Antiracist Checklist for Whites

Antiracist Checklist for Whites adapted from Dr. John Raible’s (2009) checklist for antiracist white allies.

Part 1

_____I demonstrate knowledge and awareness of the issues of racism.

______I continually educate myself about racism and multicultural issues.

______I recognize my own limitations in doing antiracist work.

______I raise issues about racism over and over, both in public and in private.

______I realize “it’s not about me.” I avoid personalizing racial issues as they are raised in conversation.

______I can identify racism as it is happening.

______At meetings, I make sure antiracism is part of the discussion.

______I can strategize and work in coalition with diverse others to advance antiracist work.

______I attend to group dynamics to ensure the participation of people of color.

______I support and validate the comments and actions of people of color and other allies (but not paternalistically)

______I strive to share power, especially with people from marginalized groups.

______I take a personal interest in the lives and welfare of individuals of different races.

______I use my position as a white “insider” to share information with people of color that they may not have access to.

______I hold high expectations for people of color and for white people.

______I reach out to initiate personal contact with people of different races.

______I listen carefully so that I am more likely to understand the needs of people from marginalized groups.

______I understand enough about people of color’s perspectives that when relevant, I can share these perspectives when people of color are not present.

______I can accept leadership from people of color as well as from white people.

______I work side by side with people of different races on tasks, projects, and actions.

______I debrief with people of color to give and get “reality checks” and affirmations after meetings and interactions.

______I readily accept—with no explanations or “proof” necessary—a person of color’s position or perception.

______I can be present emotionally when individuals need to express feelings about racism.

______I discuss race and racism with both whites and people of color, and in these discussions I take people of color’s perspectives seriously.

______I take risks in relating to people across lines of difference.

______I demonstrate shared values with people from various communities, for example, impatience with the pace of change, anger at injustice, etc.

______I know the private lives of families and friends who are people from different backgrounds. I can relax, socialize, and feel at ease with people of color and with whites.

Antiracist Checklist for Whites - Part 2

The following are some problem areas where individuals sometimes get stuck. These were developed specifically for white individuals. Do any of these apply to you?

______I am not clear on the labels people of color prefer to use to identify themselves.

______When people of color point out racism as it is happening, I feel personally attacked.

______I rely on people of color for education about my own (and institutional) racism.

______I use meeting time to establish my antiracist credentials (e.g., recounting stories about how I “marched in the Sixties” or about how many friends of color I have).

______It is important to me to point out examples of “reverse racism” when I see them.

______I have been told I act in a racist manner without knowing it.

______I speak for people of color and attempt to explain their positions.

______I view myself as a mediator between people of color and other whites.

______I see my role as interpreting the behavior of people of color for other whites.

______I prefer to spend time and energy dealing with my personal feelings and issues rather than moving the antiracist agenda forward.

______I intellectualize about the struggle rather than live it daily.

______I wait for people of color to raise white people’s awareness.

_______I know fewer than five individual peers of color intimately (i.e., adults, not children, or family members, or employees, or co-workers).

While a checklist may seem simplistic, many will find that these guidelines are very difficult to put into action and take on-going commitment and practice. We will make mistakes but cannot give up.

Dr. Raible explains his list by stating, “The main goal is to develop relationships of solidarity, mutuality, and trust, rooted in a praxis of intentional antiracist thought, action, and reflection. When I observe people consistently taking the above steps (in Part 1), I recognize that they ‘get it’ when it comes to race and racism.”