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Anti-Racism Resources: Home

Resources to help students, faculty, and staff deepen their understanding of the pervasiveness of racism, the experiences of people of color, and what they can do to eliminate racial disparities locally and globally.

What is Anti-Racism?

"In a racist society it is not enough to be non-racist, we must be anti-racist." --Angela Davis

Anti-racism is more than simply not being racist. Anti-racism is purposeful. It challenges and counters racism and race-based inequalities, prejudices, and discrimination through actions, theories, and conscious practices. Being anti-racist is focused and sustained action with the intent to change policies, behaviors, and beliefs and acknowlede both individual racism and the institutional and cultural systems that perpetuate it. 

A Brief Note About This Guide

More than 400 years after the first enslaved Africans were brought to the American colonies, many people in the United States have finally reached a moment of widespread awareness of and reckoning with the issue of systemic racial injustice. Achieving racial equality and creating a truly inclusive community requires continuous effort, dialogue, and education. 

Illinois College prides itself on its history as part of the abolitionist movement, and today Illinois College is committed to providing an environment in which all members of the college community will find support for their individual growth and development whatever their race/ethnicity, gender, sex, sexual orientation, age, disability, religion, national/geographic origin, language use, socio-economic status, first generation status, veteran/military status, or political ideology (see the full Illinois College Diversity Statement via the Office of Diversity, Equity & Inclusion).

This guide serves as a starting point on the issues pertaining to racism in the United States and provides resources to help students, faculty, and staff deepen their understanding of the history of racism, the experiences of people of color, and what they can do to eliminate racial disparities locally and globally. Some of these resources were created before the 2020 killings of Breonna Taylor, Ahmaud Arbery, Tony McDade, and George Floyd. Sadly, these resources remain relevant today. It is not an exhaustive list by any means and we encourage you to share your own resources with us. 

Many resources thanks to this list:*8Ui5TDJu6gEfNYqLbwJ2jA

Some Terms You Should Know

Ally: Someone who makes the commitment and effort to recognize their privilege (based on gender, class, race, sexual identity, etc.) and work in solidarity with oppressed groups in the struggle for justice. Allies understand that it is in their own interest to end all forms of oppression, even those from which they may benefit in concrete ways. (OpenSource Leadership Strategies, “The Dynamic System of Power, Privilege and Oppressions.”)

Antiracist: A conscious decision to make frequent, consistent, equitable choices daily. These choices require ongoing self-awareness and self-reflection as we move through life. In the absence of making antiracist choices, we (un)consciously uphold aspects of white supremacy, white-dominant culture, and unequal institutions and society. Being racist or antiracist is not about who you are; it is about what you do. (National Museum of African American History and Culture, Taking about Race)

BIPOC: Black, Indigenous, People of Color, the term is used to highlight the unique relationship to whiteness that Indigenous and Black (African Americans) people have, which shapes the experiences of and relationship to white supremacy for all people of color within a U.S. context. (The BIPOC Movement)

Cultural Appropriation: Theft of cultural elements for one’s own use, commodification, or profit—including symbols, art, language, customs, etc.—often without understanding, acknowledgement, or respect for its value in the original culture. Results from the assumption of a dominant (i.e., white) culture’s right to take other cultural elements. (Colours of Resistance Archive)

EDI: Equity, Diversity, and Inclusion (Also called DEI)

  • Equity: A measure of fair treatment, opportunities, and outcomes across race, gender, class, and other dynamics.
  • Diversity: The range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.
  • Inclusion: Refers to the intentional, ongoing effort to ensure that diverse individuals fully participate in all aspects of organizational work, including decision-making processes. It also refers to the ways that diverse participants are valued as respected members of an organization and/or community. (University of Washington Racial Equity Glossary)

Implicit Bias: 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 Kirwan Institute for the Study of Race and Ethnicity, Implicit Bias Review) 

Individual Racism: Occurs between individuals. These are public expressions of racism, often involving slurs, biases, or hateful words or actions. (National Museum of African American History and Culture, Taking about Race)

Institutionalized Racism: Occurs in an organization. These are discriminatory treatments, unfair policies, or biased practices based on race that result in inequitable outcomes for whites over people of color and extend considerably beyond prejudice. These institutional policies often never mention any racial group, but the intent is to create advantages. Example: A school system where students of color are more frequently distributed into the most crowded classrooms and underfunded schools and out of the higher-resourced schools. (National Museum of African American History and Culture, Taking about Race)

Intersectionality: A prism to see the interactive effects of various forms of discrimination and disempowerment. It looks at the way that racism, many times, interacts with patriarchy, heterosexism, classism, xenophobia—seeing that the overlapping vulnerabilities created by these systems actually create specific kinds of challenges. (Critical race theorist Kimberlé Williams Crenshaw to them. magazine)

Microaggression: Brief, commonplace, subtle, or blatant daily verbal, behavior, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color. (University of Washington Racial Equity Glossary)

POC: People of Color, often the preferred collective term for referring to non-white racial groups, rather than “minorities.” Racial justice advocates have been using the term “people of color” (not to be confused with the pejorative “colored people”) since the late 1970s as an inclusive and unifying frame across different racial groups that are not white, to address racial inequities. While “people of color” can be a politically useful term, and describes people with their own attributes (as opposed to what they are not, eg: “non-white”), it is also important whenever possible to identify people through their own racial/ethnic group, as each has its own distinct experience and meaning and may be more appropriate. (Race Forward, "Race Reporting Guide")

Structural Racism​: The overarching system of racial bias across institutions and society. These systems give privileges to white people resulting in disadvantages to people of color. Example: Stereotypes of people of color as criminals in mainstream movies and media. (National Museum of African American History and Culture, Taking about Race)

White Fragility: A state in which even a minimum amount of racial stress becomes intolerable [for white people], triggering a range of defensive moves. These moves include the outward display of emotions such as anger, fear, and guilt, and behaviors such as argumentation, silence, and leaving the stress-inducing situation. These behaviors, in turn, function to reinstate white racial equilibrium. (White Fragility by Robin DiAngelo )

White Privilege: 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. ("White Privilege: Unpacking the Invisible Knapsack" by Peggy McIntosh)

White Supremacy: A form of racism centered upon the belief that white people are superior to people of other racial backgrounds and that whites should politically, economically, and socially dominate non-whites. While often associated with violence perpetrated by the KKK and other white supremacist groups, it also describes a political ideology and systemic oppression that perpetuates and maintains the social, political, historical, and/or industrial White domination. (Race Forward, "Race Reporting Guide")

Where to Start?

Don't know where to start? Here is a helpful overview to start off your learning about Anti-Racism: