that we either are unaware of or can never admit to ourselves, we become highly fragile in conversations about race. We consider a challenge to our racial worldviews as a challenge to our very identities as good, moral people. Thus we perceive any attempt to connect us to the system of racism as an unsettling and unfair moral offense.”
“Socialized into a deeply internalized sense of superiority that we either are unaware of or can never admit to ourselves, we become highly fragile in conversations about race. We consider a challenge to our racial worldviews as a challenge to our very identities as good, moral people. Thus we perceive any attempt to connect us to the system of racism as an unsettling and unfair moral offense.”
Because of our value for individualism and meritocracy (more on that later), we typically view racism as individual acts rather than as a “system into which [we are] socialized” (DiAngelo). Perhaps this is due to the lack of “institutional thinking” in most white people in America. Rather than responding with gratitude for being corrected in matters of white privilege or racism, most of us resort to defensiveness, anger, and denial. It can be tough to accept that, even though we may not identify personally as racist, we do belong to a system that promotes racism and is advantageous for those of us who identify as white and deeply unfair to those who do not.
The authors of Seeing White: An Introduction to White Privilege and Race build on this idea and suggest white privilege further reveals the “myth of meritocracy” which means “the belief that people work hard in the United States will succeed and that success is the result of hard work.” This belief reveals a deep seeded value for success in white culture, which relies heavily on the value of individualism. If I am in control of my success (along with my choices, actions, and destiny), then I must work hard and make a way for myself to achieve the success that I desire.
Yet what this belief fails to recognize is that the starting point is often different for BIPOC. Many do not have the same access that people with white privilege do.
Authors Emerson and Smith suggest that culture plays a significant part in the way we see reality. They coined the term “cultural tool kit” which refers to the way that culture “creates ways for individuals and groups to organize experiences and evaluate reality.” Part of the cultural tool kit for white Americans includes the concept of “accountable individualism” which refers to the concept that “individuals exist independent of structures and institutions, have freewill, and are individually accountable for their own actions.” Not only does white culture believe in the myth of meritocracy, but in accountable individualism, which is unhelpful and even harmful to BIPOC.
Let’s imagine for a moment that a white male is looking to purchase a home. He has a 401(k) through his work as well as an individual retirement account (IRA). The U.S. tax code prioritizes these kinds of savings over others, and since our home buyer has access to both, he is approved for a home loan. His black friend may not have the same opportunity. The Center for American Progress reports that “blacks are less likely to work in jobs that carry benefits such as retirement savings due to historical occupational segregation.” Furthermore, many people of color experience systemic housing and mortgage discrimination. To assume that the home buyer in this scenario is on the same playing field as his black friend is incorrect. This is one example of the kind of systemic disparities that exist for people of color.
So what do we do?
How do we practice positioning ourselves as learners in this complicated and often emotionally charged space? One of the first steps is to embrace the reality that we will most likely be wrong about something. We must learn to be open to correction, different perspectives, and challenging thoughts that may cause us to critically reflect on the systems in which we benefit. It’s also important to remember we are all entering the conversation at different points (to some systemic racism and white privilege may be new concepts, and to others, this conversation is one they’ve engaged with before). Let us all approach with humility and great grace.
Expect to be wrong, show up to listen, and be quick to apologize when challenged or corrected. As a white woman, I’ve been conditioned toward racism and denial of my white privilege. It takes a constant unlearning and relearning to undo things like accountable individualism and the myth of meritocracy. Change doesn’t happen overnight.
In the next few blog posts, we hope to provide you with more action steps for you to take as you continue your journey in advocacy. Follow along and learn with us!
About the Author
Tori Schaulis, Dressember Communications Manager, is originally from the Midwest, spent her growing up years in the South and ended up in sunny Southern California to start her Masters at Fuller Seminary. She’s currently in pursuit of her M.A. in Intercultural Studies with a focus in Race, Cultural Identity, and Reconciliation. After living abroad twice and working with international students at Baylor University, Tori decided to pursue work where she could use her passion to advocate for others. She is also a certified Cultural Intelligence coach and is passionate about combating bias and challenging systems. You can find her leading workshops in Unconscious Bias and having conversations about social justice and sustainable practices. When she’s not studying or working, Tori enjoys baking (and dancing) in her kitchen, writing, and traveling someplace new.