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Courtney Harge Post by Courtney Harge

ByCourtney HargeOctober 27th, 2017

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Working Apart So We Can Work Together

Big Ideas|倡导|Caucus|Anti-Racism/Anti-Oppression

As part of our致力于反种族主义和anti-oppression,破beplay账号被锁定裂的地图集一直托管基于种族的核心since late 2016. Each space serves a unique role in our work. We’re sharing our experiences in the hopes that more organizations will implement the practice.

照片来源:Flickr user Dorret

什么是核心小组?为什么重要?

Courtney:Caucuses are focused meeting times for groups of people to connect around like identities. Frequently, rhetoric around unity overemphasizes our similarities: for marginalized people, this “unity” can be akin to erasure. Caucus spaces allow for a centering of identity that can be freeing simply in its being named.

How is the purpose of a caucus different for privileged/oppressor identities versus marginalized/oppressed identities?

Tiffany:A friend of mine once said she thinks of caucus spaces for privileged identities as an “on ramp” to justice work in mixed settings. Or, at the very least, the “on ramp” to being a less obliviously-oppressive person and one that increasingly acts in solidarity toward justice and equity in whatever places and spaces we are in. I love that analogy.

For people with privilege, I think the purpose of the caucus is primarily a space for learning plus strategy and action. Privilege of all kinds works to keep us from experiencing or knowing what it’s like to be on the other end of theidentity spectrum. We need to “catch up” significantly in our understanding, and it’s our responsibility to do that with each other. Particularly for white caucuses, there are so many resources, articles, videos, movies, etc. written or created by POC and experienced anti-racist whites. This makes it possible to have many voices of experience and wisdom “in the room” without placing a burden on our POC colleagues. White folks also need space to deal with the fact that we often view racism (interpersonal, institutional, and systemic) as a problem for people of color without deeply investigating whiteness and our role in fighting for justice (another great analogy — the boot of oppression在本文中). Caucuses that meet regularly also help keep anti-racism/anti-oppression at the forefront for organizations that are working toward equity and justice. Without that constant vigilance, systems of oppression constantly reassert themselves over and over again.

Courtney:我开玩笑说,白色核心小组的工作越难,我对有色人种的相反意图感到越理由。核心小组是一个从工作中释放的地方:不仅是实际的工作场所工作,而且还在导航多种族空间的工作。核心小组是一个应该积极(并不断)确认POC作为基准的空间,因为大多数消息传递都喜欢表明其他情况。

抗议标志,上面写着“白人:我们将如何改变我们的暴力遗产”

什么happens in the caucus meetings?

Tiffany:自7月以来,我一直在与白人核心小组一起担任客座的主持人。我们的一般结构是在我们每月一小时会议之前阅读一两篇文章。我们聚集,快速登机,刷新我们的小组协议和核心小组的目的,然后我为当天的重点设定了一些想法。从那里开始,我们经常分成两个或三个人的小组,以回应一些讨论的提示并深入聆听。(在如此短的时间内,创建一个每个人都可以参与的结构可能会很有帮助。)最后,我们分享了大型小组中的小型对话中的见解,并以报价或深呼吸在一起结束会议。

Courtney:我们的结构更加宽松,但重点非常明确:照顾组织内的有色人种。我们旋转促进者,尽管始终是从目前的那些开始。坦白说,这种“签到”可以是会议的大多数。我们谈论目前需要讨论的一切。核心小组的有色人种唯一要做的就是在场 - 他们希望带来的其他任何东西都是选择。对于有色人种的人来说,重要的是要使核心小组恢复研究:需要完成的工作发生在POC的日常存在中。

通过旋转主持人,POC核心小组还为那些可能没有太多经验的会议或促进小组对话的工作人员提供了机会,以提高他们在支持环境中的技能。这样,核心小组就可以在没有白色规范性目光的情况下进行专业发展(确实是一种罕见的发现)。

什么are common reasons people of color may be reluctant to join affinity spaces?

