All conversations about racism are going to have their hurdles. This guide addresses some common challenges you might run into during your discussion group, and gives some suggestions for how to navigate them.
If group members are hesitant to share or the discussion remains surface level…
We are all coming to this work from a different place along the journey to becoming anti-racist educators. It is easier to talk about racism in a disconnected and theoretical way, rather than get real and personal and stir up some very uncomfortable truths. Sometimes groups maintain a safe distance from the topics and fail to apply the questions to their own personal practice.
If someone says something racist or problematic...
It can be a delicate balance as the facilitator to maintain a space where people feel comfortable taking risks and sharing, yet are also challenged to grow and confront potentially offensive or racist ideas.
If your group keeps getting off topic…
Because racism is so challenging to talk about, it is easy to drift off course in discussion.
If the articles or questions don’t align with your context…
Although BARWE is founded in an education setting, we know many groups using these materials are not necessarily classroom teachers, and the content may feel less relevant.
If colleagues are concerned with a group of all White people discussing racism…
In our current climate of white supremacy and general reluctance to talk about racism, any group that is specifically geared towards White people can raise concern. Because it so often falls to people of color to raise issues, educate colleagues and challenge racism, it may seem unfamiliar and alarming to hear of a group of teachers that are using their White identity as a gathering place from which to address racism.
If group members are hesitant to share or the discussion remains surface level…
We are all coming to this work from a different place along the journey to becoming anti-racist educators. It is easier to talk about racism in a disconnected and theoretical way, rather than get real and personal and stir up some very uncomfortable truths. Sometimes groups maintain a safe distance from the topics and fail to apply the questions to their own personal practice.
- Build the foundation; this work is not accomplished overnight. It may take time for your group to build the trust to really delve in and be vulnerable with each other. Consider adding some team building activities to your initial meetings if you feel your group needs to establish relationships. Keep reviewing the norms, acknowledge the small progress made each session and keep pushing steadily towards your goal as the group gains comfort and familiarity.
- Model vulnerability. Often all it takes is one person putting themselves out there and opening up to encourage others to share more deeply. If as the facilitator you are able to share an experience where you messed up, offended someone, etc. it can give the group permission to take risks and share.
- Adjust the protocol. Use a protocol that works best for your group. If members are more comfortable sharing with partners first, or writing responses down, or sharing each others’ ideas after a discussion, try out different formats to help the discussion move forward.
- Ask targeted questions. As trust builds and you feel the group is ready to go deeper, try asking follow up questions to push participants to really apply the topic to their own practice and personal growth.
If someone says something racist or problematic...
It can be a delicate balance as the facilitator to maintain a space where people feel comfortable taking risks and sharing, yet are also challenged to grow and confront potentially offensive or racist ideas.
- Address the statement, while still supporting the person. Avoid making personal attacks or placing blame. Instead center discussion as an opportunity to ask, challenge and learn from each other, rather than imparting the “right” answer.
- Ask follow up questions and be willing to sit with the discomfort. If this work is going to be meaningful, it necessitates some discomfort. It is important to draw out discussions around a sensitive comment that will let the whole group process and confront real issues rather than let it sit unchallenged.
If your group keeps getting off topic…
Because racism is so challenging to talk about, it is easy to drift off course in discussion.
- Use a more structured protocol. Going through the questions one at a time, or having timed check-ins to ask the group, “Are we on topic? Are we really centering racism?”
- Name the tendency and re-center the discussion. Draw attention to the drifting off topic and use it as a means to discuss why that is happening and how to re-center the conversation.
If the articles or questions don’t align with your context…
Although BARWE is founded in an education setting, we know many groups using these materials are not necessarily classroom teachers, and the content may feel less relevant.
- Check out the additional readings. All monthly topics have several additional articles at the end, often less focused on the classroom specific setting. If one of those articles is better suited to your context, swap it in for the primary article
- As a facilitator or with the group, work to rewrite the questions to apply to your context. The act of identifying the essence of the question and translating it to your own context can itself be a useful exercise in identifying where your areas of need are as a community.
- Share your alterations on the #PromisingPractices channel of our Slack discussion - they might also be helpful to another group!
If colleagues are concerned with a group of all White people discussing racism…
In our current climate of white supremacy and general reluctance to talk about racism, any group that is specifically geared towards White people can raise concern. Because it so often falls to people of color to raise issues, educate colleagues and challenge racism, it may seem unfamiliar and alarming to hear of a group of teachers that are using their White identity as a gathering place from which to address racism.
- Share the BARWE mission statement, and/or engage in a discussion around the premise of the group. (Quotes from the mission statement: “It is not the job of the oppressed to dismantle the systems that benefit the oppressor. In fact, people who are oppressed are in less of a position to dismantle these systems than those that benefit from these systems, despite the undeniable history that this work has often fallen upon those very people. While we welcome BIPOC folks to join and contribute their ideas and opinions to our group, this is meant to be a group that holds white educators accountable for dismantling the white supremacy that presides within ourselves, our classrooms, and our schools.”)
- Listen. Hear people's concerns. Acknowledge their experiences and why they might be uncomfortable with the group.
- Find ways within your institution to build in accountability. In the bigger picture, building antiracist communities needs to include everyone. While there is affinity work White people need to do to prepare for interracial work, how can you stay connected and build accountability into your practices? Are there other affinity groups you can partner with? Are there channels for hearing feedback from colleagues of color? Are there other opportunities to engage in race dialogue within racially diverse groups? How can this group be a catalyst to push for more race and equity work within your own setting?
