Phases Of The Movement: Anti-Racism And The Opening Of The US

By Joye Williams for Boston Compass (#125)

July 14, 2020


There has been a major shift as we move through 2020. The global pandemic of COVID-19 that has majorly affected our country and the continued injustice murders of many black people.

Systemic racism has become a norm. Weaved into our everyday systems, backed by ingrained mindsets that take hold of conversations in our personal and professional lives that have a dangerous effect on the decisions that build this country. “People should be judged upon the merit of what they know and how they can improve”- Patsy Price

There is new circling information, where white people are more willing to be open about these conversations, where people are actually trying to learn.

How do we keep this work, this fight, consistent in order to accelerate the combat against systemic racism?

As our government officials design phases on reopening our city with COVID-19. We need to be addressing racism in phases as well. To cultivate the consistency, knowledge and work towards the solutions that are essential towards this mission.

  • Taking on systemic racism internally. In the mental health industry, and incorporating more safe spaces, to identify issues and have resources readily available, to address them in an individuated, healthy manner. This can translate into how people take these conversations, choices, and knowledge home and incorporate it into their daily lives

  • Education: There needs to be more uniform, diverse curriculums in every educational facility, with in-depth black history, and anti-racism teachings. Accompanied with training for teachers on how to understand and teach these curriculums in order to truly give students the powerful education intended for them to succeed personally and professionally.

  • Work: Anti-racism resources need to be accessible and systemic racism addressed in our professional settings, working to have these conversations and resources present as frequently as scheduled staff meetings. Updated in hiring processes, policies, mission statements. Companies and organizations need to be having these conversations, searching for and having access to solutions as one of the forefronts of their work models.

  • Legal: There is not one law for black people and one law for white. People of Color need to know their rights. There needs to a sort of social program, where people can go and submit legal complaints against discrimination, that will be dealt with at the highest extent to the law. There should also been forums available for people to ask questions about discrimination and obtain legal guidance and support for their intended safety and wellbeing in every environment.

This can be met with retaliation and may be seen to deem a historical culture incorrect. It is. This is a crucial opportunity in 2020 to work towards strengthening it in correctness.

It’s hard to think in phases when this very important issue feels like it should’ve been solved and every aspect is long overdue.

To us: This experience of strength, resilience, and courage is in our blood. From this our wisdom blossoms, and love expands, our creativity flourishes, and our power is unbeatable.


Check out all the art and columns of July's Boston Compass at www.issuu.com/bostoncccompass