Recently, I had an enlightening conversation with an old friend and colleague about structural racism.
When I saw my friend’s name pop up on my phone, I was pleasantly surprised. We worked together several years ago, but we lost touch when my friend accepted a new position and relocated.
After we spent time catching up, our conversation shifted to current events. My friend told me that although we had not spoken in years, she was an avid reader of my blog posts. She told me she especially enjoyed my recent blogs on racial justice. Of course, I thanked her for her compliments.
Over the next 20 minutes, we discussed how leaders could address the impact of structural racism. As we closed our conversation, I shared a quote from Ida B. Wells, who said, “the way to right wrongs is to turn the light of truth upon them.”
So how do leaders shed light on the wrongs of structural racism? First, we must recognize structural racism when we see it. Once we can recognize structural racism, then we can take steps to address it.
I was recently asked for an example of structural racism. While there are several examples, the appraisal system, known as redlining, is a good example.
The process of redlining began in 1933 with the New Deal. As a part of the New Deal, neighborhood desirability was color-coded. The most significant factor in the color code was race. Black communities were deemed undesirable and were color-coded red.
Federal Housing Administration policies compounded the impact of redlining by advocating for restrictive covenants to maintain racially segregated neighborhoods. The impact of redlining not only limited Black homeownership, but it has also resulted in segregated communities and schools.
Redlining is one example of the impact of discriminatory policies and practices that are the foundation of structural racism. Although the Fair Housing Act of 1968 outlawed the practice of redlining, the legacy of redlining lives on today through exclusionary zoning.
In his commencement address at Howard University, President Lyndon B. Johnson, who helped to establish the Urban Institute, acknowledged legal rights afforded by the civil rights movement were the beginning of the path to freedom, not the end.
The challenges of structural racism affect every organization. So, where do you begin as a leader? Start with the primary structure of your organization and ask the tough questions. For example, if your organization lacks diversity, then you could review your hiring practices.
“it is not enough just to open the gates of opportunity. All our citizens must have the ability to walk through those gates”
President Lyndon B. Johnson
Addressing structural racism is uncomfortable but necessary. Remember what Henry Ford said, “whether you think you can, or you think you can’t, you’re right. The choice is yours.
Do you recognize structural racism in your organization?
#YourLeadershipGuide
Kim
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Something I’ve known to be fact, but didn’t know it was called redlining. Like affordable housing should be in every neighborhood, not in zip codes. Thanks for sharing