Anti-Racist Allyship Toolkit

swanseaunisu

We can all take steps to be better allies to the BAME members of our community. This guide will give you some simple steps to be better ally.

SUSU

ANTI-RACIST

ALLYSHIP

TOOLKIT

SWANSEA

UNIVERSITY

STUDENTS’

UNION

UNDEB

MYFYRWYR

PRIFYSGOL

ABERTAWE


Source: www.leadershipharrisburg.org


Source: http://efc.issuelab.org/resources/30855/30855.pdf


Source: www.leadershipharrisburg.org


Glossary of Terms

Allyship

Allies are individuals who belong to dominant social groups and, through

their support of nondominant groups actively work toward the eradication of

prejudicial practices they witness in both their personal and professional lives.

(Disarming racial microaggressions: micro intervention strategies for targets,

white allies, and bystanders)

Anti-racist

One who is supporting an antiracist policy through their actions or expressing

an antiracist idea. (Ibram X. Kendi)

Black Attainment Gap

The Black Attainment Gap is the difference between Black and white students’

likelihood of achieving 2:1 or first-class degrees at university. (NUS)

BAME

Abbreviation for Black, Asian, and minority ethnic: used to refer to people in the

UK who are not white. (Cambridge Dictionary)

BME

Abbreviation for Black and minority ethnic: used to refer to people in the UK

who are not white. (Cambridge Dictionary)

Cultural trauma

Cultural trauma occurs when members of a collectivity feel they have been

subjected to a horrendous event that leaves indelible marks upon their group

consciousness, marking their memories forever and changing their future

identity in fundamental and irrevocable ways. (Jeffrey Alexander)


Discrimination

The unequal treatment of members of various groups based on race, gender,

social class, sexual orientation, physical ability, religion and other categories.

(www.leadershipharrisburg.org)

Diversity

Diversity includes all the ways in which people differ, and it encompasses all

the different characteristics that make one individual or group different from

another. It is all-inclusive and recognizes everyone and every group as part of

the diversity that should be valued. A broad definition includes not only race,

ethnicity, and gender —the groups that most often come to mind when the

term “diversity” is used —but also age, national origin, religion, disability, sexual

orientation, socioeconomic status, education, marital status, language, and

physical appearance. It also involves different ideas, perspectives, and values.

(www.leadershipharrisburg.org)

Ethnicity

An ethnic group; a social group that shares a common and distinctive culture,

religion, language, or the like. (Dictionary.com)

Equality

The right of different groups of people to have a similar social position and

receive the same treatment. (Cambridge Dictionary)

Equity

The quality of being fair or impartial; fairness; impartiality (Dictionary.com)

Individual racism

Individual racism refers to the beliefs, attitudes, and actions of individuals

that support or perpetuate racism. Individual racism can be deliberate, or the

individual may act to perpetuate or support racism without knowing that is

what he or she is doing. (www.leadershipharrisburg.org)


Micro-aggressions

Everyday verbal, non-verbal and environmental slights, snubs or insults, whether

intentional or unintentional, which communicate hostile, derogatory or negative

message to target persons based solely upon their marginalized group

membership. (Disarming racial microaggressions: microintervention strategies

for targets, white allies, and bystanders)

Performative allyship

Performative allyship, by contrast, is where those with privilege, profess

solidarity with a cause. This assumed solidarity is usually vocalized, disingenuous

and potentially harmful to marginalized groups. Often, the performative ally

professes allegiance in order to distance themselves from potential scrutiny.

In many cases, organizational leaders use performance driven activity, in a

way that they believe will protect company brand from being highlighted in a

negative way. (Forbes)

Positive discrimination

Positive discrimination is when you give preferential treatment to people with a

protected characteristic rather than due to their suitability. (Croner)

Prejudice

An unfair and unreasonable opinion or feeling, especially when formed without

enough thought or knowledge. (Cambridge dictionary)

Privilege

Unearned social power accorded by the formal and informal institutions

of society to ALL members of a dominant group (e.g. white privilege, male

privilege, etc.). Privilege is usually invisible to those who have it because we’re

taught not to see it, but nevertheless it puts them at an advantage over those

who do not have it. (www.leadershipharrisburg.org)


Race

Any social group into which humans can be divided according to perceived

similarities in their physical characteristics. (Cambridge Dictionary)

Racism

The assignment of people to an inferior category and the determination of their

social, economic, civic, and human standing on that basis. (The man-not: race,

class, genre, and the dilemmas of black manhood)

Racist

One who is supporting a racist policy through their actions or inaction or

expressing a racist idea. (Ibram X. Kendi)

Systemic Racism

Policies and practices that exist throughout a whole society or organization,

and that result in and support a continued unfair advantage to some

people and unfair or harmful treatment of others based on race. (Cambridge

Dictionary)


FAQs

What do I need to do to be an ally?

