transforming white privilege: a 21 st century leadership capacity preliminary survey findings for...

Transforming White Transforming White Privilege: A 21Privilege: A 21stst Century Century

Leadership CapacityLeadership Capacity

Preliminary Survey Findings Preliminary Survey Findings for Discussionfor Discussion

April 30, 2009April 30, 2009

CAPD April 30 2009 2

Why do survey?Why do survey?

► Observed struggles among leadership groups:Observed struggles among leadership groups: Naming racism, privilegeNaming racism, privilege Addressing consequences of racism, privilege in the Addressing consequences of racism, privilege in the

moment moment Supporting leaders to name and address as a Supporting leaders to name and address as a

leadership capacityleadership capacity

► Hoping to learn more for leadership learning Hoping to learn more for leadership learning communitycommunity

► Hoping to share/develop supportive tools that Hoping to share/develop supportive tools that can be embedded in existing leadershipcan be embedded in existing leadership


Transforming White Privilege: A 21Transforming White Privilege: A 21stst Century Leadership CapacityCentury Leadership Capacity

CAPD (Sally Leiderman)CAPD (Sally Leiderman)MP Associates (Maggie MP Associates (Maggie

Potapchuk)Potapchuk)

Flipping the ScriptFlipping the ScriptTraining for Racial Equity Training for Racial Equity

and Inclusionand Inclusionwww.racialequitytools.orgwww.racialequitytools.orgwww.evaluationtoolsforracialewww.evaluationtoolsforracialequity.orgquity.org

www.capd.orgwww.capd.orgwww.mpassociates.uswww.mpassociates.us

World Trust (Shakti World Trust (Shakti Butler)Butler)

Films:Films:Mirrors of PrivilegeMirrors of PrivilegeThe Way HomeThe Way HomeLight in the ShadowsLight in the Shadows

www.world-trust.orgwww.world-trust.org


SURVEY - WHOSURVEY - WHO

►Members of the Leadership Learning Members of the Leadership Learning Community (Community (www.leadershiplearning.orgwww.leadershiplearning.org))

►Design, run, fund or evaluate Design, run, fund or evaluate leadership programs (123)leadership programs (123)

►NOTE: findings are descriptive of the NOTE: findings are descriptive of the group who responded – not necessarily group who responded – not necessarily descriptive (generalizeable) of a larger descriptive (generalizeable) of a larger populationpopulation


►Group responding: Group responding: 61% involved with 4 or more leadership 61% involved with 4 or more leadership

programsprograms 60% identify as white (non-Hispanic); 25% 60% identify as white (non-Hispanic); 25%

as African American or Black; 10% as as African American or Black; 10% as Asian-American or Pacific Islander; 6% as Asian-American or Pacific Islander; 6% as Latino or Hispanic; 5% as Native AmericanLatino or Hispanic; 5% as Native American

45% over 50; 6% under 3045% over 50; 6% under 30 80% identify as female80% identify as female


Range of Sectors/Issues Range of Sectors/Issues RepresentedRepresented

► Non-profit Non-profit 74%74%► Grassroots leadershipGrassroots leadership 46%46%► Youth or emerging leadership Youth or emerging leadership 45%45%► Social justice leadership Social justice leadership 45%45%► Specific racial, ethnic or cultural groupsSpecific racial, ethnic or cultural groups or leaders of color generallyor leaders of color generally 34% -- 38%34% -- 38%► Education or health leadership Education or health leadership 37% 37%

-- 38%-- 38%► Business leadershipBusiness leadership 25%25%► GLBTQ leadershipGLBTQ leadership 17%17%


Survey topics: TermsSurvey topics: Terms

Terms:Terms:► DiversityDiversity► Race RelationsRace Relations► OppressionOppression► Structural RacismStructural Racism► Institutional RacismInstitutional Racism► White PrivilegeWhite Privilege► Immigrant and Refugee Immigrant and Refugee

ConcernsConcerns► GLBTQ ConcernsGLBTQ Concerns

Questions re Terms:Questions re Terms:► Familiarity?Familiarity?► Extent used?Extent used?► Use in same way as Use in same way as

definitions offered?definitions offered?► Intentionally address?Intentionally address?► Prepared process to Prepared process to

address if it comes up address if it comes up (react)?(react)?

► Challenges?Challenges?► Helpful resources to Helpful resources to

recommend?recommend?


