From cd531717d80d6eb720d6ed7b28af558dcd05ef1e Mon Sep 17 00:00:00 2001 From: Mark Tomko Date: Wed, 17 Jun 2020 12:47:56 -0400 Subject: [PATCH 1/2] Republish #286 from development branch --- posts/2020-06-10-confronting-racism.md | 148 +++++++++++++++++++++++++ 1 file changed, 148 insertions(+) create mode 100644 posts/2020-06-10-confronting-racism.md diff --git a/posts/2020-06-10-confronting-racism.md b/posts/2020-06-10-confronting-racism.md new file mode 100644 index 00000000..8c323294 --- /dev/null +++ b/posts/2020-06-10-confronting-racism.md @@ -0,0 +1,148 @@ +--- +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. From 3785828cc8bf9bb5616cfd67336aaa04c07a5428 Mon Sep 17 00:00:00 2001 From: "Ross A. Baker" Date: Wed, 17 Jun 2020 12:53:19 -0400 Subject: [PATCH 2/2] Changed date to match publication --- ...-10-confronting-racism.md => 2020-06-17-confronting-racism.md} | 0 1 file changed, 0 insertions(+), 0 deletions(-) rename posts/{2020-06-10-confronting-racism.md => 2020-06-17-confronting-racism.md} (100%) diff --git a/posts/2020-06-10-confronting-racism.md b/posts/2020-06-17-confronting-racism.md similarity index 100% rename from posts/2020-06-10-confronting-racism.md rename to posts/2020-06-17-confronting-racism.md