Anti-Racist Allyship Toolkit
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SUSU<br />
ANTI-RACIST<br />
ALLYSHIP<br />
TOOLKIT<br />
SWANSEA<br />
UNIVERSITY<br />
STUDENTS’<br />
UNION<br />
UNDEB<br />
MYFYRWYR<br />
PRIFYSGOL<br />
ABERTAWE
Source: www.leadershipharrisburg.org
Source: http://efc.issuelab.org/resources/30855/30855.pdf
Source: www.leadershipharrisburg.org
Glossary of Terms<br />
<strong>Allyship</strong><br />
Allies are individuals who belong to dominant social groups and, through<br />
their support of nondominant groups actively work toward the eradication of<br />
prejudicial practices they witness in both their personal and professional lives.<br />
(Disarming racial microaggressions: micro intervention strategies for targets,<br />
white allies, and bystanders)<br />
<strong>Anti</strong>-racist<br />
One who is supporting an antiracist policy through their actions or expressing<br />
an antiracist idea. (Ibram X. Kendi)<br />
Black Attainment Gap<br />
The Black Attainment Gap is the difference between Black and white students’<br />
likelihood of achieving 2:1 or first-class degrees at university. (NUS)<br />
BAME<br />
Abbreviation for Black, Asian, and minority ethnic: used to refer to people in the<br />
UK who are not white. (Cambridge Dictionary)<br />
BME<br />
Abbreviation for Black and minority ethnic: used to refer to people in the UK<br />
who are not white. (Cambridge Dictionary)<br />
Cultural trauma<br />
Cultural trauma occurs when members of a collectivity feel they have been<br />
subjected to a horrendous event that leaves indelible marks upon their group<br />
consciousness, marking their memories forever and changing their future<br />
identity in fundamental and irrevocable ways. (Jeffrey Alexander)
Discrimination<br />
The unequal treatment of members of various groups based on race, gender,<br />
social class, sexual orientation, physical ability, religion and other categories.<br />
(www.leadershipharrisburg.org)<br />
Diversity<br />
Diversity includes all the ways in which people differ, and it encompasses all<br />
the different characteristics that make one individual or group different from<br />
another. It is all-inclusive and recognizes everyone and every group as part of<br />
the diversity that should be valued. A broad definition includes not only race,<br />
ethnicity, and gender —the groups that most often come to mind when the<br />
term “diversity” is used —but also age, national origin, religion, disability, sexual<br />
orientation, socioeconomic status, education, marital status, language, and<br />
physical appearance. It also involves different ideas, perspectives, and values.<br />
(www.leadershipharrisburg.org)<br />
Ethnicity<br />
An ethnic group; a social group that shares a common and distinctive culture,<br />
religion, language, or the like. (Dictionary.com)<br />
Equality<br />
The right of different groups of people to have a similar social position and<br />
receive the same treatment. (Cambridge Dictionary)<br />
Equity<br />
The quality of being fair or impartial; fairness; impartiality (Dictionary.com)<br />
Individual racism<br />
Individual racism refers to the beliefs, attitudes, and actions of individuals<br />
that support or perpetuate racism. Individual racism can be deliberate, or the<br />
individual may act to perpetuate or support racism without knowing that is<br />
what he or she is doing. (www.leadershipharrisburg.org)
Micro-aggressions<br />
Everyday verbal, non-verbal and environmental slights, snubs or insults, whether<br />
intentional or unintentional, which communicate hostile, derogatory or negative<br />
