Merge pull request #287 from typelevel/repost-mtomko-blog

Republish #286 from development branch

posts/2020-06-17-confronting-racism.md

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+---
+layout: post
+title: Confronting Racism
+
+meta:
+  nav: blog
+  author: mtomko
+
+---
+
+In the wake of unrest in the United States and elsewhere following the
+deaths of George Floyd, Ahmaud Arbery, Breonna Taylor, and countless
+others, it is important for us to consider the impact of racism in
+every sector of our lives. This includes taking a long, hard look at
+race and racism in our community
+
+In this blog post, I want to discuss the problem briefly and then
+begin to look at ways that individuals and organizations can learn
+about racism and to make changes to improve diversity, equity, and
+inclusion.
+
+### The Problem
+The United States Equal Employment Opportunity Commission (EEOC)
+produced a
+[report](https://www.eeoc.gov/special-report/diversity-high-tech)
+showing some sobering statistics about the employment of African
+Americans in the technology sector. In the private industry overall,
+African Americans represented 14.4 percent of the workforce, but in
+the technology sector that number was just 7.4 percent. For
+comparison, according to [recent census
+data](https://www.census.gov/quickfacts/fact/table/US/RHI225218),
+black or African Americans make up approximately 13.4 percent of the
+U.S. population. The problem becomes even worse at the executive
+level: African Americans fill between 2 and 5.3 percent of executive
+roles in technology firms.
+
+A [2016 commissioned
+paper](https://www.nap.edu/read/24926/chapter/14#183) produced by the
+U.S. National Academies of Science found that African American and
+Hispanic people were not underrepresented in terms of computer science
+degrees (about 9.2%), but that they were underrepresented in the labor
+force (only 5.9%). That study did not address the cause of the
+disparity - we are left to speculate if they encountered bias in
+hiring and interviewing, hostile work environments, or something else.
+
+Also in 2016, the Harvard Business Review [reported on a
+study](https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired)
+on bias in hiring. Their findings showed that when choosing between
+three candidates for a position, people tended to choose a black
+candidate only if the candidate pool had at least 2 black candidates.
+It is worth noting that the effect was the same for gender - a
+candidate pool of two men and one women virtually always resulted in
+committees recommending a man.
+
+If we are honest with ourselves, these statistics, while sobering,
+should not really surprise us. Looking around at our fellow employees,
+open source collaborators, and conference attendees, we know that most
+are white men. With that, the question becomes, how do we begin to
+confront the racism that appears endemic in our industry?
+
+### What Can We Do?
+
+#### Workplace culture
+In May, 2020, the Harvard Business Review issued a
+[report](https://www.umass.edu/employmentequity/what-works-evidence-based-ideas-increase-diversity-equity-and-inclusion-workplace)
+titled "What Works? Evidence-Based Ideas to Increase Diversity,
+Equity, and Inclusion in the Workplace". One of the authors, David
+Pedulla, also contributed a
+[summary](https://hbr.org/2020/05/diversity-and-inclusion-efforts-that-really-work)
+which included five strategies for employers to help increase
+diversity. These recommendations can help companies attract, and
+retain diverse talent.
+
+#### Codes of Conduct
+Typelevel has a [code of
+conduct](https://typelevel.org/code-of-conduct.html) that emphasizes
+the goal of making the community "friendly, safe and welcoming" for
+everyone. It prohibits harassment based on (among other things) race
+or ethnicity. If you are a member of an underrepresented minority and
+feel that anyone in the community is making you feel unwelcome, report
+it.
+
+Familiarize yourself with the codes of conduct in whatever
+organizations, meetings, or events you participate in. Taking time to
+digest these in advance will help guide your behavior but also to
+recognize when others may be out of line, and help you understand what
+steps you can take. If your professional or avocational circles don't
+have a code of conduct, you can begin discussions to find one that
+will suit the community.
+
+#### Intervention
+However, it must not fall to people of color to recognize and report
+harassment or unwelcome behavior. As members of a positive and
+welcoming community, we must not be passive bystanders. Learning to
+intervene constructively may take some practice.
+
+Robin DiAngelo has a list of [Silence Breakers for Whites in
+Cross-racial
+Discussions](https://robindiangelo.com/resources/attachment/silence-breakers-for-whites/)
+containing 18 different phrases you can use to intervene directly in
+an ongoing situation. These phrases can help diffuse a difficult
+situation calmly and allow people to save face and, ideally, replace a
+harmful discussion with a constructive one.
+
+The Southern Poverty Law Center has also produced some useful
+[suggestions](https://www.splcenter.org/20171005/splc-campus-guide-bystander-intervention)
+for bystander intervention. Although their document was intended for
+use on college campuses, the suggestions may be more broadly
+applicable. For instance, the SPLC points out that even if you do not
+intervene in the moment, you can document harassing behavior and
+provide it to moderators or authorities. In addition, they suggest
+that you can provide support to victims even after harassment has
+taken place.
+
+When you think about intervening, consider the feelings of the people
+you are hoping to protect. You may wish to discretely ask if they
+would like help in a situation, if there is time or a private channel
+available, especially if you intend to notify a moderator or
+supervisor.
+
+#### Education
+Those of us who are in the (white) majority owe it to ourselves to
+learn about race, racism, and the dark history behind them. We should
+also take time to reflect on our role in perpetuating racist power
+structures, and how we benefit from the repression of others. Today
+there is no shortage of books and resources to help us. Here are a few
+commonly-cited resources:
+
+* [Stamped from the Beginning](https://www.ibramxkendi.com/stamped) by [Ibrahim
+  Kendi](https://www.ibramxkendi.com/)
+* [How to Be an Anti-Racist](https://www.ibramxkendi.com/how-to-be-an-antiracist-1) by Ibrahim Kendi
+* [So You Want to Talk About Race](https://www.hachettebookgroup.com/titles/ijeoma-oluo/so-you-want-to-talk-about-race/9781580056779/) by [Ijeoma
+  Oluo](http://www.ijeomaoluo.com/)
+* [White Fragility](https://robindiangelo.com/publications/) by [Robin DiAngelo](https://robindiangelo.com/)
+* [Seeing White](https://www.sceneonradio.org/seeing-white/) (podcast)
+
+In addition, we need to look around our own communities for
+opportunities to volunteer or contribute. If you cannot march,
+consider donating to organizations supporting the Black Lives Matter
+movement or to bail funds.
+
+
+### Black Lives Matter.
+
+
+### Acknowledgments
+This blog post incorporates suggestions and resources provided by Lina
+Dahlberg and Maria Dahlberg.