Are you a silent Cultural linker or a power resistor?

Are you a linker or a resistor in conversations about racism?

I have sat in many boardrooms of power...just watching; in staffrooms listening; experiencing sometimes turmoil and ferment; in lunchrooms often of fun and, in quiet corridors of tangible, serious power. I have coached and listened to many leaders say why and what they decided on many issues. I have watched, listened and looked and waited.

Cultural behaviours about racism are easily observable. Assumptions about power and expectations to fit in, and societal and historical positioning underpin these behaviours. Some people show bridging behaviours linking, integrating and including people and their ideas and suggestions, seeking a collaboration and cooperative outputs; whilst others emit signals of "Whoa.. stop! Whoa...not yet! Yes..but! or "Look at me! "My idea is best!"I disagree with your premise" etc... seeking to halt proceedings to keep the status quo intact. A few show power and use of resistance forces against peoples' viewpoints and yet others are linkages, supporters, empathetic listeners to the behaviours surrounding this phenomenon of racism; sometimes silent, other times vocal pursuing innovative ideas, concepts and actions for change; linking opposites, weaving commonalities. And then, there are the "others"...I have to say often the noisy voices who are the blocks against moving forwards.

Why is this? Particularly when it relates to racism in organisations. Everyone seems to have a point of view, often from their limited experiences, and often when they are really not fit to discuss it because they have not been at the recieving end of it...really! But their comments that are made large and influential of organisational decisions. Dependent on positions people hold, it is sometimes difficult for those not in power to speak out for the racially - discriminated; and, my guess is it is similar to gender and disability issues.

Racism...like sexism... and disability-ism and others, seem to be silent elephants in the room. Certain people get promoted. Certain people get the nod. Others forgotten or "let go!" without the real reasons being exposed...just some weak excuse that one was not performing...performing according to a narrow expectation from a different socio-cultural-racial-gender-ability-cultural mindset.

And then there is more...often a degree of narcissism and abuse of power from someone called your "manager" ! This use and abuse of power occurs from individuals in public service, politics, health, education, wherever; yes, even with all the regulations against discrimination; in agencies, in corporations and non-government and community workplaces. Does it occur within your organisation?

This dis-ease of racism...exists like a virus everywhere. It is fanned, indeed engineered and powered by those who think the same, clever people with socio-economic and psychological advantages who are on the same main train to somewhere, as it were, building capitalist profits, fake news and supposedly helping others whilst really helping themselves.

And, this will continue unless we are made aware of such behaviours and question decisions that are made without kow-towing to the hierarchy for whatever reason, usually the potential loss of jobs or money. It takes courage to call it out, to call out racism; to walk away even, to pick the fight, the battle and to maintain the strength to carry on, and then to rebuild these links and bridges to equality rather than perpetuate power resisting forces of the status quo by saying nothing. It is difficult to stand up for changes to what we see as inequities. But as we build boldness in teams, together we must!

Why don't we speak up about this? A professional colleague, in anger, and because I seemed to understand his predicament at the time, espoused the following comments to me once: "Why don't those of us who are different stand up, be bold, summon courage and assert the inner power, knowledge and expertise we know we have, rather than be told by these second hand charlotans who pretend they are the real deal, and who somehow have got the ear of the hierarchies; why do we let them tell us what they think about what we do and how we do it? What can we do? How can we respond as powerfully back when these matters arise? How can we save these organisations and second hand managers from themselves?" I did not have an answer for him at the time. Just a listening ear, watching, waiting and looking and allowing him to calm down from the stress he had just endured, including the non-discussables, the silent realities of racism in organisations and the abuse of power.

If you have experienced a similar situation, can I ask you to write about it? I know it is difficult for some: because as someone told me- they (the forces of the establishment-and powerful "status quo") are watching you on this social media. My answer is: ..and so the status quo is maintained....conformism, sameness, the old traditional thinking is maintained; nothing is changed for the betterment of minorities.

Yours will be a good force, a positive force; standing up for your rights and the rights of all those who are racially vilified in your organisation, by the powerful individuals, structures and hierarchies of our systems. However, choose wisely because it is true...there are listeners and watchers on social media, even this linked in.

For me, it is time to be authentic...to be fairdinkum...to be true to one's values...to be true to oneself; to strive for the common good, to be anti-discriminatory.

In doing so, I ask you to listen, look and learn about how people cleverly cover up racism, how they say things like: "I am not racist, but..."; how they try to "quieten" any resistances to the current status quo which they enjoy and in which they have achieved their professional successes, which we understand clearly; and how structures are such that we see a high percentage of those who cannot speak English well, those who are young, poor, vulnerable, those who are from immigrant heritage, those who have a stronger pigmentation of the skin, and those who are women, disabled; as examples of human resources who are left behind by the forces of influence and power in organisations.

And do remember, we have made up "racism". It is a social construct. The people you work with were not born with racism. Neither were you. It is learned from our society, from our institutions, from our groups, media, communities and individuals.

We have constructed this racism thing over hundreds of years of colonialism, imperialism and many other -isms.

So what role do you play?

Are you a cultural linker or a power resistor when it comes to racism?