Difficult Conversations: Talking to Agency Leaders About Racism

2020. *deep breaths* Some say it’s shedding light on our broken systems. Others would argue it’s showing that our systems work exactly how they were built to: pushing violence on Black bodies and only giving adequate healthcare to the folks who can pay for it. 

George Floyd’s death had a massive effect on the community in Minneapolis. People protested, volunteered, donated, and fought hard against the clear injustice and murder that had occurred. It sparked a lot of important conversations in social circles, organizations, and families, that might have never happened previously. 

One place these conversations are occurring is in the workplace. And they are not always easy to have, especially if your company is white-male-owned and predominantly employs white individuals—which is certainly not uncommon in the Minneapolis advertising scene. So you may need some advice on how to have productive conversations with your leadership about racism. 

Check in with yourself and come prepared

Having any conversation about systematic issues—especially with the person signing your paychecks—takes a lot of mental and emotional stamina. You have to be in the right mindset and have enough emotional energy to have the conversation before you go into it. Otherwise, you won’t be able to approach a potentially heated conversation well-prepared. 

Tip: Schedule a one-on-one meeting with someone in your leadership that you respect, then make sure you have time beforehand to relax, get in the right headspace, and do a little bit of self care.

White MadWomen: the ownership of these conversations does NOT fall squarely on the shoulders of your Black colleagues or non-Black coworkers of color. Far too often Black folks have to carry the burden of educating their white friends and acquaintances on topics related to systematic racism, in a time when any question you have could reasonably be answered by Googling. Though white allies need to do the work to not speak for Black folks, we can’t use that as an excuse to not have tough conversations.

Meet them where they are

You can’t go into this conversation ready to lay the definition of white fragility on the table, or quote Kimberlé Crenshaw, if it’s clear they’ve only recently started educating themselves on racism. They aren’t ready to effectively engage in that conversation yet. Instead, meet them where they are. 

As a white woman speaking from my own experience, there’s almost a journey of unlearning that happens as you learn about racism. I didn’t really start learning about it until college, because it wasn’t something I personally experienced. My parents weren’t forced to talk to me about it, because it wouldn’t negatively affect me. There were many times I wasn’t ready to accept that just because I didn’t outwardly hate Black people, that didn’t make me antiracist. It took years of understanding just how deeply ingrained racism is in our culture before I was able to hear that and take it to heart.

Now that I’ve spent more time discovering my own misguidedness and uncovering ways in which I’ve benefited from the system, it can be difficult to remember we’re not all at the same point in this journey. The aim with this conversation is to have an impact, so you want to tread lightly and meet them where they are on their “journey.” If there’s a sticking point, try explaining it a different way, but move on if you feel them getting defensive. 

Approach it with respect

Racism is a very heated topic, and it can be hard not to get overwhelmingly frustrated with people who just don’t seem to care. Remember, if the person you’re meeting with agreed to have this conversation with you, odds are they have good intentions. And, if you both are willing to have this conversation with each other, there’s likely some level of mutual respect between the two of you.  

Make sure you approach this conversation as two adults having a respectful conversation. Frame it as a conversation with your grandma, or your in-laws, or a client—whatever puts you in the headspace of maintaining respect the whole time. It’s important  their experience in this conversation is a positive one, to not only protect you, but to also keep them open to more gentle confrontation about tough topics.

Offer to help

Now, I don’t mean take on more than you have the capacity to. Just like you’re meeting them where they are, meet yourself where you are as well. Maybe you only have the energy to send them a follow up thank you email with links to topics you discussed. Or maybe, you’re willing to commit to drafting a social post or blog post for the company, or host a lunch and learn to continue the office conversation. You could even offer yourself up as someone they could go to with questions whenever they need. Offer to be as hands on or hands off as you have capacity for to keep the conversation going. This is really only just the beginning.

//image by Maxime Chastanet