HowlRound Theatre Commons: This past summer you may have noticed one very clear intention mobilize across the New York and American regional theatre communities: to signal justice. In rapid succession, statements of varying lengths committing to institutional solidarity with the Black Lives Matter movement have populated our inboxes and social spaces from arts organizations across the country. But what will become of this? Why now, and what next?
4 comments:
I think this article makes an extremely important distinction: the difference between diversity, equity, and inclusion work and anti-racism. While one takes an external view to reshaping our institutional practices, it is at the same time equally (if not more) important to take an introspective look at the issues as well, and practice a word that has been circulating recently, namely accountability. An institution is anonymized in some ways. It's easy to take a look at some theatrical company, per se, and see the institution as just a board of directors. But the fact that each of those directors has individualized thought and are separate from the unit is entirely the point. The distinction between organization and individual is, in extreme terms, entirely non-existent. At one time an individual can be a racist while also contributing that racism to an organization. Given, each situation has its own separate set of problems, but the root is the same in either case. Thus, in every step towards diversity and anti-racism, it is important to view every issue with both the outward and inward perspectives in mind.
I feel like this article was really insightful on the issues that are still, frustratingly, present in both society and our industry. I thought the point that while yes, racism is systemic, constantly referring to it as such makes white people feel absolved of responsibility was a really good one, because the ‘system’ in ‘systemic’ is still in existence because it’s being upheld by the white people it benefits. A white person who views themselves as non- or anti-racist still benefits from the system in place, and often will be reluctant to sacrifice that privilege. It was interesting to read in this article how intertwined the concepts of capitalism and white supremacy seemed to be, particularly in the section about ‘radical partnership’ and how mutual aid can be a solution for those capitalism inherently harms, and in the section about power and hierarchy. People with power are unlikely to give it up, and so any changes they make would be below them, and therefore not addressing issues at the root.
The article highlighted several important issues that we find in our society and institutions. In the essay, the author writes about how after the social unrest that was present this past summer, many institutions were quick to put out bland statements declaring their support for the Black Lives Matter movement. It causes One to ask the question of whether or not the institutions are making baseless claims without providing commitments and actions steps in terms of integrating their organizations and making it inclusive for all BIPOC members. I agree with Allisons point that a white person who views themselves as non racist still benefits from the system in place and will often be reluctant to sacrifice that privilege. When white people in power acknowledge that fact, than real change can occur.
Like everyone else is saying, this article is very insightful on the topic of anti-racism in theatre. There is a very big distinction between diversity, equity, and inclusion, and anti-racism work. The first works, like the article said, as a way to change things externally within organizations. Anti-racism work is helping to dismantle generations of oppression, stereotypes, and underprivileged minority communities. Allison really does bring up a great point about the systemic racism and privilege in this country. Even if a white person considers themself an ally in making progress in anti-racism work, they still benefit from the system in enormous ways. They will be very reluctant to give up that privilege, which is exactly what needs to happen in order for any sort of change to start. There are many businesses that have “committed” to making the change towards anti-racism in the workplace, without actually starting any programs, training, and analysis of racism that exists in the workplace.
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