How are other people incorporating diversity and inclusion initiatives into their predominantly white institution (PWI)?

Question

I feel that as a white person seeking to be an accomplice, it is my duty (especially as a public officer in State Government) to elevate diverse people who are stakeholders in my region. However, there is some friction in using top-down policies, especially in a region that is very anti-government. The argument is that we are a grassroots organization that handles projects as they are requested, not an organization that forces our beliefs onto others, especially municipalities. That being said, there is overt, covert, and traumatic racism in the region. I suppose I'm struggling with how to balance the agency goals for slow, measured steps with my personal (semi-radical) goals as an accomplice. Note: When I say accomplice, I mean, "The actions of an Accomplice are meant to directly challenge institutionalized racism, colonization, and White supremacy by blocking or impeding racist people, policies, and structures. Realizing that our freedoms and liberations are bound together, retreat or withdrawal in the face of oppressive structures is not an option. Accomplices’ actions are informed by, directed and often coordinated with leaders who are Black, Brown First Nations/Indigenous Peoples, and/or People of Color." Source:  https://www.whiteaccomplices.org/

Ashley Martin Seiersen · Accepted Answer

Really a great question for most of us right now, as white people trying to learn how to be an ally. I wonder if taking these questions to the BIPOC within the community and ask what they need or would like to see in terms of policy changes. I think that as a white teacher this may be something I can do for my students. I want to ask what they want and need rather than me assuming. I think we need to do the work and educate ourselves, but then genuinely ask what does this community need. Because also each community will have their own trauma and needs based so many variables. I would Love to hear other thoughts though.

Cherita Tenhoff · Answer

What I have seen happen is that the companies implementing these changes all have to recognize that there is a problem and a way to recognize that there is a problem is to ask the staff if there is a problem.  So maybe using a survey to get this information.  Another place to start is to look at past complaint that the company has that have to do with the maltreatment of an employee that has to do with race and/ or harassment and really look into some things that the company has done in the past to employees and see if the correct actions was taken or not.  Another thing is to have a group of people that is dedicated to creating change and so this group will look at the companies policies to check to see if there are any issues that arise that has to do with any of the companies policies or any policies that are bias, non inclusive, or racist.