message to target persons based solely upon their marginalized group<br />
membership. (Disarming racial microaggressions: microintervention strategies<br />
for targets, white allies, and bystanders)<br />
Performative allyship<br />
Performative allyship, by contrast, is where those with privilege, profess<br />
solidarity with a cause. This assumed solidarity is usually vocalized, disingenuous<br />
and potentially harmful to marginalized groups. Often, the performative ally<br />
professes allegiance in order to distance themselves from potential scrutiny.<br />
In many cases, organizational leaders use performance driven activity, in a<br />
way that they believe will protect company brand from being highlighted in a<br />
negative way. (Forbes)<br />
Positive discrimination<br />
Positive discrimination is when you give preferential treatment to people with a<br />
protected characteristic rather than due to their suitability. (Croner)<br />
Prejudice<br />
An unfair and unreasonable opinion or feeling, especially when formed without<br />
enough thought or knowledge. (Cambridge dictionary)<br />
Privilege<br />
Unearned social power accorded by the formal and informal institutions<br />
of society to ALL members of a dominant group (e.g. white privilege, male<br />
privilege, etc.). Privilege is usually invisible to those who have it because we’re<br />
taught not to see it, but nevertheless it puts them at an advantage over those<br />
who do not have it. (www.leadershipharrisburg.org)
Race<br />
Any social group into which humans can be divided according to perceived<br />
similarities in their physical characteristics. (Cambridge Dictionary)<br />
Racism<br />
The assignment of people to an inferior category and the determination of their<br />
social, economic, civic, and human standing on that basis. (The man-not: race,<br />
class, genre, and the dilemmas of black manhood)<br />
<strong>Racist</strong><br />
One who is supporting a racist policy through their actions or inaction or<br />
expressing a racist idea. (Ibram X. Kendi)<br />
Systemic Racism<br />
Policies and practices that exist throughout a whole society or organization,<br />
and that result in and support a continued unfair advantage to some<br />
people and unfair or harmful treatment of others based on race. (Cambridge<br />
Dictionary)
FAQs<br />
What do I need to do to be an ally?<br />
To be an ally you need to be consistently actively and vocally anti-racist. Speak<br />
out against injustice and amplify the voices of marginalised groups. Drive<br />
change at your workplace, local community and with family and friends.<br />
How do I get started with allyship?<br />
Being an ally is a skill: You build the capability over time and have to be<br />
willing to make mistakes. First and foremost, know the issues. Talk with your<br />
colleagues to understand the challenges they face. People are often afraid to<br />
take this step, because they don’t want to be presumptuous or risk offending a<br />
colleague. This may feel unnatural or comfortable; to help people feel at ease,<br />
try starting off by talking about a challenge you’ve faced or an experience<br />
you’ve had. Second, know yourself. Relate to the issues that you’ve seen based<br />
on your own personal experiences and understand your biases. Third and finally,<br />
take action whenever and however you can. It can be as simple as stopping an<br />
inappropriate joke, encouraging broad participation in a team discussion, or<br />
ensuring inclusion on dinner invitations. Or it can be more dedicated, such as<br />
joining and participating in an affinity group or acting as a mentor or sponsor<br />