To be an ally you need to be consistently actively and vocally anti-racist. Speak

out against injustice and amplify the voices of marginalised groups. Drive

change at your workplace, local community and with family and friends.

How do I get started with allyship?

Being an ally is a skill: You build the capability over time and have to be

willing to make mistakes. First and foremost, know the issues. Talk with your

colleagues to understand the challenges they face. People are often afraid to

take this step, because they don’t want to be presumptuous or risk offending a

colleague. This may feel unnatural or comfortable; to help people feel at ease,

try starting off by talking about a challenge you’ve faced or an experience

you’ve had. Second, know yourself. Relate to the issues that you’ve seen based

on your own personal experiences and understand your biases. Third and finally,

take action whenever and however you can. It can be as simple as stopping an

inappropriate joke, encouraging broad participation in a team discussion, or

ensuring inclusion on dinner invitations. Or it can be more dedicated, such as

joining and participating in an affinity group or acting as a mentor or sponsor

for a skilled employee from a group underrepresented in leadership positions.

(Forbes)

Should I share videos of hate crime to raise awareness?

Sharing graphic videos causes more harm than good. It’s traumatic for

communities of colour to see these videos. An alternative option is to share

graphics, facts, and petitions to raise awareness.


Take action

Book recommendations

• Why I’m No Longer Talking to White People about Race by Reni

Eddo-Lodge

• So You Want to Talk about Race by Ijeoma Oluo

• Black Labor White Wealth by Claud Anderson, Ed.D. The Color of

Law by Richard Rothstein

• How to Be an Antiracist by Ibram X Kendi

• The New Jim Crow by Michelle Alexander

• When Affirmative Action was White by Ira Katznelson

• Girl, Woman, Other by Bernardine Evaristo

• Blonde Roots by Bernardine Evaristo

• Queenie by Candice Carty-Williams

• Me and White Supremacy by Layla F. Saad

• White Fragility: Why It’s So Hard for White People to Talk About

Racism by Robin DiAngelo, PhD

• Black British: A Forgotten History by David Olusoga

• Brit(ish) On Race, Identity and Belonging by Afua Hirsch

• Natives Race and Class in the Ruins of Empire by Akala

• Biracial Britain: A Different Way of Looking at Race by Remi

Adekoya

Podcast recommendations

• Systemic Racism in the UK with Adam Pugh & Africa Daley-Clarke

• Black Beauty & Racism with Ateh Jewel

• Intersectionality with Ione Gamble & Olivia Graham

• When Do We Start Presenting Gender? with Juno Dawson

• What Is A White Saviour? with @nowhitesaviours

• Race, Diversity & Its Role in Feminism ft. Shona Vertue

• Why Now White People? Code Switch


Social media accounts to follow

@ogorchukwuu

@antiracismdaily

@angelarutura

@theslacktivists

@iamrachelricketts

@mariebeech

@laylafsaad

@shaunking

Articles/websites

• https://www.antiracismdaily.com

• Why You Need to Stop Saying “All Lives Matter”: https://www.

harpersbazaar.com/culture/politics/a27075028/black-livesmatter-explained/

• How to design for real race-intelligent inclusion: https://ideas.

darden.virginia.edu/race-intelligent-inclusion

• What now in race work? 3 zones of action: https://ideas.darden.

virginia.edu/what-now-in-race-work-3-zones-of-action

• Sign up for your free guide to Bystander Intervention: https://www.

ihollaback.org/guide-bystander-intervention/

• http://antiracismforbeginners.com/

Videos

13th, A Documentary by Ava DuVernay

https://youtu.be/krfcq5pF8u8

Just Mercy

https://www.justmercyfilm.com/

LHA Panel Presentation: Something’s Wrong: A Conversation in Civility,

Equity & Solutions https://youtu.be/oyrM7kYCquE

Black is the new Black

https://www.bbc.co.uk/programmes/b082psd8


Dear White People

https://www.netflix.com/search?q=dear&jbv=80095698

When They See Us

https://www.netflix.com/search?q=when%20they%20see%20

us&jbv=80200549

How ‘white fragility’ reinforces racism

https://www.youtube.com/watch?v=YvIO2GU8yTU


PECYN

CYMORTH

CYNGHREIRIAETH

WRTH-HILIOL

SWANSEA

UNIVERSITY

STUDENTS’

