The Importance of Unlearning in Your Journey to Advocacy
The Importance of Unlearning in Your Journey to Advocacy
In recent years, diversity, equity, inclusion and belonging (DEIB) initiatives have transformed workplaces for the better. While some resistance to these efforts has emerged, it is important that we acknowledge why DEIB initiatives must exist in the first place: for equity. While the idea of “equality” assumes that everyone starts from the same place and needs the same resources, “equity” refers to the process of ensuring fair treatment and opportunities for all individuals who face systemic barriers. To promote equity, we must recognize different circumstances and allocate resources accordingly to uplift and empower marginalized communities.
Last week, LáLew had the pleasure of inviting DEIB expert, Richard Butler, to join us for a training moment. As Chief of Staff for TrachMar, LLC, Richard emphasizes the importance of DEIB through lived experience. His diverse certifications in call center workforce management, sexual harassment prevention, and DEIB reflect his commitment to creating inclusive and efficient work environments. Having experienced the effects of Jim Crow laws firsthand, Richard is now a dedicated advocate for DEIB. He hopes the growing conversation around these initiatives will inspire people to listen to oppressed voices and use their privilege to drive meaningful change.
During his discussion, Richard highlighted the importance of “unlearning”, which refers to the process of dismantling ingrained beliefs and behaviors that contribute to discrimination or marginalization. As Richard explains, “unlearning” lays groundwork for ideas such as “anti-racism” and “color blindness.” As he states “No child wakes up oppressing another person with hate in their heart.” Simply put, racism, transphobia, homophobia etc. are taught through the people and ideals around us. Listening to first-hand experiences is the first step in unlearning and ending this cycle.
An “anti-racist” is someone who actively opposes racism through behaviors and practices that promote racial equity and justice. A common misconception people have about how to be “anti-racist” is the idea of “color blindness,” where people state they “do not see color.” Richard insists that this can never be the case, as there are systemic barriers that hold marginalized groups back from being whoever they want to be, specifically within the workplace. The idea of “color blindness” also prevents conversations that allow people to realize the effects of these systemic barriers and invalidates the pain that comes with those personal experiences.
Once people unlearn their preconceived notions of DEIB and oppression by listening to lived experiences, they can work towards becoming an “anti-racist.” As Richard explains, “anti-racism” is crucial to dismantling the system that oppresses individuals. To be “anti-racist,” one must take action to promote equality and justice. Though many will partake in “performative action” where they pretend to care about an issue to benefit their public image, Richard highlights the “Triple A’s”:
Ally: one who supports marginalized groups
People cannot label themselves as an ally, they must be recognized as one
Advocate: one who actively works to promote justice for marginalized groups
Actor: one who takes concrete action to create change
As Richard encouraged our team, we want to encourage you to take one piece of information from his message and use it to motivate yourself to do better. We are much stronger when we work together. In difficult times, we must make our voices heard; pushback happens when we go silent.
Thank you, Richard, for the wonderful discussion!
To learn more about his message, connect with Richard on LinkedIn.