Survey Topics: OutcomesSurvey Topics: Outcomes

► IntentionsIntentions►How successful in helping leadership How successful in helping leadership

participants achieve each intentionparticipants achieve each intention►Resources that would be helpfulResources that would be helpful►Descriptors of respondents, leadership Descriptors of respondents, leadership

programsprograms


►Thanks to all of you who respondedThanks to all of you who responded►Thanks for being part of this callThanks for being part of this call►Thanks to the Leadership Learning Thanks to the Leadership Learning

Community Seed FundCommunity Seed Fund►Still analyzingStill analyzing►Looking forward to your insights and Looking forward to your insights and

storiesstories


Respondent’s Personal Respondent’s Personal Familiarity with TermsFamiliarity with Terms

►Diversity: Diversity: 91%91%►Race Relations:Race Relations: 72%72%►Oppression:Oppression: 70%70%►Structural Racism: Structural Racism:

62%62%► Institutional Racism:Institutional Racism: 69%69%►White Privilege: White Privilege: 70%70%► Immigrant and Refugee Concerns: Immigrant and Refugee Concerns: 40%40%►GLBTQ Concerns:GLBTQ Concerns: 47%47%


Percent who use this term “a Percent who use this term “a great deal” in their leadership great deal” in their leadership

programsprograms►Diversity: Diversity: 65%65%► Race Relations: Race Relations: 28%28%►Oppression: Oppression: 29%29%► Structural Racism: Structural Racism: 31%31%► Institutional Racism: Institutional Racism: 26%26%►White Privilege: White Privilege: 31%31%► Immigrant and Refugee Concerns: Immigrant and Refugee Concerns: 19%19%►GLBTQ Concerns: GLBTQ Concerns: 13%13%


DiversityDiversity

► DiversityDiversity: a term used to describe the fact that : a term used to describe the fact that there are differences within and among people, there are differences within and among people, including differences of racial and/or ethnic identity, including differences of racial and/or ethnic identity, gender, age, class, sexual orientation and other gender, age, class, sexual orientation and other characteristics. People sometimes consider diversity characteristics. People sometimes consider diversity an asset, and sometimes a challenge.an asset, and sometimes a challenge.

64.5%

26.9%

5.4% 3.2%

Used a Great Deal

Used Somewhat

Used Rarely

Not Used At All64.5%

26.9%

5.4% 3.2%

Used a Great Deal

Used Somewhat

Used Rarely

Not Used At All


Structural RacismStructural Racism► Structural RacismStructural Racism: An analytic framework that identifies : An analytic framework that identifies

aspects of our history and culture that have allowed the privileges aspects of our history and culture that have allowed the privileges associated with “whiteness” and the disadvantages associated associated with “whiteness” and the disadvantages associated with “color” to endure and adapt over time. Such an analysis with “color” to endure and adapt over time. Such an analysis often points out ways in which public policies and institutional often points out ways in which public policies and institutional practices contribute to inequitable racial outcomes. It may also practices contribute to inequitable racial outcomes. It may also lay out assumptions and stereotypes that are embedded in our lay out assumptions and stereotypes that are embedded in our culture that serve to legitimize racial inequities culture that serve to legitimize racial inequities

30.1%

25.8%

19.4%

24.7%

Used a Great Deal

Used Somewhat

Used Rarely

Not Used At All


White PrivilegeWhite Privilege

►White Privilege: White Privilege: The unearned set of The unearned set of advantages, entitlements, benefits and choices advantages, entitlements, benefits and choices bestowed on people solely because they are bestowed on people solely because they are white. Generally, white people who experience white. Generally, white people who experience such privilege do so without being conscious of such privilege do so without being conscious of it.it.

30.9%

29.8%

19.1%

20.2%

Used a Great Deal

Used Somewhat

Used Rarely

Not Used At All


GLBTQ ConcernsGLBTQ Concerns► GLBTQ Issues: GLBTQ Issues: (Gay, Lesbian, Bisexual, Transgender (Gay, Lesbian, Bisexual, Transgender

or Transsexual and Queer or Questioning issues). All or Transsexual and Queer or Questioning issues). All of the issues (the on-going struggle for basic civil of the issues (the on-going struggle for basic civil rights, the ever-present threat of physical violence, rights, the ever-present threat of physical violence, continuing economic marginalization in some continuing economic marginalization in some communities, etc.) that surround questions of sexual communities, etc.) that surround questions of sexual orientation, particularly for people of color. orientation, particularly for people of color.

12.6%

30.5%

29.5%

27.4%

Used a Great Deal

Used Somewhat

Used Rarely

Not Used At All


Percent whose programs use the term Percent whose programs use the term essentially as defined in the essentially as defined in the

questionnairequestionnaire

0

10

20

30

40

50

60

70

80

90

Diversity StructuralRacism

WhitePrivilege

GLBTQConcerns

Use as defined

Avoid


Percent whose programs include the concept Percent whose programs include the concept in their curriculum (proactive) & percent who in their curriculum (proactive) & percent who

have a plan to address when it is raised have a plan to address when it is raised (reactive)(reactive)

0

10

20

30

40

50

60

70

80

90

Diversity StructuralRacism

WhitePrivilege

GLBTQConcerns

Part of curriculum

Process to address ifraised


FINDINGS: INTENT & RESULTSFINDINGS: INTENT & RESULTS(percent who strongly agree)(percent who strongly agree)

INTENTINTENT

Actions taken Actions taken 75%75%++

Relationships builtRelationships built 70%70%

Able/will hold up mirror to Able/will hold up mirror to own organization 64%own organization 64%

