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Blink 3 of 8 - The 5 AM Club
by Robin Sharma
A Guide for Equity and Inclusion
Decentering Whiteness in the Workplace examines the pervasive influence of white supremacy in professional settings. Janice Gassam Asare provides actionable strategies to create inclusive environments and actively combat racial biases in organizations.
You may have heard the term whiteness thrown around in discussions on diversity, equality, and inclusion. But what does it really mean? Whiteness refers to the dominant cultural patterns of Europeans that have been imposed on societies globally, especially during colonialism. More than just skin color or ethnicity, whiteness outlines social and legal constructions for maintaining power and privilege over Black, Indigenous, and other marginalized groups.
In the United States specifically, the legal and social construct of whiteness was created to consolidate power for certain Europeans over oppressed groups. As early British colonies institutionalized slavery in the 1600s, white identity demarcated English and northern European colonizers from African and Indigenous peoples to justify dehumanizing treatment. Wealth, Protestant faith, light skin, and educated status became delineators of privilege.
But maintaining dominance requires allyship, especially in times of immigration. So, as independence expanded the nation, the boundaries of whiteness tactically grew from just the British aristocracy to include immigrants like the Irish, Italians and Poles – uniting wider European groups under a superiority banner against Black, Asian, and Indigenous communities.
By 1865 when slavery formally ended, non-white groups had been thoroughly disenfranchised and denied voting rights, property ownership, and citizenship. Violent tactics – from lynchings to land seizures – continued, using this legally and socially reinforced construct of whiteness to sustain profound inequities well into the 1960s.
You might notice whiteness rearing its head in the modern workplace through policies, norms, or day-to-day behaviors that implicitly excuse, prioritize or favor traits linked with that dominant white heritage and identity. Consider Eurocentric sounding names receiving higher call-back rates on job applications. Or speaking patterns from those raised with English as a second language facing prejudice or worse – scorn and derision.
Human resource policies around grooming and appearance often implicitly judge hairstyles from non-European backgrounds as unprofessional. Leaders subconsciously feel more affinity towards employees who share their informal speech patterns, or off-work interests and hobbies that reflect similar upbringings.
Each example may seem minor. Yet small daily interactions create patterns of advantage and disadvantage that impact who feels they belong and can bring their full selves to work, who feels empowered to offer viewpoints, lead key projects or represent the company publicly.
The first step to interrupting this system is tuning into how norms of whiteness often unintentionally and invisibly permeate policies, culture, and habits in most organizations. What are the ongoing impacts of this implicit bias? Let’s tackle that next.
Decentering Whiteness in the Workplace (2023) exposes how white-dominant norms, mindsets, and behaviors subtly perpetuate harms and constrain inclusion in policies, interactions, and cultures across organizations.
Decentering Whiteness in the Workplace (2021) sheds light on fostering diversity, equity, and inclusion by challenging the dominance of white culture in professional environments. Here's why this book is a valuable read:
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Try Blinkist to get the key ideas from 7,500+ bestselling nonfiction titles and podcasts. Listen or read in just 15 minutes.
Get startedBlink 3 of 8 - The 5 AM Club
by Robin Sharma
What is the main message of Decentering Whiteness in the Workplace?
The main message of Decentering Whiteness in the Workplace is promoting diversity and inclusion for a more equitable work environment.
How long does it take to read Decentering Whiteness in the Workplace?
Reading time for Decentering Whiteness in the Workplace varies but typically takes a few hours. The Blinkist summary can be read in around 15 minutes.
Is Decentering Whiteness in the Workplace a good book? Is it worth reading?
Decentering Whiteness in the Workplace offers valuable insights on fostering diversity and inclusivity. It's worth reading for a deeper understanding.
Who is the author of Decentering Whiteness in the Workplace?
Janice Gassam Asare is the author of Decentering Whiteness in the Workplace.