< Previous50 PERSPECTIVES VOLUME 44, NUMBER 4 ideas based on shared experiences. These experiences can lead to positive and negative ideas. Microaggressions are the result of biased ideas and values that have been perpetuated and strengthened over time. Psychologist David W. Sue defines microaggressions as the “everyday slights, indignities, put downs and insults that people of color, women, LGBT populations or those who are marginalized experience in their day-to-day interactions with people” (as quoted in Ayana Therapy, n.d.). In the 1970s, microaggressions were initially used to describe the insults and disparaging behavior by White people against Black people. However, in our society of Twitter, Facebook, and Instagram where nothing is private, these aggressions are no longer miniscule. These aggressions may come in the form of an indiscrete slip of the tongue, joke, or in everyday conversation. Social media and the camera phone have exposed racism on a completely new level. Current world events can trigger fear and resentment, especially toward people who are different from us. The election of Donald Trump gave some people in the dominant culture permission to act on their prejudices. “Whether he wishes to be or not, Donald Trump is the epitome, not only of White innocence and White privilege, but of White power, White rage and yes, White supremacy” (Dyson, 2017). This ugly beast of prejudice is not just alive in the political arena; it often lives in our workplaces. Organizations are usually reluctant to confront it. According to an article in the Harvard Business Review, these discussions “will in all likelihood be very uncomfortable – not just for White employees and leaders who might be confronting their privilege for the first time but also for people of color, especially Black Americans, who know candid talks with colleagues” will force a need to call out microaggressions (Washington et al. 2020). 4. Expose Bias The fourth strategy to overcome implicit bias is to expose it. In our workplaces, everyone must be encouraged to have an open dialogue in which they suspend judgment, show empathy, and work to develop cultural competence. Dr. Ella F. Washington, researcher at the Gallup Center on Black 51 AMERICAN PROBATION AND PAROLE ASSOCIATION Voices, lays out an action plan for agencies to engage in cultural competence (Gallup Center on Black Voices, n.d.). Agencies need to invite employees to bring their whole selves to work, and then everyone can work together with a more global approach. This provides a safe space where line staff and administrators alike can enjoy a brave zone where people can be transparent, without fear of retribution. Generally, we tend to favor our in- group with positive stereotypes and out-groups with negative stereotypes. Our implicit bias, or unconscious bias, is often based on mistaken and incomplete information. These biases, in turn, significantly impact workplaces in terms of who gets recruited, hired, and promoted. “While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing institutional bias will help to tackle structural bias, regardless of the positional power.” (Jana & Mejies, 2018). Bias, implicit or explicit, steals your joy. No one is paid enough to be mistreated and miserable. Identifying these biases and eliminating them is paramount to a healthy workforce and development equality. 5. Inclusive Listening The fifth and final strategy to overcoming implicit bias is to activate inclusive listening. In the IMPACTxAsia blog series, the author describes how inclusive listening can “positively impact the overall communication of your workforce” via “empathetic dialog” (Moss, n.d.). To do this, we must commit to using “I” statements, learn to respect opposing viewpoints and commit to building common ground. Building common ground builds trust and creates an open workspace. For example, Oracle offers an entire training program for companies/agencies that aim to incorporate Diversity, Equity and Inclusion (DEI) to “spark change and drive impact” (Oracle, n.d.). This open and inviting environment leads to increased productivity and fosters healthy employees. The hard truth is that there is a clear difference between impact and intent. Often, the end result matters, not the intentions. For example, Dr. Seuss wrote countless books that taught millions of children to read (The 52 PERSPECTIVES VOLUME 44, NUMBER 4 Cat in the Hat), count (One Fish. Two Fish, Red Fish, Blue Fish), and to dream (Oh, The Places You’ll Go), and still the author produced books with racist imagery. As such, six Dr. Seuss books will no longer be published: And to Think That I Saw it on Mulberry Street, If I Ran the Zoo, McElligot’s Pool, On Beyond Zebra!, Scrambled Eggs Super!, and The Cat’s Quizzer (Watts & Asmelash, 2021). That is the dichotomy of human nature. On looking closely at those around you, it is likely you will agree. Throughout many years of working in community corrections, observing vast numbers of coworkers and clients, it has become quite clear to us that most people are not all good or all bad. Most people fall somewhere in the middle. Those on the outer edges cause the most egregious trouble and misery, allowing their prejudices to dictate their attitude and behavior, but they are