for a skilled employee from a group underrepresented in leadership positions.<br />
(Forbes)<br />
Should I share videos of hate crime to raise awareness?<br />
Sharing graphic videos causes more harm than good. It’s traumatic for<br />
communities of colour to see these videos. An alternative option is to share<br />
graphics, facts, and petitions to raise awareness.
Take action<br />
Book recommendations<br />
• Why I’m No Longer Talking to White People about Race by Reni<br />
Eddo-Lodge<br />
• So You Want to Talk about Race by Ijeoma Oluo<br />
• Black Labor White Wealth by Claud Anderson, Ed.D. The Color of<br />
Law by Richard Rothstein<br />
• How to Be an <strong>Anti</strong>racist by Ibram X Kendi<br />
• The New Jim Crow by Michelle Alexander<br />
• When Affirmative Action was White by Ira Katznelson<br />
• Girl, Woman, Other by Bernardine Evaristo<br />
• Blonde Roots by Bernardine Evaristo<br />
• Queenie by Candice Carty-Williams<br />
• Me and White Supremacy by Layla F. Saad<br />
• White Fragility: Why It’s So Hard for White People to Talk About<br />
Racism by Robin DiAngelo, PhD<br />
• Black British: A Forgotten History by David Olusoga<br />
• Brit(ish) On Race, Identity and Belonging by Afua Hirsch<br />
• Natives Race and Class in the Ruins of Empire by Akala<br />
• Biracial Britain: A Different Way of Looking at Race by Remi<br />
Adekoya<br />
Podcast recommendations<br />
• Systemic Racism in the UK with Adam Pugh & Africa Daley-Clarke<br />
• Black Beauty & Racism with Ateh Jewel<br />
• Intersectionality with Ione Gamble & Olivia Graham<br />
• When Do We Start Presenting Gender? with Juno Dawson<br />
• What Is A White Saviour? with @nowhitesaviours<br />
• Race, Diversity & Its Role in Feminism ft. Shona Vertue<br />
• Why Now White People? Code Switch
Social media accounts to follow<br />
@ogorchukwuu<br />
@antiracismdaily<br />
@angelarutura<br />
@theslacktivists<br />
@iamrachelricketts<br />
@mariebeech<br />
@laylafsaad<br />
@shaunking<br />
Articles/websites<br />
• https://www.antiracismdaily.com<br />
• Why You Need to Stop Saying “All Lives Matter”: https://www.<br />
harpersbazaar.com/culture/politics/a27075028/black-livesmatter-explained/<br />
• How to design for real race-intelligent inclusion: https://ideas.<br />
darden.virginia.edu/race-intelligent-inclusion<br />
• What now in race work? 3 zones of action: https://ideas.darden.<br />
virginia.edu/what-now-in-race-work-3-zones-of-action<br />
• Sign up for your free guide to Bystander Intervention: https://www.<br />
ihollaback.org/guide-bystander-intervention/<br />
• http://antiracismforbeginners.com/<br />
Videos<br />
13th, A Documentary by Ava DuVernay<br />
https://youtu.be/krfcq5pF8u8<br />
Just Mercy<br />
https://www.justmercyfilm.com/<br />
LHA Panel Presentation: Something’s Wrong: A Conversation in Civility,<br />
Equity & Solutions https://youtu.be/oyrM7kYCquE<br />
Black is the new Black<br />
https://www.bbc.co.uk/programmes/b082psd8
Dear White People<br />
https://www.netflix.com/search?q=dear&jbv=80095698<br />
When They See Us<br />
https://www.netflix.com/search?q=when%20they%20see%20<br />
us&jbv=80200549<br />
How ‘white fragility’ reinforces racism<br />
https://www.youtube.com/watch?v=YvIO2GU8yTU
PECYN<br />
CYMORTH<br />
CYNGHREIRIAETH<br />
WRTH-HILIOL<br />
SWANSEA<br />
UNIVERSITY<br />
STUDENTS’<br />
UNION<br />
UNDEB<br />
MYFYRWYR<br />
PRIFYSGOL<br />
ABERTAWE
Ffynhonnell: www.leadershipharrisburg.org
Ffynhonnell: http://efc.issuelab.org/resources/30855/30855.pdf
Ffynhonnell: www.leadershipharrisburg.org
Geirfa<br />
Cynghreiriad<br />
Mae cynghreiriaid yn unigolion sy’n perthyn i grwpiau cymdeithasol dominyddol<br />
