Disclaimer: The list in this essay comes from a collective collaboration of Black Indigenous people of color (BIPOC) and other marginalized administrators and faculty members who wish to remain anonymous. As colleges and universities undergo restructuring due to COVID-19 and make new commitments to address systemic failings as invoked by the recent public murder of George Floyd, new spaces for revisioning real structural changes have materialized. Such attempts to address structural changes are a reminder that we continue to live in a culture where racial and gendered disparity and violence are pervasive, persistent, insidious and deep-seated.
Diversity workers, according to Sara Ahmed, are institutional mechanics, and like mechanics, they complain about various malfunctions that obstruct their work. In other words, filing complaints is a form of diversity work, according to Ahmed.
Unfortunately, when institutions target their own diversity workers for complaining that those institutions are failing to uphold their mission of enforcing best practices in diversity, equity, inclusion and social justice initiatives, we begin to lose our best and most idealistic professionals. Such targeting of diversity workers also creates purposefully hostile work environments.
Institutions continue to have various administrators and faculty members, predominantly white, whose primary function is to do damage control. Rather than developing a new culture of equity and justice that could move toward the creation of just colleges and universities, they actively participate in active and covert efforts to block such initiatives so as to protect white supremacist structures.
Additionally, human resource departments that should be protecting the most vulnerable and marginalized staff and faculty members (who are instrumental in systemic change) end up protecting the status quo of the most toxic individuals at many institutions.
While equity work requires constant disruptions, the disrupters are often punished. Disrupters are often courageous whistle-blowers, yet institutions are notorious for not protecting the inconvenient truths that whistle-blowers reveal. As you read these lists, you may hear your own experience in them, or you may start to wonder if that colleague who was deemed to be a problem and then left or dismissed was actually a whistle-blower who was summarily fired and slapped with a nondisclosure agreement to continue a culture of silencing.
Cornel West says, Justice is what love looks like in public. As you engage in these calls for justice and systemic change, we offer two sets of red flags to review regarding toxic environments in academe and encourage you to think whether your workplace would pass Wests litmus test.
We also encourage you to think about how you can use your platform and position of power to effect change instead of being a passive bystander next to someone who has been transitioned out for allying with BIPOC and GLBTQI students and faculty. As campuses rush to open in the fall while the threats of the pandemic still loom above our heads, we want you to think how you can advocate for administrators, faculty members and students using an equity lens to protect those who have much less power than you do.
Red Flags: Toxic Administrative Work Environments
The first set of red flags includes the following.
If reading this list made you uncomfortable, we suggest that you examine your complicity in creating toxic work environments. Racial literacy cannot be accomplished by reading the latest books. We recommend that you engage in active dialogue by discussing, questioning and interrogating your own racialized desire to maintain the race, gender and class caste system at work. Please make your actions match the Black Lives Matter sign on your car (and the BLM message youve been meaning to send out to the campus). Trust that your paycheck will continue to come and your whiteness will not be automatically undone. In the meantime, please pick up a new tool, because the masters house is coming down whether you and higher ed are ready for the collapse or not.
In a follow-up essay, we will discuss the second list of red flags, which is related to toxic faculty-related work environments.
More here:
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- "Duel of the DJ's" -- TODAY Sun, April 19 at 1pm - November 8th, 2009 [November 8th, 2009]
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- The Duchess of Cambridge turns heads with glamorous cream dress - May 10th, 2012 [May 10th, 2012]
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- Sexy Redheads - Video - May 13th, 2012 [May 13th, 2012]
- Red Sox Look to Build Momentum Against Mariners: Fan Preview - May 16th, 2012 [May 16th, 2012]
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- On Soccer: Red Bulls rise to top of Eastern Conference with help from trio of young American defenders - May 16th, 2012 [May 16th, 2012]
- Frankel heads Lockinge confirmations - May 16th, 2012 [May 16th, 2012]
- Kevin Spacey heads to South Africa for movie project premiere - May 16th, 2012 [May 16th, 2012]
- Red Poppy brings new voices to art scene - May 16th, 2012 [May 16th, 2012]
- Gold Heads Into The Red In 2012 - May 17th, 2012 [May 17th, 2012]
- Betty White heads to Washington to see the animals - May 17th, 2012 [May 17th, 2012]
- Outdoors: Losing your heads against fishing rules - May 17th, 2012 [May 17th, 2012]
- Betty White heads to nation's capital to see National Zoo, indulge passion for animal watching - May 17th, 2012 [May 17th, 2012]
- Canadian wave heads to Cannes Film Festival - May 17th, 2012 [May 17th, 2012]
- Pippa Middleton Wears Sexy Red Dress at Scottish Wedding - May 20th, 2012 [May 20th, 2012]
- Touchdowns for a cure - May 20th, 2012 [May 20th, 2012]
- TSX heads higher; Facebook shares rise after delayed start of trading - May 20th, 2012 [May 20th, 2012]
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- World Premiere of Disney•Pixar’s “Brave” Heads to Hollywood for Grand Opening of the Dolby Theatre - May 20th, 2012 [May 20th, 2012]
- Toronto stock market heads higher amid cautious buying at end of bruising week - May 20th, 2012 [May 20th, 2012]
- Red Bluff brings home 11th section title; McColpin throws shutout vs. Wolves - May 20th, 2012 [May 20th, 2012]