Courtney:令人惊讶的是,有色人种可能会犹豫加入这样的核心。这样做的一些原因是害怕只沦为种族认同,对组织对空间的支持不信任,不愿意将其确定为POC,对报复的恐惧和内在的种族主义。围绕边缘化身份进行诱因是一种亲密而脆弱的经历。有时,人们不希望在工作场所与之互动。

重要的是要提供一致的POC,没有向空间的压力邀请。即使一开始人们不加入,也可能会提醒POC谁可能不会参与该空间总是很开放和欢迎他们的。提供电子邮件更新或可以让人们参与的替代论坛也可能会有所帮助。

白人可能不愿加入亲和力空间的常见原因是什么?

Tiffany:白人对分离自己的想法感到不舒服。在某些方面,社会告诉我们,种族隔离和排斥是“错误的”。但是,与此同时,它使我们视而不见,当白人分开时all the time在我们的社区、我们的学校、我们的工作场所,the places we go to socialize, the people we invite over for dinner, etc. White people can also feel excluded from (or sometimes entitled to) POC-only spaces. We may think, “How can I learn about the effects of racism without talking to POC?” or “What are they talking about in there?” And, of course, white people can be resistant to the challenging and awkward conversations that are bound to happen when white people start talking about racism and whiteness because we’ve rarely needed to do that. We need practice.

希望我们大多数人到达一个我们开始知道种族主义的过程既痛苦又快乐。对我来说,当我开始理解社会对我的大脑“编程”多么深刻和阴险的社会,以免看到或理解周围发生的事情,我就越有动力留在其中,留下不适感,寻找消除痛苦的学习优势。然后,慢慢地,这个世界上新的关系的喜悦和新的方式也变得显而易见。它永远是,而且永远都是愤怒,美丽,喜悦,羞耻,悲伤和出现的混合。以及更多。

Three protest signs that read,

什么is accountability in anti-racism/anti-oppression work? How does that work at Fractured Atlas?

Courtney:Every month, the liaisons for each caucus meet to discuss their progress. This conversation is not equitable: the white caucus offers transparency and accountability to the POC caucus that does not have to be returned. This not only flips the dominant dynamic but also emphasizes that fixing oppression is primarily the oppressors’ responsibility.

Frequently, it is a struggle for white people to understand that the work of anti-racismcomes without recognition or benchmarks.Oppression is a hole and anti-racism work is the work of filling that hole: the reward is getting back to level ground. Sitting with the discomfort of doing the work without expecting accolades is part of the process:white supremacy perpetually celebrates white people for mediocrity.Our accountability practices for the caucuses allow white people to actively and thoughtfully do the work because it’s the right thing to do, not because they will be celebrated for doing it.

Tiffany:Absolutely, Courtney!! All of that isvital对于白人,以一种深厚的现场呼吸方式努力并越来越多地理解。除了问责制对于POC核心小组和组织,白人核心小组也是白人同事互相负责的地方,以继续学习并在工作要求时采取行动和风险。

什么are some resources we can share for organizations who are interesting in starting caucus spaces?

Tiffany:Here aresome resources, including information about caucuses in general and a list of articles that the Fractured Atlas White Caucus has been reading recently. I hope it’s helpful to other organizations.

关于其他类型的资源 - 时间和金钱。我们想指出,破裂的地图集已使其成为一种明确的理beplay账号被锁定念,以确保每个核心小组都有相等的时间和资金。我认为这是一个很棒的起点。也许将来我们的组织将分配更多的time and resources for POC caucuses because, well,reparations!

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About Courtney Harge

Courtney Harge is a producer, director, and professional arts administrator originally from Saginaw, MI. She is the Founder and Artistic Director of Colloquy Collective, a theater company based out of Bedford-Stuyvesant, Brooklyn. She has worked for the Elaine Kaufman Cultural Center, Theater for the New City, The Public Theater, Gibney Dance, and, most recently, the New York Foundation for the Arts with a focus on institutional fundraising, crowdfunding, and fiscal sponsorship. She holds a Masters of Professional Studies, with Distinction, in Arts and Cultural Management from Pratt Institute and a Bachelors of Fine Arts with Honors from the University of Michigan in Theater Performance. Her credo (#HustlingKeepsYouSexy) is not merely a hashtag; it’s a way of life.

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