You don’t always have to be a racist.

I want to tell you a story about a pot, or a vase. It’s a beautiful vase, a gorgeous dark wood with unique texture that evokes mystery and intrigue, what could produce such an object? This story is about the vase, or rather its origin species, and also about the way human beings can change. It’s about learning empathy in small steps, very small, but still, learning.

I just finished co-facilitating a racial reconciliation workgroup using the curriculum of Be The Bridge with my sister Mary, and part of the practice is to bring a centering piece for the group, something that reminds us what we’re about, something with a story for each of us. So I bought this vase along, it’s a special item, something my parents gave me when I emigrated from Australia to the USA, a uniquely Australian jewel of sorts. This guy right here:

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So to the story, this vase is made of the wood of the Xanthorrhoea plant, for all my childhood this was know to me as a Black Boy, you get the sense of that origin from the picture below, just. It reminded white settlers of a small black boy carrying a spear, so the story goes.

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It may be a bit of a shock to hear that as a child I hunted with a spear, with indigenous friends in the remote town I grew up in, I was terrible at it, but that was part of my childhood, hunting with black boys. And not once did the plant’s name register as a problem.

In my teenage years I’d moved to the city, moved again and got work as a surveyor while studying for that profession, and worked remote a lot, seeing many thousands of these spectacular plants.  It was about then that society started to tell me that “Black Boy” is a racist name and we should all be calling these plants by their other names; Grass Trees. Or if you’re in the west, Balga. Now, Balga is the indigenous people’s name for these plants, and they are an eminently useful plant, you can even make booze from them, and Grass Tree was seen as a very PC term to most Australians, even to me.

Guess what? That’s the power of white supremacy, and as Toni Morrison taught us, the power of labeling is a tool of the oppressor, and when the oppressed push back and take the power of naming themselves and things around them, those in power get mad, and defensive.

Reflecting now on my process of change, I went from a posture of anger that this was “a stupid idea and I don’t have to care about it”, to “I guess if folks say it’s offensive maybe I should try” to “that’s a racist name, don’t use that, call it a Grass Tree for fucks sake, how hard can it be?” in the space of about 5 years. In part this was the racism all white people have been taught to internalize, in part I was a rebellious young adult hating to be told what to do by others, in part I had taken up a life in the big city (big-ish) that was far removed from healthy interactions with my indigenous brothers and sisters that shaped me as a child. And distance may breed fondness in relationships, but separation from, isolation from other peoples does not work in the same romantic way, it enables us to grow colder, less human towards each other.

What has this to do with the world in which I now live? One one hand, it teaches us that reasonable, good-willed people often take time to see the error of their ways, understand their mistakes and push through ego and fear and pride, especially pride.  So when we talk with white people about racism and white supremacy, we should expect many of their layers of bias and fear and hate will take years to work through, that’s not an excuse, it’s being real, this stuff is heart work, and it’s slow.

It also teaches us that despite “having black friends” or whatever your gig is, you aren’t magically shielded from being racist, and having racist views or deep implicit bias. None of us are immune from the insidious power of a society locked in captivity by white supremacy ideology. The next time you, as a white person, go to deflect a suggestion that your shit isn’t rose smelling, remember that yes, you have racism to work out in yourself, as woke as you may be.

I share this story also to remind myself that as an anti-racist activist and leader (small L), my past isn’t shiny, I’ve done stupid stuff, and I’ve hurt people in my past, despite my best intentions. And so have all of us, but to put off working on our internal racism only leaves us captive to it, enslaved to ideas of supremacy that hold us and our communities back from Dr King’s vision of a truly beloved community. Evangelicals, we have work to do. Can we start? Yes?

What can you do to start? Maybe read some new books, or join the Be the Bridge community online and participate in their workshops to learn about yourself and to fight against the status quo of Christian’s being complicit which this system of oppression.

What is a Balga?

More on the naming of this tree?

 

Small Victories In A Time Of Rapid Change

Small victories are a key part of many healthy organization’s culture, the act of celebrating or at the very least recognizing when something minute happens. As a leader tasked with building out a whole new practice in an established nonprofit, I’m already thinking about the small wins we can get on the board to show we’re moving, changing, acting, but then, is this a distraction, or good practice?

(I’m raising my hand here to say that no, I’m not an org dev expert, not a culture maven, but I’ve been increasingly sensitive to these areas of modern work for many years, and at Alluma I have a unique opportunity to put some of this possible wisdom into action.)

Despite knowing small wins will build trust, will show what our vision looks like and get our staff excited about this work, I’m conflicted, and reading my brother Brandon Greene’s piece on Radical Ambition today really hit home. So I’m thinking about the ways we identify when small wins really are sufficient, and what the possible markers are to suggest you need to skip the chaff and aim big, bold, tenacious.

As Brandon writes:

As I have been pouring over the articles contained within the project, it has made me think a lot about the work that I am engaging in. I have been wondering if it is audacious enough? At the same time, I have wondered just what would it take move something as bold at the government level?

He’s responding to the stunningly powerful work of the #1619 project in the New York Times magazine, a uniquely audacious project worthy of ALL our attention. If you haven’t read it online or purchased a rapidly out-of-stock copy, go do that now, I’ll wait here.

Lately my colleagues and I have been observing small changes, small wins, plans to achieve incremental progress, and sometimes yes, that is enough, for now. But all too often, we recognize that taking a ship that is sailing into a storm and applying “incremental changes” will still result in a wreck.

How Can We Think Bigger?

I think having a diverse perspective in a team is a key way to avoid obsessing over small wins instead of seeking major changes. It increases the safety of the crowd, the wisdom of the crowd and in a trusted environment, lets voices of concern be heard, voices that say ‘we’re not doing enough to really matter here”. By diversity I do mean ethnic and gender and age, and also a broad range of field experience; not just folks with the exact same career paths.

Second, you need a broad view, a clear sense of what your peers and maybe competitors are doing; are you a feature or two behind? A version of automation short of your nonprofit peers? Go ahead and push for small wins, incremental change. But, if you find yourself struggling to see a path that leads to your team, your organization out front, incremental ain’t gonna cut it. Now is the time to go big. Audacious.

Third, or once you realize you’re past small wins, you do need to look at culture. If you don’t invest in more open, inclusive and reflective culture at this point, you’re stuck for some time. This is when your team needs to see things differently, and learn to work differently. Talk to the amazing folks at the Justice Collective, Human Workplaces or someone like Luke if you need help on building culture that enables innovation and change.

What do you do when you realize your culture of small wins isn’t enough? Here’s some of what I’ve found helpful as a starting point:

  • You go read about doing it different.
  • Start to incubate bigger ideas- write them down, share them, get champions, do them!
  • Don’t be afraid to go causal- diagram out why the current small steps can’t get you to the place you want to be! This helps make the case for folks who like details and safe plans.
  • Go above your managers if they do not support your ideas of thinking bigger. Don’t ignore them or disrespect them, but don’t let them hold the team back.
  • Write about your work- share it with staff, share it on the web, chances are it will help you think differently about your work.
  • Lastly, make sure you’re investing in a culture of reflection- the act of dissecting past wins and failures is key in thinking bigger and better about how to launch forward.
Bass Hole, Cape Cod, by Spike

If you’re struggling to get your ideas over the hump, think about where it is that you do your best thinking- for me, the wilderness and places by water help me get out of my zone, find what helps you think freer and embrace that however you can!

If we don’t start now, we’ll never get there. Don’t look back in five years and think “if we had just…”. Every shady street started with a row of saplings.
Joy Bonaguro