a, thrwy eu cefnogaeth i grwpiau dienw, yn gweithio’n weithredol tuag at<br />
ddileu arferion niweidiol y maent yn dyst iddynt yn eu bywydau personol a<br />
phroffesiynol. (Disarming racial microaggressions: micro intervention strategies<br />
for targets, white allies, and bystanders)<br />
Gwrth-hiliol<br />
Unigolyn sy’n cefnogi polisi gwrth-grefydd trwy ei weithredoedd neu’n mynegi<br />
syniad gwrth-grefyddol. (Ibram X. Kendi)<br />
Bwlch Cyrhaeddiad Du<br />
Y Bwlch Cyrhaeddiad Du yw’r gwahaniaeth rhwng tebygolrwydd myfyrwyr Du a<br />
gwyn o gyflawni graddau 2:1 neu ddosbarth cyntaf yn y brifysgol. (UCM)<br />
BAME<br />
Talfyriad ar gyfer Pobl Dduon, Asiaidd a lleiafrifoedd ethnig: defnyddir i gyfeirio<br />
at bobl yn y DU nad sy’n wyn. (Geiriadur Caergrawnt)<br />
BME<br />
Talfyriad ar gyfer Pobl Dduon a lleiafrifoedd ethnig: defnyddir i gyfeirio at bobl<br />
yn y DU nad sy’n wyn. (Geiriadur Caergrawnt)<br />
Trawma diwylliannol<br />
Mae trawma diwylliannol yn digwydd pan fydd aelodau o grŵp yn teimlo eu<br />
bod wedi bod yn destun digwyddiad erchyll sy’n gadael marciau annileadwy<br />
ar eu hymwybyddiaeth grŵp, gan farcio eu hatgofion am byth a newid eu<br />
hunaniaeth yn y dyfodol mewn ffyrdd sylfaenol ac anghildroadwy. (Jeffrey<br />
Alexander)
Gwahaniaethu<br />
Triniaeth anghyfartal o aelodau o grwpiau amrywiol yn seiliedig ar hil, rhyw,<br />
dosbarth cymdeithasol, cyfeiriadedd rhywiol, gallu corfforol, crefydd a<br />
chategorïau eraill. (www.leadershipharrisburg.org)<br />
Amrywiaeth<br />
Mae amrywiaeth yn cynnwys yr holl ffyrdd y mae pobl yn wahanol, ac mae’n<br />
cwmpasu’r holl nodweddion gwahanol sy’n gwneud un unigolyn neu grŵp<br />
yn wahanol i un arall. Mae’n hollgynhwysol ac yn cydnabod pawb a phob<br />
grŵp fel rhan o’r amrywiaeth y dylid ei werthfawrogi. Mae diffiniad eang yn<br />
cynnwys nid yn unig hil, ethnigrwydd a rhyw - y grwpiau sy’n dod i’r meddwl<br />
amlaf pan ddefnyddir y term “amrywiaeth” - ond hefyd oedran, tarddiad<br />
cenedlaethol, crefydd, anabledd, cyfeiriadedd rhywiol, statws economaiddgymdeithasol,<br />
addysg, statws priodasol, iaith, ac ymddangosiad corfforol.<br />
Mae hefyd yn cynnwys gwahanol syniadau, safbwyntiau a gwerthoedd. (www.<br />
leadershipharrisburg.org)<br />
Ethnigrwydd<br />
Grŵp ethnig; grŵp cymdeithasol sy’n rhannu diwylliant, crefydd, iaith neu<br />
debyg. (Dictionary.com)<br />
Cydraddoldeb<br />
Hawl gwahanol grwpiau o bobl i gael safle cymdeithasol tebyg a derbyn yr un<br />
driniaeth. (Geiriadur Caergrawnt)<br />
Cyfiawnder<br />
Bod yn deg neu’n ddiduedd; tegwch; didueddrwydd. (Dictionary.com)<br />
Hiliaeth Unigol<br />
Mae hiliaeth unigol yn cyfeirio at gredoau, agweddau a gweithredoedd<br />
unigolion sy’n cefnogi neu’n parhau hiliaeth. Gall hiliaeth unigol fod yn fwriadol,<br />
neu gall yr unigolyn weithredu i gynnal neu gefnogi hiliaeth heb wybod mai<br />
dyna mae ef neu hi’n ei wneud. (www.leadershipharrisburg.org)
Mân ymosodiadau<br />
Sarhad geiriol, heb eiriau ac amgylcheddol bob dydd, boed yn fwriadol neu’n<br />
anfwriadol, sy’n cyfleu neges elyniaethus, ddirmygus neu negyddol i dargedu<br />
pobl yn seiliedig yn unig ar eu haelodaeth o grŵp sydd ar yr ymylon.<br />
(Disarming racial microaggressions: microintervention strategies for targets,<br />
white allies, and bystanders)<br />
Cynghreiriad perfformiadol<br />
Cyferbyniad perfformiadol, mewn cyferbyniad, yw lle mae’r rhai sydd â braint,<br />
yn proffesu undod ag achos. Mae’r undod tybiedig hwn fel arfer yn lleisiol,<br />
yn annidwyll ac o bosibl yn niweidiol i grwpiau ar yr ymylon. Yn aml, mae’r<br />
cynghreiriad perfformiadol yn proffesu teyrngarwch er mwyn ymbellhau oddi<br />