rarely totally different from the others around them. Consider how often you have heard a co-worker or supervisor say, “I didn’t mean anything by that,” or “I didn’t know that wasn’t okay to say.” That may be so, but what does intent matter if the impact results in furthering (Unconscious Bias – Equal Opportunity, uwash.edu)53 AMERICAN PROBATION AND PAROLE ASSOCIATION the marginalization of BIPOC? Privilege shields those in the dominant culture from having to question the difference. After all, “making the conversation about intent is inherently a privileged action.” (Utt, 2013). How to begin the reckoning? As change agents, we must keep the conversation going. For example, it is not enough when celebrities like chef Paula Deen apologize for calling her Black customers the “n-word” (Phillip, 2014). It is not enough when a politician like Senator James Lankford of Oklahoma apologizes to his Black constituents in Tulsa for questioning the results of the 2020 Presidential election (Durkee, 2021). Apologies without action are meaningless. The impact of inaction or of merely offering promises is hurtful and continues oppression. That is where implicit bias lives and breathes. We must listen, learn, and respond without any caveats. Tupac Shakur summed it up perfectly, “If you take your time to HEAR ME, maybe you can learn to CHEER ME.” Be active my friends, be present, and be loud. Nevertheless, always be part of the solution. Author Bios: Robbyn-Nicole Livingston, Probation Supervisor, currently supervising juvenile and transitional age youth (TAY) deputies in Contra Costa County, California. I possess over 20 years’ experience in community corrections/ probation. I have a master’s degree in clinical psychology, and extensive experience as a family therapist and parent educator. I am a professor, trainer, wife, mother, sister, friend and community advocate. My ultimate goal is to expand my non-profit agency, BeEmpowered, to teach system involved youth culinary and life skills via a certified pastry chef program. I want to help my community with my time and my “dough”, offering kindness, wisdom and a cinnamon roll. Contact the author at Malkia Crowder, Probation Manager John A Davis Juvenile Hall in Contra Costa County, California. She has over 22 years’ experience in both juvenile and adult community corrections. She is currently responsible for daily operations including serving as hiring and training manager for the department. She is the proud mom of 2 sons and enjoys traveling both near and far with her family. She has a passion for the work she does and continues to break down barriers to success for staff and clients alike. She maintains strong connections to her community and is committed to collaborating with other justice partners. Contact the author at 54 PERSPECTIVES VOLUME 44, NUMBER 4 References Austin, C. (2019). A Grounded Theory Survey Study of Teachers Perception Perpetuating the Deficit Narrative About Marginalized Students of Color. STARS University of Central Florida. Ayana Therapy. (2020). Microaggressions in the therapy room. Retrieved from Brennan Center. (n.d.). Gerrymandering and Fair Representation. Retrieved from Crutchfield, R. D., Skinner, M. L., Haggerty, K. P., McGlynn, A., & Catalano, R. F. (2012). Racial disparity in police contacts. Race and Justice, 2(3), 179-202. Durkee, A. (2021, January 15). GOP Senator Lankford Apologizes to Black Constituents for Challenging Election Results. Forbes. Retrieved from Dyson, M.E. (2017). Tears we cannot stop: A sermon to White America. St. Martin’s Press. Fryer Jr, R. G. (2020). An Empirical Analysis of Racial Differences in Police Use of Force: A Response. Journal of Political Economy, 128(10), 4003-4008. Gallup Center on Black Voices. (n.d.). Retrieved Harvard. (n.d.). Project Implicit Social Attitudes. Retrieved Jana, T. & Mejies, A. (2018). Erasing Institutional Bias: How to Create Systemic Change for Organizational Inclusion. Berrett-Koehler Publishers, Incorporated. Jolis, C., & Sunstein, C. R. (2006). The Law of Implicit Bias, California Law Review, 969, 971. Kirwan Institute (n.d.). Implicit Bias Training. Retrieved Merriam-Webster. (n.d.). Implicit Bias. Retrieved from Mapping Police Violence Moss (n.d.). Developing the Art of Active Listening for Inclusive Leadership. Retrieved from Oracle. (n.d.) Retrieved Phillip, A. (2014, September 23). Paula Deen serves up another racism-scandal apology, with a side of self-promotion. 55 AMERICAN PROBATION AND PAROLE ASSOCIATION Washington Post. Retrieved from Pratt, E. (2020, May 29). Racism has always been around. Now it’s being filmed for all to see. The Advocate. Retrieved from Schleiden, C., Soloski, K. L., Milstead, K., & Rhynehart, A. (2020). Racial disparities in arrests: a race specific model explaining arrest rates across black and white young adults. Child and adolescent social work journal, 37(1), 1-14. Stuart, T. (2021, March 26). Everything You Need to Know About Georgia’s New Voting Law. Rolling Stone. Retrieved Shakur, T. (n.d.). “Ghetto Gospel.” Retrieved from The Sentencing Project. (2016). The Color of Justice: Racial and Ethnic Disparities in State Prisons. Retrieved Utt, J. (2013, July 30). Intent vs. Impact: Why Your Intentions Don’t Really Matter. Everyday THR Staff. (2016, August 3). Will Smith: “Racism Is Not Getting Worse, It’s Getting Filmed” The Hollywood Reporter. Retrieved A.H., L.M. (2020, July 3). When and How to Respond to Microaggressions. Harvard Business Review. Retrieved Watts, A. & Asmelash, L. (2021, March 3). 