🕸️ Chapter 3: Anti-Black Racism and White Supremacy
22 3.9: Case Study: Anti-Black Racism in an Organization
Case Study #4: The Impact of an Inequitable Platform for Webinar Speakers
Author: Laurie Michael (Prince Edward Island)
Trigger Warnings: Racism, Cultural Insensitivity, ABR
Terminology Focus: Minoritized Group
A social group that has been actively singled out, marginalized, or devalued by dominant structural systems of power based on characteristics such as race, ethnicity, or gender. Unlike the term “minority,” which implies a purely numerical disadvantage, minoritized highlights that a group’s marginalization is an ongoing social and institutional process actively forced upon them by oppressive structures.
An organization has historically offered monthly webinars to its membership. They do not provide an honorarium or other payment to speakers but seek out speakers who will volunteer 1 hour on a particular subject. With an Executive leadership change and in consultation with the EDI committee, this topic has been brought up and, with review, it was noted that >95% of speakers have been white RD’s or other white health practitioners. Most of their speakers return annually as it’s ‘easier’ for the organizer, and although they do provide useful information, they lack perspectives and knowledge about other demographics.
It was realized by the organization that the webinars have catered to white RD’s who are in a privileged and established position in their career to be able to volunteer their time for free; this approach does not promote equity, inclusion or diversity of potential other speakers who do not have access to this platform to share their expertise and give a voice to others. When the organizer was asked about this approach, she responded that “I don’t know any Black RDs, so it’s easier to ask the people I know”. When prompted further, she added, “our membership survey never has requests for BIPOC nutrition information, so I’m just following what the members want”. As well, until this time, there is no policy or procedures with the organization on creating safe environments for speakers and participants.
Stop and Reflect
Review the historical practices of the organization outlined in Laurie Michael’s case study above and interact with the self-assessment interface below:
Case Study Reflection Activity: Applying an Anti-Oppressive Lens
Reflect on the systemic dynamics presented in Laurie Michael’s case study by putting on an anti-oppressive lens. Use the guide below to think about how standard, everyday decisions can accidentally create barriers, and how we can choose more equitable paths forward.
Part 1: Identifying Hidden Barriers in “Standard” Practices
Think about how the organization’s everyday, normal routines might look neutral on paper but actually exclude others in practice:
- Unpaid Volunteer Work: Requiring speakers to present for free assumes everyone has the financial security to give away their time. How does this policy lock out early-career or minoritized dietitians who may not be able to afford to work for free?
- Relying on Personal Networks: When organizers say, “It’s easier to ask the people I know,” they limit opportunities to their own social circles. How does this keep the platform over 95% white and prevent new, diverse perspectives from being heard?
Part 2: Intent vs. Impact
Let’s look at how well-meaning statements or admin choices can have harmful real-world results.
| What is Said (Intent) | What Actually Happens (Impact) |
|---|---|
| “Our membership survey never has requests for BIPOC nutrition information, so I’m just following what members want.” | This keeps the focus entirely on the interests of the majority, stops new learning, and makes minoritized dietitians feel unwelcome and invisible. |
| Inviting the same familiar speakers back every year because it is “easier.” | This keeps the platform closed to others, maintains a lack of diversity, and stops the membership from learning about diverse community health needs. |
Part 3: Moving Toward Anti-Oppressive Policies
If you were helping this organization plan for the future, what practical changes would you suggest?
- Creating Safe Spaces: What simple guidelines or codes of conduct should be created to make sure minoritized speakers and participants feel safe and respected during webinars?
- Fair Compensation: How could the organization build speaker fees or honorariums into its budget so that sharing knowledge is accessible to everyone, not just those with financial privilege?