UNION

UNDEB

MYFYRWYR

PRIFYSGOL

ABERTAWE


Ffynhonnell: www.leadershipharrisburg.org


Ffynhonnell: http://efc.issuelab.org/resources/30855/30855.pdf


Ffynhonnell: www.leadershipharrisburg.org


Geirfa

Cynghreiriad

Mae cynghreiriaid yn unigolion sy’n perthyn i grwpiau cymdeithasol dominyddol

a, thrwy eu cefnogaeth i grwpiau dienw, yn gweithio’n weithredol tuag at

ddileu arferion niweidiol y maent yn dyst iddynt yn eu bywydau personol a

phroffesiynol. (Disarming racial microaggressions: micro intervention strategies

for targets, white allies, and bystanders)

Gwrth-hiliol

Unigolyn sy’n cefnogi polisi gwrth-grefydd trwy ei weithredoedd neu’n mynegi

syniad gwrth-grefyddol. (Ibram X. Kendi)

Bwlch Cyrhaeddiad Du

Y Bwlch Cyrhaeddiad Du yw’r gwahaniaeth rhwng tebygolrwydd myfyrwyr Du a

gwyn o gyflawni graddau 2:1 neu ddosbarth cyntaf yn y brifysgol. (UCM)

BAME

Talfyriad ar gyfer Pobl Dduon, Asiaidd a lleiafrifoedd ethnig: defnyddir i gyfeirio

at bobl yn y DU nad sy’n wyn. (Geiriadur Caergrawnt)

BME

Talfyriad ar gyfer Pobl Dduon a lleiafrifoedd ethnig: defnyddir i gyfeirio at bobl

yn y DU nad sy’n wyn. (Geiriadur Caergrawnt)

Trawma diwylliannol

Mae trawma diwylliannol yn digwydd pan fydd aelodau o grŵp yn teimlo eu

bod wedi bod yn destun digwyddiad erchyll sy’n gadael marciau annileadwy

ar eu hymwybyddiaeth grŵp, gan farcio eu hatgofion am byth a newid eu

hunaniaeth yn y dyfodol mewn ffyrdd sylfaenol ac anghildroadwy. (Jeffrey

Alexander)


Gwahaniaethu

Triniaeth anghyfartal o aelodau o grwpiau amrywiol yn seiliedig ar hil, rhyw,

dosbarth cymdeithasol, cyfeiriadedd rhywiol, gallu corfforol, crefydd a

chategorïau eraill. (www.leadershipharrisburg.org)

Amrywiaeth

Mae amrywiaeth yn cynnwys yr holl ffyrdd y mae pobl yn wahanol, ac mae’n

cwmpasu’r holl nodweddion gwahanol sy’n gwneud un unigolyn neu grŵp

yn wahanol i un arall. Mae’n hollgynhwysol ac yn cydnabod pawb a phob

grŵp fel rhan o’r amrywiaeth y dylid ei werthfawrogi. Mae diffiniad eang yn

cynnwys nid yn unig hil, ethnigrwydd a rhyw - y grwpiau sy’n dod i’r meddwl

amlaf pan ddefnyddir y term “amrywiaeth” - ond hefyd oedran, tarddiad

cenedlaethol, crefydd, anabledd, cyfeiriadedd rhywiol, statws economaiddgymdeithasol,

addysg, statws priodasol, iaith, ac ymddangosiad corfforol.

Mae hefyd yn cynnwys gwahanol syniadau, safbwyntiau a gwerthoedd. (www.

leadershipharrisburg.org)

Ethnigrwydd

Grŵp ethnig; grŵp cymdeithasol sy’n rhannu diwylliant, crefydd, iaith neu

debyg. (Dictionary.com)

Cydraddoldeb

Hawl gwahanol grwpiau o bobl i gael safle cymdeithasol tebyg a derbyn yr un

driniaeth. (Geiriadur Caergrawnt)

Cyfiawnder

Bod yn deg neu’n ddiduedd; tegwch; didueddrwydd. (Dictionary.com)

Hiliaeth Unigol

Mae hiliaeth unigol yn cyfeirio at gredoau, agweddau a gweithredoedd

unigolion sy’n cefnogi neu’n parhau hiliaeth. Gall hiliaeth unigol fod yn fwriadol,

neu gall yr unigolyn weithredu i gynnal neu gefnogi hiliaeth heb wybod mai

dyna mae ef neu hi’n ei wneud. (www.leadershipharrisburg.org)


Mân ymosodiadau

Sarhad geiriol, heb eiriau ac amgylcheddol bob dydd, boed yn fwriadol neu’n

anfwriadol, sy’n cyfleu neges elyniaethus, ddirmygus neu negyddol i dargedu

pobl yn seiliedig yn unig ar eu haelodaeth o grŵp sydd ar yr ymylon.

