Anti-Racism Initiative

The Principles And Components Of The Anti-Racism Initiative, Working For A Better Tomorrow.

Since the "Many Members, One Table" initiative began in 1999 we have identified seven principles and core components that distinguish anti-racism and anti-oppression work from other race relations and multi-cultural diversity processes. These components must be evidenced in a process for it to be recognized as anti-racist, anti-oppressive and pro-reconciling.

Spiritually Grounded

At its core, the task of eradicating systemic racism and structural oppression must be grounded in the spirit. It is the spirit that is most damaged by racism and oppression. It is the spirit that must be healed. This spiritual engagement must be grounded on the theology and spirituality of our communion. The process must reconnect the institution and its people with God's inclusive and liberating gospel.

Institutional Racism and Structural Oppression

The principal task of the process must be the eradication and dismantling of institutional racism and structural oppression. The process must begin with the understanding that all institutions in the United States, with the exception of resistance institutions, were created legally and structured intentionally to serve the dominant majority exclusively.

Socio-Historical Analysis

The process must be grounded on a socio-historical analysis of the development of race and racism in the United States. It has to equip institutions with the skills and tools needed to apply the analysis to their Disciples of Christ context.

Transformational Change

It must advocate for transformational change that begins at the level of mission and purpose of the institution and moves through to the personnel level.

Organizing for Change

The process must provide the institution with educational tools and skills, agitation to move forward, technical assistance, and a sense of its own power to change the institution's identity of itself.

Identity Change: Racist, Oppressive to Anti-Racist,Anti-Oppressive

It must seek to change not just the identity of individuals but the identity of the institution from racist to anti-racist and from oppressive to anti-oppressive. This process of institutional identity change is long-term, even multi-generational. It is this change that makes reconciliation attainable and authentic.

Intentional Connection to Resistance Groups and Communities

Historically white institutions cannot do this work alone or in isolation. A truly anti-racist process demands that the institution establish intentional connections with resistance groups and institutions. These institutions will accompany the white institution as it seeks to transform its identity.

Accountability to Communities of Color

The process must advocate for the institution to develop accountability to People of Color which requires that the institution and the people using institutional power have the responsibility to act in ways that give life to People of Color. This accountability is manifested in three ways:

• The institution must act in ways that are accountable to the anti-racism analysis-to the lived experience and reality of People of Color.
• Anti-racist, Anti-Oppressive, Pro-Reconciling leadership development, which not only instills in leaders the authority to act on behalf of the institution, but that deeply embeds in them the responsibility to act in ways that give People of Color and their communities life, is structured.
• Accountability to anti-racist Communities of Color inside the institution as well as anti-racist Communities of Color outside the institution is structured. This refers to collectives of People of Color, not to one or two or even a handful of individuals.

(This article was featured in the Fall 2004 Insight Newsletter)