TOCAR
"Training Our Campuses Against Racism"

Anti-Racism Task Force

November 25, 2002

 

Present:  Ryan Sylvester, Amy Phillips, Phyllis May-Machunda, Yoke-Sim Gunaratne, Ron Jeppson,

   Judy Peterson, Linda Palmer, Donna Rosh, Ben Blair, Abner Arauza, Steve Pletta and

  Warren Wiese

 

Racism Defined: race, prejudice & beyond, misuse of power, discussion

• Prejudice within power vs. power plus prejudice is not the same.

• Within the group that is in power, prejudice/racism can exist.

• Whoever is in power has the ability to make changes, perpetuate race, prejudice.

• Looking at MSUM’s mission policies, etc., is more ideal than real.

• Getting changes to policy is often slow and not effective.

• Common analysis of racism within a culture.

• “Bad” behavior should not be rewarded; take away the perceived benefit and racism dies out.

• Policy “manipulation” occurs; inconsistent in actions.

• Different tiers of power, “people on top” & racism. MSUM, B.O.T., Chancellor, State & Federal legislators, etc.

• Head, Hands, & Heart; reaching individuals at a variety of levels. Need to give individual alternatives through our training. Training needs to ensure action, where do we go from here.

• Blaming is a problem as it makes people defensive.

• Implementation of these concepts may be different for each one of us; some personal interpretation on how we each incorporate this into our life.

• Consistency is crucial with policy enforcement and interpretation. Regardless of reason, it may be interpreted as racism.

• Obligation to have a commitment to have our students be successful in a multi-cultural society. Our environment should support this concept.

• Racism as an attitude that needs to be role-modeled positively to create change.

• Some people will not see that they need “training”, as they don’t see they have done anything wrong.

• Concern for message being too complex to be able to share widely. Message needs to be clear and with outcomes.

• Likely a need to have some way to have individuals continue to process; some information is disturbing and follow-up options should exist.

• The separation of people of color from the rest of the group was difficult as something happened differently with each group. Would have been easier to empathize if it could have been different. White group may have been too large to be effective. Did role model difference in majority vs. minority?
• “We can’t erase the past, only improve the future.”
• When you tell people how you feel/experiences you’ve had, others want to minimize, explain it as not real/not racist. Experience was validating for the people of color group. “White” persons group not as successful.
• Issue of how do we do unit work if we’re not in agreement as a team. What gets included/What’s the message.
• After an organized training, perhaps we need to have a follow-up session a week or two later. Would allow processing of information and get additional information about where people believe our campus is.
• Need to talk more about difference between diversity, competence and institutional racism.

For next meeting:

• The next meeting will be December 12 in CMU 203. Continue conversation.