The Decision

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Big ol' announcement time!

So, anyone who knows me, my work, and how I do my work knows that I look at equity, anti-racism, inclusion, and combating anti-Blackness as work that can have a reverberative impact. What do I mean by reverberative impact? Initiating difficult conversations, implementing realistic initiatives, and guiding work that will stand the test of time, move organizations and institutions forward, and leave organizations in a position to maintain being actively anti-racist and equitable for years to come that impacts not just the employees of an organization but the communities they serve. I've been looking for a role like this for a few years now.

Today I wanna announce that I'm taking my talents...to South Beach!

Nah, I'm kidding. I'm taking my talents to Portland Community College!

Starting in June, I'll be joining PCC as an Organizational Development Representative. My work will be focused solely on addressing culture, anti-racism, equity, inclusion, and combating anti-Blackness. This won't be an easy job (being a Black guy talking about these topics in white workplaces never is) but it is an opportunity to create a reverberative impact that serves the community.

As a graduate of PCC, I am looking forward to seeing how I can help PCC navigate the uncomfortable waters of inequity, exclusion, and anti-Blackness to build a stronger culture!

Reflections of A Year on the Anniversary of George Floyd's Murder

It’s been one year since the murder of George Floyd at the hands of former police officer Derek Chauvin. One year of words, of marching, of protesting…and one year of stagnation, retaliation, white violence, white complacency, and little change.

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Monday's Opening Thought: May 24, 2021

This week’s opening thought: It’s 2021 and we’re still having to publicly call companies out for not putting salary ranges in their job postings.

It’s ridiculous that this is still a “debate.”

There are no excuses strong enough to explain away why your company’s job postings should not have the salary range present and easy for applicants to find within the first few lines of your job posting. And you should also be honest about what the actual starting salary will be, so candidates are clear on what kind of room for negotiation they will likely have if any.

On top of all that, your salary range should not be massive. Your range shouldn’t be larger than a $5,000 - $6,000 window, especially if you know good and well you aren’t even willing to start a new hire at the higher end or even the midpoint of your salary range.

What many companies don’t seem to care to understand is that how you handle salary discussions and salary transparency is a window into how you value and treat those that work for you. And not doing all of the aforementioned?

That’s a freshly polished bay window on a clear and sunny day.

It’s that clear to candidates how you feel about them.

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Monday's Opening Thought: May 17, 2021

This week's opening thought: At the age of 38 I just learned about the Detroit Wall, also known as the Birwood Wall, the Detroit Wailing Wall, the Eight Mile Wall, and Detroit's Berlin Wall. My mother, a Black woman in her 60s, told me about the Detroit Wall over the weekend after she had just learned about it herself.

The Detroit Wall was constructed in 1941 to physically separate Black and White homeowners on the sole basis of race. The primary concern of white Detroit residents was maintaining racial homogeneity, so local white politicians and the local officers of the Home Owners Loan Corporation (HOLC) interpreted the federal policies of the New Deal in their own way to engage in red-lining. They also created local policies to allow for the prevention of Black "infiltration" into white neighborhoods due in part to the HOLC members serving as federal appraisers. The HOLC identified areas that were "safe" for banks to issue loans to by giving each neighborhood a rating: A, B, C, or D. An "A", or "green" if you will, was practically guaranteed a loan; these areas were homogeneously white and affluent. In turn, a "D," or "red," neighborhood was occupied by Black residents who were systematically prevented from receiving a loan.

Due to redlining, the Eight Mile area of Detroit was extremely poor, predominantly Black, and viewed as a "blighted area". After World War II, a developer saw the area as a prime location to construct an all-white subdivision. HOLC appraisers viewed this as a risky proposition. Why? Because of how close it was to the "red" neighborhood occupied by Black people, of course. Because of this, FHA was unable and unwilling to lend out loans for home construction. But a compromise was made: home loans and mortgage guarantees for white folx in exchange for the construction of a foot-thick, six-foot-high wall, running for a half-mile on the property line separating the Black and white neighborhoods.

Contractors and realtors were able to attract whites to this area because the wall would "protect them". It served to keep property values high on the white side of the wall while keeping the neighborhoods racially segregated. The area is no longer segregated (both sides of the wall are predominantly Black now) but the wall still exists.

Why am I talking about the Detroit Wall?

It’s a lost and forgotten piece of the history of redlining and segregation in the United States.

It’s also a symbol of how we as a nation refuse to grapple with and learn about the truths of the pain whiteness has caused.

I grew up in Detroit. I lived on Eight Mile for seven years. I’ve never heard of the Detroit Wall or even seen the wall. None of my teachers in elementary, middle, or high school talked about the wall during U.S. History classes. We didn’t talk about it during Black History Month. There were no field trips to the wall with my fellow Black students, although there were plenty of field trips to the Henry Ford Museum. The Detroit Wall never came up.

I lived right next to this symbol of segregation in the United States until the age of 22 and I didn’t hear about its existence until I was well into my 30s. The fact that this new nugget of understanding isn’t a one-off situation for myself and many melanated people in this country isn’t shocking…but it is sad.

It’s 2021 and I learn something new about the history of racism and white supremacy at least once a week. And I get the feeling that I will be learning a new painful segment of untold/censored/silenced U.S. history at least once a week for the rest of my days. I’m a lifelong learner but constantly finding a new layer of generational trauma that our society and national culture has swept under the rug is honestly a traumatic experience unto itself.

It’s time for whiteness and our national culture to get comfortable with addressing the skeletons in the closet. I don’t want the next generation, my nieces and nephews, to have to continue the tradition of nonconsensual impromptu racist history classes at least once a week that my generation and generations before mine have and had to endure.

Learning while melanated should be growth and evolution, not pain and trauma.

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Monday's Opening Thought: May 10, 2021

This week's opening thought: reading is fundamental. That is why I've been expanding the Anti-Racism and White Supremacy Dismantling Literature List on my website. The updated list is live! You can find it here on the website at this link!

I've spent some time over the past few weeks beginning the early stages of building two sections around antisemitism as well as adding books to other sections that have been recommended to me and that I've stumbled upon. There are around 20 new books added to the list! Please feel free to share the link and the downloadable book list on the page with your networks, communities, and work teams/groups! Also, please drop me a line if you have book recommendations for the list!

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