Page 99 - Microsoft Word - resource book.doc

Dismantling Racism Resource Book

appoints a Vietnamese businessman to head a task force on the problem. The businessman
has no expertise on housing or displacement but hopes to benefit from the redevelopment.
By appointing this “token,” the mayor hopes to create the appearance of concern for, or
even accountability to, the community.

Typically the tokenized person receives pressure from “both sides.” From those in power,
there is the pressure to be separate from one’s race (for instance) while also acting as a
representative of the entire group. The tokenized person is expected to become a team
player, which means that identifying racist activity within the organization or working on
behalf of one’s community is seen as disloyalty. The pressure from one’s community, on
the other hand, is to fight for that community’s concerns, in other words, to help from the
inside. Of course, it is virtually impossible to work from the inside because the tokenized
person is isolated and lacks support. It is a “no win” situation, filled with frustration and
alienation.

Example: Recruiting a person of color on an otherwise white board of directors with no
intention of actually changing programs in order to serve the needs of people of color.

Adapted from Suzanne Pharr’s “Common Elements of Oppression”

When predominantly white organizations take on racial justice work, the few people of
color in the organizations are often put into uncomfortable positions within the
organization. People of color may want to take the opportunity to caucus in order to build a
strong network of support as they enter a racial justice campaign. The caucus may allow
people of color to assess whether the organization is tokenizing them in order to put a
“colored face” to the campaign while marginalizing people of color from meaningful
positions of leadership in the campaign. The caucus may also allow people of color an
opportunity to address the impact of internalized racism on members and leaders as active
participants in moving a racial justice agenda.

Why is your organization primarily white?

This is an incredibly useful question to reflect on before proceeding. In thinking about this
question, it is crucial to “step out of the box” and seriously test your basic assumptions.
Is it because of demographics: few people of color in your area? Has your
organization allowed demographics to be an excuse for not doing the work?
Is it because your organization has historically framed issues in ways that aren’t
relevant for people of color?
Have there been specific incidents where the organization has tried to build
relationships with and include people of color but it didn’t work? Why?

Dismantling Racism Project 97 Western States Center