Affinity Groups

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People of color may have significantly different views on racial equity work. Some might be uncomfortable talking about race and equity and will insist that they be treated like everyone else. Others might articulate specifically what racism they are experiencing and what they would like to have happen to alleviate or remedy some of those issues. All POC perspectives are valid and important to be honored in this work.  

Talking about these issues professionally can be especially challenging for People of Color. Racial equity work can cause issues that have been present under the surface to bubble up. It’s important to prepare everyone for the journey and how issues could arise. That way folks can be ready to ask for what they need through the process.  

Some Tips 

• Have affinity spaces. Give employees of color time to meet with each other to have a sacred space to be in community, vent, and share resources for resilience.  

• Give POC space in this process. Company standards on racial equity apply to everyone; white people naturally have more work to do to understand their bias and privileges, and they should assume most, if not all, of the burden for ending white supremacy.  

• If mental health services are available, make sure they are accessible. Both POC and white people need access to mental health services as any individual may experience triggers in this process. 

• Establish a mechanism for staff of color to share their experience confidentially. Create a process for staff, specifically staff of color, to express their experience and their concerns. 

• Flexible schedules are a great way for POC to get a break, especially if they work in a predominantly white place of business which creates daily racial stress. 

• Ask and listen to what POC might need to be a part of the culture change process. 

• White affinity groups can allow white people to examine their bias and internalized privilege without fear of harming POC.