(Disarming racial microaggressions: microintervention strategies for targets,

white allies, and bystanders)

Cynghreiriad perfformiadol

Cyferbyniad perfformiadol, mewn cyferbyniad, yw lle mae’r rhai sydd â braint,

yn proffesu undod ag achos. Mae’r undod tybiedig hwn fel arfer yn lleisiol,

yn annidwyll ac o bosibl yn niweidiol i grwpiau ar yr ymylon. Yn aml, mae’r

cynghreiriad perfformiadol yn proffesu teyrngarwch er mwyn ymbellhau oddi

wrth graffu posib. Mewn llawer o achosion, mae arweinwyr sefydliadol yn

defnyddio gweithgaredd sy’n cael ei yrru gan berfformiad, mewn ffordd y maen

nhw’n credu fydd yn amddiffyn brand cwmni rhag cael ei amlygu mewn ffordd

negyddol. (Forbes)

Gwahaniaethu cadarnhaol

Gwahaniaethu cadarnhaol yw pan fydd triniaeth ffafriol yn cael ei rhoi i bobl

sydd â nodwedd warchodedig yn hytrach nag oherwydd eu haddasrwydd.

(Croner)

Rhagfarn

Barn neu deimlad annheg ac afresymol, yn enwedig pan gânt eu ffurfio heb

ddigon o feddwl na gwybodaeth. (Geiriadur Caergrawnt)

Braint

Pŵer cymdeithasol heb ei ennill a roddir gan sefydliadau ffurfiol ac anffurfiol

cymdeithas i BOB aelod o grŵp trech (e.e. braint wen, braint wrywaidd, ac ati).

Mae braint fel arfer yn anweledig i’r rhai sydd ganddo oherwydd ein bod wedi

cael ein dysgu i beidio â’i weld, ond serch hynny mae’n eu rhoi o fantais i’r rhai

nad oes ganddi. (www.leadershipharrisburg.org)


Hil

Unrhyw grŵp cymdeithasol y gellir rhannu bodau dynol iddo yn ôl tebygrwydd

canfyddedig yn eu nodweddion corfforol. (Geiriadur Caergrawnt)

Hiliaeth

Aseiniad pobl i gategori israddol a phenderfyniad ar eu safle cymdeithasol,

economaidd, dinesig a dynol ar y sail honno.

(The man-not: race, class, genre, and the dilemmas of black manhood)

Hilydd

Unigolyn sy’n cefnogi polisi hiliol trwy ei weithredoedd neu ddiffyg gweithredu

neu’n mynegi syniad hiliol. (Ibram X. Kendi)

Hiliaeth Systematig

Polisïau ac arferion sy’n bodoli ledled cymdeithas neu sefydliad cyfan, ac sy’n

arwain at ac yn cefnogi mantais annheg barhaus i rai pobl a thriniaeth annheg

neu niweidiol i eraill yn seiliedig ar hil. (Geiriadur Caergrawnt)


Cwestiynau Cyffredin

Beth sydd angen i mi ei wneud i fod yn gynghreiriad?

I fod yn gynghreiriad mae angen i chi fod yn wrth-hiliol yn weithredol ac yn

llafar yn gyson. Siaradwch yn erbyn anghyfiawnder a phwysleisiwch leisiau

grwpiau ymylol. Gyrrwch newid yn eich gweithle, cymuned leol a gyda theulu a

ffrindiau.

Sut mae cychwyn arni gyda bod yn gynghreiriad?

Mae bod yn gynghreiriad yn sgil: Rydych chi’n meithrin y gallu dros amser ac

mae’n rhaid i chi fod yn barod i wneud camgymeriadau. Yn gyntaf oll, rhaid

deall y problemau. Siaradwch â’ch cydweithwyr i ddeall yr heriau sy’n eu

hwynebu. Mae pobl yn aml yn ofni cymryd y cam hwn, oherwydd nad ydyn nhw

eisiau bod yn rhyfygus neu ddigio cydweithiwr. Gall hyn deimlo’n annaturiol

neu’n gyffyrddus; i helpu pobl i deimlo’n gyfforddus, ceisiwch gychwyn trwy

siarad am her rydych chi wedi’i hwynebu neu brofiad rydych chi wedi’i gael.

