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Beyond Token Change: Breaking the Cycle of Oppression in Institutions
Using a case study as its starting point, this guide examines the patterns of oppression built into organizations and institutions. Such systems of discrimination and oppression originate not with individuals within the institution, but rather the dynamics within the institutions themselves. Attention is given to the tactics employed to achieve equality and overcome oppressive attitudes in the workplace. According to this analysis, the true test of an institution`s intentions is whether its policies achieve only token change or transform its deeper structure.
- GenresNonfiction
194 pages, Paperback
First published September 28, 2005
56 people want to read
About the author
Anne Bishop
5 books23 followersAnne Bishop was, before her retirement, a community organizer and adult educator. She has also worked in the field of international development. For almost thirty years she has been part of, and worked with, many groups struggling to achieve social justice.
Librarian Note: There is more than one author in the GoodReads database with this name. See this thread for more information.
Librarian Note: There is more than one author in the GoodReads database with this name. See this thread for more information.
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Displaying 1 of 1 review
February 26, 2024
"She names the central cause as the failure of academics to understand that discrimination is a matter of impact, not intent."
I am glad that I found this small (Canadian!) gem of a book at my local library.
Growing up in a predominately white community and talking about race within this setting as a visible minority is hard. Exhausting even. You almost feel crazy because it is treated like a debatable theory instead of a reality. Other people don't see it and/or deny it despite the fact you live it. You are invalidated and the behaviour of others is minimalized and/or excused. You are told you are "being too sensitive," or that you "don't even look that [X]," or other people/places have it worse. You are told that the person "didn't mean it that way," is "just being themselves," or is "just a bad/not-nice person: race isn't a part of it." Race is never a part of it, unless someone uses a slur or is being verbally and visibly ignorant, as if discrimination is always that obvious. I could go on and on. It starts to feel pointless to talk about with people that will probably never understand or care to understand.
I am extremely appreciative that Bishop has taken the time to discuss these issues through an academic case study. I felt seen and heard; I connected to a number of the experiences that were highlighted, and based on discussions I have had with others I know I am not the only one. It was validating to see things that are traditionally brushed off or explained away included in this slim volume.
All in all a great read! I can't recommend it enough.
------------------------------------------------
To inspire discussion a thought, here are a few of the more salient points from this book that are not often discussed or acknowledged, but that POC often experience in academia (in no particular order):
• "Comments that if they are present in the university, it must be because of affirmative action or other special programs rather than ability."
• "Being the only person of colour hired as a token."
• "Complete lack of support from superiors, even to the point of deans and others backing white student complaints against them that would never be considered if made against other Faculty."
• "Negative, even hateful, student resistance in class and in teaching evaluations."
• "White student complaints of bias, too much personal involvement, "pushing" political opinions, discriminating against them, making them feel unsafe or guilty."
• "Complaints from students that a minority professor did not teach a subject exactly the way a white professor did, assuming the white professor's approach to be correct."
• "Students' refusal to accept a low mark from an Aboriginal or visible minority professor."
• "Having a paper trail built up of small or non-existent problems which is later used against them in evaluations, contract renewal, or tenure and promotion applications."
• "Being accused of putting ideas into minority students' heads, or coercing them to speak up against their experiences of racism."
• "The loneliness of being the "only one" in a class, department, faculty, university."
• "The pressure to become a similar as possible to white, middle-class people and support white, middle-class ideals."
• "The invisibility of racism to white faculty, students, and administration."
• "Characterization of minority people s angry, confrontative, and tactless, even threatening and intimidating."
• "The assumption that racism is just a matter of perception, or is "theoretical" or "abstract."
• "Being told to laugh racism off, "you take it too seriously."
I am glad that I found this small (Canadian!) gem of a book at my local library.
Growing up in a predominately white community and talking about race within this setting as a visible minority is hard. Exhausting even. You almost feel crazy because it is treated like a debatable theory instead of a reality. Other people don't see it and/or deny it despite the fact you live it. You are invalidated and the behaviour of others is minimalized and/or excused. You are told you are "being too sensitive," or that you "don't even look that [X]," or other people/places have it worse. You are told that the person "didn't mean it that way," is "just being themselves," or is "just a bad/not-nice person: race isn't a part of it." Race is never a part of it, unless someone uses a slur or is being verbally and visibly ignorant, as if discrimination is always that obvious. I could go on and on. It starts to feel pointless to talk about with people that will probably never understand or care to understand.
I am extremely appreciative that Bishop has taken the time to discuss these issues through an academic case study. I felt seen and heard; I connected to a number of the experiences that were highlighted, and based on discussions I have had with others I know I am not the only one. It was validating to see things that are traditionally brushed off or explained away included in this slim volume.
All in all a great read! I can't recommend it enough.
------------------------------------------------
To inspire discussion a thought, here are a few of the more salient points from this book that are not often discussed or acknowledged, but that POC often experience in academia (in no particular order):
• "Comments that if they are present in the university, it must be because of affirmative action or other special programs rather than ability."
• "Being the only person of colour hired as a token."
• "Complete lack of support from superiors, even to the point of deans and others backing white student complaints against them that would never be considered if made against other Faculty."
• "Negative, even hateful, student resistance in class and in teaching evaluations."
• "White student complaints of bias, too much personal involvement, "pushing" political opinions, discriminating against them, making them feel unsafe or guilty."
• "Complaints from students that a minority professor did not teach a subject exactly the way a white professor did, assuming the white professor's approach to be correct."
• "Students' refusal to accept a low mark from an Aboriginal or visible minority professor."
• "Having a paper trail built up of small or non-existent problems which is later used against them in evaluations, contract renewal, or tenure and promotion applications."
• "Being accused of putting ideas into minority students' heads, or coercing them to speak up against their experiences of racism."
• "The loneliness of being the "only one" in a class, department, faculty, university."
• "The pressure to become a similar as possible to white, middle-class people and support white, middle-class ideals."
• "The invisibility of racism to white faculty, students, and administration."
• "Characterization of minority people s angry, confrontative, and tactless, even threatening and intimidating."
• "The assumption that racism is just a matter of perception, or is "theoretical" or "abstract."
• "Being told to laugh racism off, "you take it too seriously."
Displaying 1 of 1 review