6 Dr. Seuss books won’t be published anymore because they portray people in ‘hurtful and wrong’ ways. CNN. Retrieved 56 PERSPECTIVES VOLUME 44, NUMBER 4TWELVE STEPS TO HAVING COURAGEOUS CONVERSATIONS ABOUT RACE BY TOI B. JAMES58 PERSPECTIVES VOLUME 44, NUMBER 4 In 1968, the National Advisory Commission on Civil Disorders stated, “Race prejudice has shaped our history decisively; it now threatens to affect our future” (Kerner et al., 1988; see also Newkirk, 2019, p. 9). That statement unfortunately still rings true today. On the bright side, many individuals and organizations are committed to combatting such prejudice. We hear about diversity and inclusion everywhere—at work, in our social circles, and on social media. However, without real and meaningful action, nothing changes. What is generally not discussed is the need to have thoughtful and focused conversations about race, the kind of conversations that can lead to productive initiatives as well as concrete actions that may shift the negative thinking that has created—and continues to create—isolating, and oftentimes harmful environments and experiences. Within organizations, vision regarding the importance of inclusive behaviors must come from the top. An important first step is for the organization to clarify its position on social issues as imbedded in its core mission and value statements, an endeavor which should be initiated and reinforced by leadership. Organizations must also understand that they cannot simply train bias or racism away. They must go further, and that means grappling with how to discuss topics that are sensitive in nature and may stir up emotions they aren’t prepared to deal with. Accomplishing the goal of meaningful change requires engagement on a personal level. It involves encouraging employees to reflect on their own thoughts and actions and to address behaviors and statements in ways that are not necessarily welcome in their environments. When leaders have the ability to discuss issues that impact employees, allowing the employees to bring their full selves and their experiences to the workplace, it promotes a culture that allows all to thrive. More specifically, having inclusive, courageous conversations about the experiences of those in the community corrections workforce may proactively address issues that are likely to impact them in the workplace, including organizational, operational, and traumatic stressors (Spinaris & Denhof, 2015). It may also help identify the probability that bias or racist actions will occur before they happen. According to The Sentencing Project, “African Americans are more likely than 59 AMERICAN PROBATION AND PAROLE ASSOCIATION White Americans to be arrested; once arrested, they are more likely to be convicted; and once convicted, they are more likely to face stiff sentences” (2018, p. 1). Creating a safe space to have brave and open dialogue about how systemic racism plays a role in these outcomes may reinforce policies and procedures designed to ensure that officers treat citizens (and each other) fairly and equitably, and lead to a decrease in negative outcomes. Implementing a passive open-door policy is likely to only elicit silence and will not advance the desired goals of increased inclusion and understanding. In contrast, reaching out to solicit input and actively listening, even when you disagree, will help promote understanding and the connection needed to support officers, who should be able to rely on their department as well as on each other as they carry out their duties to protect and serve. The need to have difficult race-related conversations didn’t start with the acquittal of George Zimmerman after the shooting death of 17-year-old Trayvon Martin in 2012. Nor does it stem from the more recent deaths of George Floyd, Breonna Taylor, and many others. However, those deaths, as well as the recent increase in violent acts against Asian Americans and Pacific Islanders and ongoing issues pertaining to unfair immigration policies and actions, make the need to have such conversations more urgent. Let’s explore how to disarm the fear associated with discussing difficult topics, including race, one conversation at a time, using foundational coaching techniques to help keep discussions on track and ensure productive interactions. Discussing People of Color and Black Americans Differently Understanding the importance of making a distinction between discussing the needs and issues related to people of color (which tends to be all- encompassing) and Black Americans, specifically, is critical. The difficulties experienced by the Black community stem from actions taken against Africans enslaved for over 400 years and from oppressive measures related to systemic racism and segregation imposed on them after the Civil War. Because the “Black American” experience is so different, comparing it to other experiences does a disservice to those who are impacted. While it may feel like slavery has been over for eons, only a few generations have passed since Next >