Yn ail, rhaid adnabod eich hun. Cysylltwch â’r problemau rydych chi wedi’u

gweld yn seiliedig ar eich profiadau personol eich hun a sicrhewch eich bod

chi’n deall eich rhagfarnau. Yn olaf, gweithredwch bryd bynnag a sut bynnag

y gallwch. Gall fod mor syml ag atal jôc amhriodol, annog cyfranogiad eang

mewn trafodaeth tîm, neu sicrhau cynhwysiant ar wahoddiadau cinio. Neu gall

fod yn fwy ymroddedig, fel ymuno a chymryd rhan mewn grŵp affinedd neu

weithredu fel mentor neu noddwr ar gyfer gweithiwr medrus o grŵp sydd heb

gynrychiolaeth ddigonol mewn swyddi arweinyddiaeth. (Forbes)

A ddylwn i rannu fideos o droseddau casineb i godi

ymwybyddiaeth?

Mae rhannu fideos graffig yn achosi mwy o niwed na lles. Mae’n drawmatig i

gymunedau o liw weld y fideos hyn. Dewis arall yw rhannu graffeg, ffeithiau a

deisebau i godi ymwybyddiaeth.


Adran Gweithredu

Argymhellion Llyfrau

• Why I’m No Longer Talking to White People about Race gan Reni

Eddo-Lodge

• So You Want to Talk about Race gan Ijeoma Oluo

• Black Labor White Wealth by Claud Anderson, Ed.D. The Color of

Law gan Richard Rothstein

• How to Be an Antiracist gan Ibram X Kendi

• The New Jim Crow gan Michelle Alexander

• When Affirmative Action was White gan Ira Katznelson

• Girl, Woman, Other gan Bernardine Evaristo

• Blonde Roots gan Bernardine Evaristo

• Queenie gan Candice Carty-Williams

• Me and White Supremacy gan Layla F. Saad

• White Fragility: Why It’s So Hard for White People to Talk About

Racism gan Robin DiAngelo, PhD

• Black British: A Forgotten History gan David Olusoga

• Brit(ish) On Race, Identity and Belonging gan Afua Hirsch

• Natives Race and Class in the Ruins of Empire gan Akala

• Biracial Britain: A Different Way of Looking at Race gan Remi

Adekoya

Argymhellion Podlediadau

• Systemic Racism in the UK gydag Adam Pugh & Africa Daley-

Clarke

• Black Beauty & Racism gyda Ateh Jewel

• Intersectionality gyda Ione Gamble ac Olivia Graham

• When Do We Start Presenting Gender? gyda Juno Dawson

• What Is A White Saviour? gyda @nowhitesaviours

• Race, Diversity & Its Role in Feminism ft. Shona Vertue

• Why Now White People? Code Switch


Cyfrifon cyfryngau cymdeithasol i’w dilyn

@ogorchukwuu

@antiracismdaily

@angelarutura

@theslacktivists

@iamrachelricketts

@mariebeech

@laylafsaad

@shaunking

Erthyglau/Gwefannau

• https://www.antiracismdaily.com

• Why You Need to Stop Saying “All Lives Matter”: https://www.

harpersbazaar.com/culture/politics/a27075028/black-livesmatter-explained/

• How to design for real race-intelligent inclusion: https://ideas.

darden.virginia.edu/race-intelligent-inclusion

• What now in race work? 3 zones of action: https://ideas.darden.

virginia.edu/what-now-in-race-work-3-zones-of-action

• Sign up for your free guide to Bystander Intervention: https://www.

ihollaback.org/guide-bystander-intervention/

• http://antiracismforbeginners.com/

Fideos

13th, A Documentary by Ava DuVernay

https://youtu.be/krfcq5pF8u8

Just Mercy

https://www.justmercyfilm.com/

LHA Panel Presentation: Something’s Wrong: A Conversation in Civility,

Equity & Solutions https://youtu.be/oyrM7kYCquE

Black is the new Black

https://www.bbc.co.uk/programmes/b082psd8


Dear White People

https://www.netflix.com/search?q=dear&jbv=80095698

When They See Us

https://www.netflix.com/search?q=when%20they%20see%20

us&jbv=80200549

How ‘white fragility’ reinforces racism

https://www.youtube.com/watch?v=YvIO2GU8yTU

More magazines by this user
Similar magazines