{"id":368,"date":"2024-08-28T19:55:34","date_gmt":"2024-08-28T23:55:34","guid":{"rendered":"https:\/\/pressbooks.library.torontomu.ca\/abrdietetics\/?post_type=chapter&p=368"},"modified":"2026-08-20T11:26:46","modified_gmt":"2026-08-20T15:26:46","slug":"case-3-3-abr-in-an-organization","status":"publish","type":"chapter","link":"https:\/\/pressbooks.library.torontomu.ca\/abrdietetics\/chapter\/case-3-3-abr-in-an-organization\/","title":{"raw":"3.9: Case Study: Anti-Black Racism in an Organization\u00a0","rendered":"3.9: Case Study: Anti-Black Racism in an Organization\u00a0"},"content":{"raw":"

Case Study #4: The Impact of an Inequitable Platform for Webinar Speakers<\/h2>\r\nAuthor:<\/strong> Laurie Michael (Prince Edward Island)\r\n
\r\n\r\nTrigger Warnings:<\/strong> Racism, Cultural Insensitivity, ABR\r\n\r\nKeywords:<\/strong> ABR, Gatekeeping, Minoritized Group, Prejudice, Racism, Stereotyping, Systemic Racism, Unconscious\/Implicit Bias, White Supremacy<\/a>\r\n\r\n<\/div>\r\n
\r\n\r\nTerminology Focus: Minoritized Group<\/strong>\r\n

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<\/em> highlights that a group's marginalization is an ongoing social and institutional process actively forced upon them by oppressive structures.<\/p>\r\n\r\n<\/div>\r\nAn 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\u2019s or other white health practitioners. Most of their speakers return annually as it\u2019s \u2018easier\u2019 for the organizer, and although they do provide useful information, they lack perspectives and knowledge about other demographics.\r\n\r\nIt was realized by the organization that the webinars have catered to white RD\u2019s 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 \u201cI don\u2019t know any Black RDs, so it\u2019s easier to ask the people I know\u201d. When prompted further, she added, \u201cour membership survey never has requests for BIPOC nutrition information, so I\u2019m just following what the members want\u201d. As well, until this time, there is no policy or procedures with the organization on creating safe environments for speakers and participants.\r\n

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Stop and Reflect<\/strong><\/h3>\r\n<\/header>\r\n
\r\n\r\nReview the historical practices of the organization outlined in Laurie Michael's case study above and interact with the self-assessment interface below:\r\n\r\n[h5p id=\"67\"]\r\n\r\n<\/div>\r\n<\/div>\r\n
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Case Study Reflection Activity:<\/strong> Applying an Anti-Oppressive Lens<\/h3>\r\n<\/header>\r\n
\r\n\r\nReflect 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.\r\n

Part 1: Identifying Hidden Barriers in \"Standard\" Practices<\/span><\/h4>\r\nThink about how the organization's everyday, normal routines might look neutral on paper but actually exclude others in practice:\r\n