Moths to the Flame of SimpleApril 26, 2017 Leave a comment
The human heart is the first home of democracy. It is where we embrace our questions. Can we be equitable? Can we be generous? Can we listen with our whole beings, not just our minds, and offer our attention rather than our opinions? And do we have enough resolve in our hearts to act courageously, relentlessly, without giving up – ever – trusting our fellow citizens to join with us in our determined pursuit of a living democracy? ~Terry Tempest Williams
In Turkey, voters just granted the Prime Minister additional powers. In the US, many people have long been fond of simple solutions. Today that plays out with support of a bombast who is inconsistent and offers solutions that exacerbate underlying problems.
When we work with clients, it also seems like there is a pull to simplicity, especially around issues of diversity and equity.
We field many calls from organizations and networks eager to address issues of racism. In its caricature state, which is all too common, the request is for a two-hour workshop for staff. The hope is that with a few hours of filling smart brains with a new understanding—of the history of racism, or of implicit bias, or levels of oppression—that then things will be okay.
This is false. A two-hour workshop can open some new understanding or potentially be used to make a case for change, but in no way does not even put you on the road to okay.
How is it that smart people believe that a little more in the way of “smarts” will undo a complex historical reality routed in policy, cultural narrative and economics?
Some of it seems to be a wish for easy and for ease. Many white people want the magic bullet or the easy solution to our own racism and that of our country and our organizations. We are not used to acknowledging that it took a lot of work to dig the hole that we are in and that it will take even more work to get out. Hoping that two hours or one day can give a diverse group the knowledge, tools, and understanding to create systemic change is simply a wish for simple.
In addition, there are systems that support the quest for this to be simple. For example, funders may offer relatively small dollars for organizational change efforts or not prioritize learning about systems of oppression at all. The push is almost always for fast outcomes and it seems risky to slow down and support the harder efforts that will ultimately be successful. Many leaders of our organizations, foundations, and government institutions have ourselves benefitted from the structures of racism and are content (wittingly or unwittingly) not to rock the boat.
For people working on systemic change, our job is to communicate that change is both hard and worthy. To want change requires more than a workshop; it is a commitment to put in the time, the dollars, and the effort. We know that effective equity efforts require work on multiple levels.
It may not be easy but it is fun and powerful to see the changes along the way. Change can beget more change. Change includes:
- New and deep relationships that expand what is possible and build new ways of being
- More equitable hiring and purchasing policies, investing in long term economic change
- Policies in an organization that are constructed to undo the bias that is both implicit and explicit in our minds and our organizations.
I will write more in the coming weeks about examples of change as a motivation for those moments when we think oppression, racism, and inequity are solvable in a two-hour workshop. IISC is interested in working with groups that choose to avoid the simple and invest with their hearts and time the work that can lead to meaningful change.