wrth graffu posib. Mewn llawer o achosion, mae arweinwyr sefydliadol yn<br />
defnyddio gweithgaredd sy’n cael ei yrru gan berfformiad, mewn ffordd y maen<br />
nhw’n credu fydd yn amddiffyn brand cwmni rhag cael ei amlygu mewn ffordd<br />
negyddol. (Forbes)<br />
Gwahaniaethu cadarnhaol<br />
Gwahaniaethu cadarnhaol yw pan fydd triniaeth ffafriol yn cael ei rhoi i bobl<br />
sydd â nodwedd warchodedig yn hytrach nag oherwydd eu haddasrwydd.<br />
(Croner)<br />
Rhagfarn<br />
Barn neu deimlad annheg ac afresymol, yn enwedig pan gânt eu ffurfio heb<br />
ddigon o feddwl na gwybodaeth. (Geiriadur Caergrawnt)<br />
Braint<br />
Pŵer cymdeithasol heb ei ennill a roddir gan sefydliadau ffurfiol ac anffurfiol<br />
cymdeithas i BOB aelod o grŵp trech (e.e. braint wen, braint wrywaidd, ac ati).<br />
Mae braint fel arfer yn anweledig i’r rhai sydd ganddo oherwydd ein bod wedi<br />
cael ein dysgu i beidio â’i weld, ond serch hynny mae’n eu rhoi o fantais i’r rhai<br />
nad oes ganddi. (www.leadershipharrisburg.org)
Hil<br />
Unrhyw grŵp cymdeithasol y gellir rhannu bodau dynol iddo yn ôl tebygrwydd<br />
canfyddedig yn eu nodweddion corfforol. (Geiriadur Caergrawnt)<br />
Hiliaeth<br />
Aseiniad pobl i gategori israddol a phenderfyniad ar eu safle cymdeithasol,<br />
economaidd, dinesig a dynol ar y sail honno.<br />
(The man-not: race, class, genre, and the dilemmas of black manhood)<br />
Hilydd<br />
Unigolyn sy’n cefnogi polisi hiliol trwy ei weithredoedd neu ddiffyg gweithredu<br />
neu’n mynegi syniad hiliol. (Ibram X. Kendi)<br />
Hiliaeth Systematig<br />
Polisïau ac arferion sy’n bodoli ledled cymdeithas neu sefydliad cyfan, ac sy’n<br />
arwain at ac yn cefnogi mantais annheg barhaus i rai pobl a thriniaeth annheg<br />
neu niweidiol i eraill yn seiliedig ar hil. (Geiriadur Caergrawnt)
Cwestiynau Cyffredin<br />
Beth sydd angen i mi ei wneud i fod yn gynghreiriad?<br />
I fod yn gynghreiriad mae angen i chi fod yn wrth-hiliol yn weithredol ac yn<br />
llafar yn gyson. Siaradwch yn erbyn anghyfiawnder a phwysleisiwch leisiau<br />
grwpiau ymylol. Gyrrwch newid yn eich gweithle, cymuned leol a gyda theulu a<br />
ffrindiau.<br />
Sut mae cychwyn arni gyda bod yn gynghreiriad?<br />
Mae bod yn gynghreiriad yn sgil: Rydych chi’n meithrin y gallu dros amser ac<br />
mae’n rhaid i chi fod yn barod i wneud camgymeriadau. Yn gyntaf oll, rhaid<br />
deall y problemau. Siaradwch â’ch cydweithwyr i ddeall yr heriau sy’n eu<br />
hwynebu. Mae pobl yn aml yn ofni cymryd y cam hwn, oherwydd nad ydyn nhw<br />
eisiau bod yn rhyfygus neu ddigio cydweithiwr. Gall hyn deimlo’n annaturiol<br />
neu’n gyffyrddus; i helpu pobl i deimlo’n gyfforddus, ceisiwch gychwyn trwy<br />
siarad am her rydych chi wedi’i hwynebu neu brofiad rydych chi wedi’i gael.<br />
Yn ail, rhaid adnabod eich hun. Cysylltwch â’r problemau rydych chi wedi’u<br />
gweld yn seiliedig ar eich profiadau personol eich hun a sicrhewch eich bod<br />
chi’n deall eich rhagfarnau. Yn olaf, gweithredwch bryd bynnag a sut bynnag<br />
y gallwch. Gall fod mor syml ag atal jôc amhriodol, annog cyfranogiad eang<br />
mewn trafodaeth tîm, neu sicrhau cynhwysiant ar wahoddiadau cinio. Neu gall<br />
fod yn fwy ymroddedig, fel ymuno a chymryd rhan mewn grŵp affinedd neu<br />
weithredu fel mentor neu noddwr ar gyfer gweithiwr medrus o grŵp sydd heb<br />
gynrychiolaeth ddigonol mewn swyddi arweinyddiaeth. (Forbes)<br />
A ddylwn i rannu fideos o droseddau casineb i godi<br />
ymwybyddiaeth?<br />
Mae rhannu fideos graffig yn achosi mwy o niwed na lles. Mae’n drawmatig i<br />
gymunedau o liw weld y fideos hyn. Dewis arall yw rhannu graffeg, ffeithiau a<br />
deisebau i godi ymwybyddiaeth.
