DOES SYSTEMIC RACISM EXIST WITHIN CO-OPERATIVES? [PART TWO]

LEADERSHIP 

" Progressive Leaders for today and  the  future commit to seeing how the social construct is used to isolate, disadvantage and make power inaccessible to Black People,"  writes Daniels and continues " They are alert to unequal outcomes and work to dismantle systemic racism within their organisations and areas of influence"

Where are the anti-racist progressive leaders within UK Co-operatives?  I can easily identify them within my primary profession of Social Work and Care but a bit more challenging in the Co-operative. That said the likes of Radical Routes, Mondo and the Co-operative College are beacons within the sector and I readily acknowledge the Co-operative Group itself partnering with Waitrose back in 2020 with an anti-racist campaign. But we should not confuse Leadership with organising an event, a training programme or a campaign.

Daniels helpfully defines the key characteristics that distinguish the Leaders:

1. Humility: Creating safe spaces in the workplace 

2. Moral Courage: Being firm in the face of discomfort and opposition

3. Tenacity: The ability to persist with a course of action even if there is no immediate payoff or reward

Now here's the rub. Despite the laudable Cooperative campaigns and events, that is what they are. Anti-racism is not part of the DNA of Cooperative businesses. Ticking a box, producing a policy or having a discussion with Human Resources just does not cut it! It is not an event, it is an ongoing and monitored process underpinned and founded on "humility, moral courage and tenacity"

Here are Five Questions that Daniels suggests workplaces ask regularly

1. How far does this decision alleviate or worsen inequality?

2. If we do X, what is the impact on Y?

3. Who are the consistent winners and losers here?

4. What other pattern or trend we should watch for?

5. How far are we doing what is comfortable v's what is right?

I am wondering how many policy reports were agreed upon by Co-operative Boards or its "governing" body/Circle that asked these questions or indeed included specific reference to asking and answering "Difficult Questions"? 

Recently I read Phil Wang's "memoir" "Side Splitter "  writing about his experience of what it means to be torn between two continents, specifically about race, empire and colonialism. Putting aside the comedy ( he is a professional comedian) he, as an author, is sharp, and insightful and his chapter on Race dealing with labels stresses his preference for the terms "White" and "Non-White." The language we use is dealt with in some detail by Daniels and it is that which I now turn.

DEFINING MEANING

Many of the terms we use are binary, so for example, "majority" and "minority" are opposites which are value driven indicating a particular status " the first having a higher value than the other and given more status". In addition, the very word "diverse" is "an othering word, an identity of difference construct to produce standards of normality and superiority ...we are all diverse!"  

We need to reflect on the terms and words we use and whether they make us comfortable. Language changes, and increasingly we are more comfortable using the word "Black" There is, however, something uncomfortable with the term "people of colour" and whilst BAME has been normalized it is deeply offensive and should, says Daniels be 'deleted from existence. Rather than listing her 50-plus words and phrases, she emphasises, and this is the key message in our Cooperative context, that we must use language as a device (tool) to "dismantle racism" in our workplaces. I note in passing that  "BIPOC" [Black, Indigenous, and other People Of Colour] is used by some Candian Worker Co-operatives seeking to promote racially diverse and inclusive Co-operatives.   

Our words, speech, writing, images, and symbols which we believe are truths and best practices need to be understood in their cultural context. Daniels writes about "Corporate Regimes of Truth" which requires a total deconstruction of corporate/organisational communication to understand what they are! Here is her checklist( which again I have adapted)

• SocialConventions - the genesis of our words
• Why we are uncomfortable with certain words/labels/terms?
• Why do we take a particular action or use this particular knowledge?
• Whose interests does this knowledge/policy/action serve?
• Who benefits from what we say?
• How and why do they benefit?  

 

My message to the Cooperative Commonwealth is to Reflect, Reflect and Reflect some more; be informed about the changing use of language and benchmark against the three traits that distinguish leaders ( Part One). 

STARTING FROM WHERE WE STAND

" Exploiting diversity and employing more Black people does not show either yourself or your organisation to be anti-racist. It does not enable inclusion. And it doesn't mean you don't have a problem with systemic racism"  ( Shereen Daniels)

Are Worker or Multi-Stakeholder Co-operatives anti-racist?  If the answer is "YES" my response is "Prove it". The starting point is, put simply, by using Daniels's R.A.C.E four-factor Model referenced in Part One. It is a pretty straightforward guide if our Co-operative is up for it. If on the other hand, we think we are anti-racist without evidence.... remember it's not about a campaign, a poster or even an event, then arguably systemic racism exists in your workplace!

Again using Daniels as our guide she explains that there are four levels of her Racial Equality Maturity Model starting with the issue of Compliance ( legal and institutional); an intent to be Inclusive and establishing a Strategic focus with a specific Commitment and lastly Public and Private. The Reflective Questions mentioned earlier in this blog give the framework which could be a useful starting point for any Cooperative business or service interested and willing to explore (audit) where they are starting from. Her approach is both empowering and sensitive to the challenges this journey entails and helpfully points out the steps, key pitfalls and stresses, concluding "it ain't easy"!

I am mindful that readers and especially my co-operative colleagues might be finding this blog too biased, and negative and fails to tell the story of those Co-operatives meeting the challenges, asking uncomfortable Questions and demonstrating the very qualities of anti-racist leadership. If that is the case then I have failed to reflect on the empowerment and practical nature of "The Anti-Racist Organisation."  Let me, therefore leave this section with two quotes. The first is Cheryl Samuels, Deputy Director of Workforce Transformation, NHS England:

"This is an honest, thought-provoking book that takes you on a journey of discomfort that leaves you reflecting on your personal and professional relationship with race and racism" 

The second is Dr Jane Brearly, Founder and CEO, of Intent Health Ltd:

" This book weighed heavily on me, as it should. It's unapologetic, enlightening, and yet practical. If you are truly interested in becoming an anti-racist organisation, you won't just read this once, but will refer back to it again and again"

SO DOES SYSTEMIC RACISM EXIST WITHIN COOPS?

Your call! 

Mine?  YES, THEY CAN AND ARE and it is time to explode the myth that they can't.