We stand in solidarity with Black, indigenous, and people of color in the United States and abroad. We believe in working toward a more equal and just future. Allyship is a way of life, and we are committed. To learn more about what we are doing to be better allies, or to learn more about how to become a better ally yourself, please see our Allyship Guide.
Table of Contents
Articles + Guides
How to be an Anti-Racist from Aspen Ideas Festival featuring Ibram X. Kendi
Resources For Children and Parents
Jane Elliott Website
Benjamin Crump Social
Lee Merritt Social
Jen Winston Social
Mimi Zhu Social
Dr Ateh Jewel Social
Organizations & Groups
Showing Up For Racial Justice Website
Brave and Kind Books (Decatur, GA) braveandkindbooks.com
Semicolon (Chicago, IL) semicolonchi.com
Brain Lair Books (South Bend, IN) brainlairbooks.com
Afriware Books (Maywood, IL) afriwarebooks.com
Detroit Book City (Detroit, MI) detroitbookcity.com
Mahogany Books (Washington, DC) mahoganybooks.com
Uncle Bobbie's (Philadelphia, PA) unclebobbies.com
Hakim's Bookstore (Philadelphia, PA) hakimsbookstore.com
Ashay By The Bay (Bay Area, CA) ashaybythebay.com
Eso Won Books (Los Angeles, CA) esowonbookstore.com
The Lit Bar (Bronx, NY) thelitbar.com
Cafe Con Libros (Brooklyn, NY) cafeconlibrosbk.com
Frugal Bookstore (Roxbury, MA) frugalbookstore.net
Vocabulary + Glossary
For a full glossary, please see Racial Equality Tools. We added some we thought were especially important.
From How to be an Anti-Racist: Respectability politics aim to counter stereotypes by visibly embodying their antithesis — if you’re seen acting “respectably”, they’ll respect you. Members of stereotyped minority groups use respectability politics to create a positive counter-narrative, but critics say it’s not an oppressed group’s responsibility to answer for their own oppression.
This refers to times when people of privilege refuse to listen to the words coming from a BIPOC, and instead respond only to the way it was said. Usually involves White people using criticism like, “that’s too loud,” or “that’s improper English,” when responding to legitimate complaints or statements by BIPOC.
As an extension, this could also be applied to people of privilege ignoring the protests’ call for justice, and instead complain about the looting.
From Racial Equality Tools: Also known as unconscious or hidden bias, implicit biases are negative associations that people unknowingly hold. They are expressed automatically, without conscious awareness. Many studies have indicated that implicit biases affect individuals’ attitudes and actions, thus creating real-world implications, even though individuals may not even be aware that those biases exist within themselves. Notably, implicit biases have been shown to trump individuals’ stated commitments to equality and fairness, thereby producing behavior that diverges from the explicit attitudes that many people profess. The Implicit Association Test (IAT) is often used to measure implicit biases with regard to race, gender, sexual orientation, age, religion, and other topics.
a psychological term describing the uncomfortable tension that may result from having conflicting thoughts or beliefs at the same time or engaging in behavior that conflicts with those beliefs
From Racial Equality Tools: When people act to perpetuate oppression or prevent others from working to eliminate oppression.
Example: Able-bodied people who object to strategies for making buildings accessible because of the expense.
From Racial Equality Tools:
- Refers to the unquestioned and unearned set of advantages, entitlements, benefits and choices bestowed on people solely because they are white. Generally white people who experience such privilege do so without being conscious of it.
- Structural White Privilege: A system of white domination that creates and maintains belief systems that make current racial advantages and disadvantages seem normal. The system includes powerful incentives for maintaining white privilege and its consequences, and powerful negative consequences for trying to interrupt white privilege or reduce its consequences in meaningful ways. The system includes internal and external manifestations at the individual, interpersonal, cultural and institutional levels.
- The accumulated and interrelated advantages and disadvantages of white privilege that are reflected in racial/ethnic inequities in life-expectancy and other health outcomes, income and wealth and other outcomes, in part through different access to opportunities and resources. These differences are maintained in part by denying that these advantages and disadvantages exist at the structural, institutional, cultural, interpersonal and individual levels and by refusing to redress them or eliminate the systems, policies, practices, cultural norms and other behaviors and assumptions that maintain them.
- Interpersonal White Privilege: Behavior between people that consciously or unconsciously reflects white superiority or entitlement.
- Cultural White Privilege: A set of dominant cultural assumptions about what is good, normal or appropriate that reflects Western European white world views and dismisses or demonizes other world views.
- Institutional White Privilege: Policies, practices and behaviors of institutions -- such as schools, banks, non-profits or the Supreme Court -- that have the effect of maintaining or increasing accumulated advantages for those groups currently defined as white, and maintaining or increasing disadvantages for those racial or ethnic groups not defined as white. The ability of institutions to survive and thrive even when their policies, practices and behaviors maintain, expand or fail to redress accumulated disadvantages and/or inequitable outcomes for people of color.