Adran Gweithredu<br />
Argymhellion Llyfrau<br />
• Why I’m No Longer Talking to White People about Race gan Reni<br />
Eddo-Lodge<br />
• So You Want to Talk about Race gan Ijeoma Oluo<br />
• Black Labor White Wealth by Claud Anderson, Ed.D. The Color of<br />
Law gan Richard Rothstein<br />
• How to Be an <strong>Anti</strong>racist gan Ibram X Kendi<br />
• The New Jim Crow gan Michelle Alexander<br />
• When Affirmative Action was White gan Ira Katznelson<br />
• Girl, Woman, Other gan Bernardine Evaristo<br />
• Blonde Roots gan Bernardine Evaristo<br />
• Queenie gan Candice Carty-Williams<br />
• Me and White Supremacy gan Layla F. Saad<br />
• White Fragility: Why It’s So Hard for White People to Talk About<br />
Racism gan Robin DiAngelo, PhD<br />
• Black British: A Forgotten History gan David Olusoga<br />
• Brit(ish) On Race, Identity and Belonging gan Afua Hirsch<br />
• Natives Race and Class in the Ruins of Empire gan Akala<br />
• Biracial Britain: A Different Way of Looking at Race gan Remi<br />
Adekoya<br />
Argymhellion Podlediadau<br />
• Systemic Racism in the UK gydag Adam Pugh & Africa Daley-<br />
Clarke<br />
• Black Beauty & Racism gyda Ateh Jewel<br />
• Intersectionality gyda Ione Gamble ac Olivia Graham<br />
• When Do We Start Presenting Gender? gyda Juno Dawson<br />
• What Is A White Saviour? gyda @nowhitesaviours<br />
• Race, Diversity & Its Role in Feminism ft. Shona Vertue<br />
• Why Now White People? Code Switch
Cyfrifon cyfryngau cymdeithasol i’w dilyn<br />
@ogorchukwuu<br />
@antiracismdaily<br />
@angelarutura<br />
@theslacktivists<br />
@iamrachelricketts<br />
@mariebeech<br />
@laylafsaad<br />
@shaunking<br />
Erthyglau/Gwefannau<br />
• https://www.antiracismdaily.com<br />
• Why You Need to Stop Saying “All Lives Matter”: https://www.<br />
harpersbazaar.com/culture/politics/a27075028/black-livesmatter-explained/<br />
• How to design for real race-intelligent inclusion: https://ideas.<br />
darden.virginia.edu/race-intelligent-inclusion<br />
• What now in race work? 3 zones of action: https://ideas.darden.<br />
virginia.edu/what-now-in-race-work-3-zones-of-action<br />
• Sign up for your free guide to Bystander Intervention: https://www.<br />
ihollaback.org/guide-bystander-intervention/<br />
• http://antiracismforbeginners.com/<br />
Fideos<br />
13th, A Documentary by Ava DuVernay<br />
https://youtu.be/krfcq5pF8u8<br />
Just Mercy<br />
https://www.justmercyfilm.com/<br />
LHA Panel Presentation: Something’s Wrong: A Conversation in Civility,<br />
Equity & Solutions https://youtu.be/oyrM7kYCquE<br />
Black is the new Black<br />
https://www.bbc.co.uk/programmes/b082psd8
Dear White People<br />
https://www.netflix.com/search?q=dear&jbv=80095698<br />
When They See Us<br />
https://www.netflix.com/search?q=when%20they%20see%20<br />
us&jbv=80200549<br />
How ‘white fragility’ reinforces racism<br />
https://www.youtube.com/watch?v=YvIO2GU8yTU
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