Acquire basic knowledgeAcquire basic knowledge

race and racismrace and racism 39%39%

structural racism 36%structural racism 36%

white privilege 31%white privilege 31%

RESULTSRESULTS

People actPeople act 30-30-46%46%

Relationships builtRelationships built 49%49%

Able/will hold up mirror to Able/will hold up mirror to own organization 25%own organization 25%

Acquire basic knowledgeAcquire basic knowledge

race and racismrace and racism 30%30%

structural racism 22%structural racism 22%

white privilege 20%white privilege 20%


Challenges mentioned by Challenges mentioned by severalseveral

► Resistance around white privilegeResistance around white privilege► Effective programming, particularly in Effective programming, particularly in

addition to or broader than black/white issuesaddition to or broader than black/white issues► Creating “safety” Creating “safety” ► Moving out of a “comfort zone” – not making Moving out of a “comfort zone” – not making

things too safe or too comfortablethings too safe or too comfortable► Our own sense of competence, capacity, Our own sense of competence, capacity,

courage around these issuescourage around these issues► Movement to actionMovement to action


Challenges mentioned by one or Challenges mentioned by one or twotwo

► Getting people to stay the courseGetting people to stay the course► Pacing the work – tending to privilege those with Pacing the work – tending to privilege those with

less experience; frustrating for those with moreless experience; frustrating for those with more► Lack of global worldview – US colonial paradigmLack of global worldview – US colonial paradigm► Focus needs to be on equal opportunity based on Focus needs to be on equal opportunity based on

individual responsibility, content of character, individual responsibility, content of character, merit rather than birth characteristicsmerit rather than birth characteristics

► Lack of demonstrated impact, lack of simple Lack of demonstrated impact, lack of simple evaluation tools, processesevaluation tools, processes


Challenges: QuotesChallenges: Quotes

► Getting past the fact that folks have different Getting past the fact that folks have different definitions/understandings of key concepts and the definitions/understandings of key concepts and the worldview and analysis that underlie them (e.g. worldview and analysis that underlie them (e.g. what is race, racism, structural oppression); helping what is race, racism, structural oppression); helping people with privilege see it, acknowledge and move people with privilege see it, acknowledge and move forward without denial and guilt; attempting to forward without denial and guilt; attempting to build agreements about where an organization is build agreements about where an organization is going when the individuals don’t share worldviews, going when the individuals don’t share worldviews, [or] analysis of the underlying problems or [or] analysis of the underlying problems or strategies for solving them (e.g. privileged people strategies for solving them (e.g. privileged people preferring to “fix the individuals” and marginalized preferring to “fix the individuals” and marginalized people preferring to “fix the system” ).people preferring to “fix the system” ).


►Programming around these issues is a Programming around these issues is a big challenge. We follow a facilitation big challenge. We follow a facilitation model that has proven effective in model that has proven effective in dealing with historical black/white dealing with historical black/white racism and white privilege, but we are racism and white privilege, but we are still struggling with how to effectively still struggling with how to effectively address issues of gender, GLBT, issues address issues of gender, GLBT, issues specific to Asian, Latino and Native specific to Asian, Latino and Native Communities, etc.Communities, etc.


►Many of these topics come across as Many of these topics come across as “old school” or not issues that are “old school” or not issues that are important enough to decouple from important enough to decouple from other initiatives. Many of the Youth other initiatives. Many of the Youth Leadership and Youth Development Leadership and Youth Development intermediaries shy away from these intermediaries shy away from these topics as integral to their worktopics as integral to their work


► While the Jewish community is increasingly eager to While the Jewish community is increasingly eager to talk about “diversity” there is little openness to talk about “diversity” there is little openness to talking about more difficult topics such as structural talking about more difficult topics such as structural racism, oppression, white privilegeracism, oppression, white privilege

► When discussing health disparities, the focus is on When discussing health disparities, the focus is on race and ethnicity but there are those working with race and ethnicity but there are those working with mental health who see health disparities only mental health who see health disparities only through a lens of mental health (e.g. people with through a lens of mental health (e.g. people with mental illness live 25 years less than the average mental illness live 25 years less than the average person)person)

► Field of coaching – focused on the individual – there Field of coaching – focused on the individual – there is very little need to take culture into account when is very little need to take culture into account when coachingcoaching


►Lack of demonstrated impact of this Lack of demonstrated impact of this organizational (and important work) on organizational (and important work) on program “output” … [demonstrated program “output” … [demonstrated impact] needed to secure funding and impact] needed to secure funding and resources… [and] lack of resources …resources… [and] lack of resources …appropriate for busy organizers and appropriate for busy organizers and small organization like ourselves…we small organization like ourselves…we don’t have time to read a whole book don’t have time to read a whole book on this!on this!

transforming white privilege: a 21 st century leadership capacity preliminary survey findings for...

Documents

existing leadership

leadership groups

emerging leadership

leadership participants

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