Conversations on Race and LatinX with Bernardo Ferdman and Placida Gallegos
What is LatinX? Bernardo Ferdman, a Jewish Latino, born in Argentina and raised in Puerto Rico, and Placida Gallegos, a Chicana woman define LatinX, and talk about issues of race, skin color, and ethnicity in the Latin culture.
They share issues of skin color, ethnicity and race in the Latino culture. Placida talks about her family and how being light skinned was valued more than her siblings who were darker, as well as how men had more power and value than women.
Bernardo talk about his experiences as a white Latino who is also Jewish, and what binds LatinX people together.
The Spanish language is gender based, and there are different endings of words based on gender. LatinX includes all genders, ethnicities and skin colors.
Topics of interest:
- LatinX- why, how and impact of the term
- Questions about the term and pushback
- Origin and meaning of the term Chicano
- Colorism in the overall LatinX culture
- Terms that used to be acceptable and is no longer
- Conversations on race within the LatinX community and outside the LatinX community
- Generation differences in the Latino community
- History of Salsa and Caribbean music and new music blends
- Intersections and complexities of Latin culture
- Bad Bunny, Cardi B, and the popularity or Latino reggaeton, and trap music
- Objectification of Latina women
- The racial aspect of immigration issues today in the US
- Patterns of racism in the immigration discussion
- Impact of the media, dehumanization and villification of people from Mexico and countries who are fleeing violence and oppression
Block Chain for Social Justice
Black female entrepreneurship
Racial and economic trauma
Diversity, Equity and Inclusion in the Block Chain world
Daisy Ozim who grew up in the San Francisco Bay Area and in Lagos, Nigeria, is the founder Resilient Wellness, a co operatively owned healthcare system that provides holistic medicine and health education to marginalized and underserved communities.
She’s also the director of Blockchain for Social Justice that uses Block Chain technology to uplift marginalized communities and eliminate poverty and close the wealth gap.
Daisy says it important to talk about race because racism is one of the biggest issues that we’re facing in society as a whole. It’s also important for us to talk about race because we cannot heal or address racism and all of its manifestations if we don’t have a conversation about it.
Her organization Block Chain for social justice is a collaborative organization and that focuses in three key areas,
- Block Chain developer training. Daisy helps people of color and people in lower income communities become block chain developers because they can make $250,000 to $400,000 a year
- Education and access that results in creativity
- Equity in the Block Chain community
Block chain technology can be used for social justice and to help low income and people of color or it can be used to further nefarious goals that hurt people of color.
She wants to ensure that people of color can generate wealth and protect themselves from economic trauma like the Black Wall Street Massacre in Tulsa, Oklahoma.
Her public health work helps people physically, mentally and emotionally heal from racial trauma and internalized racism
Guest: Daisy Ozim
My guests were in this episode are Paoi Eulalia and Alessandra Stevens from MXD Magazine.
MXD Magazine is a publication that celebrates LGBTQ People of Color (POCs), non-conformists, and allies. Both Paoi and Alessandra are Filipino-American but represent different genders and generations.
One of their objectives is to fight racism masked as sexual preference, among other façades. Too often LGBTQ people of color are either objectified as exotic sexual objects or are totally invisible. We discuss the different ways LGBTQ people are seen as sex objects and not as real people.
MXD Magazine aims to celebrate and bring LGBTQ people of color deal with issues that concern them.
It’s still all too common that LGBTQ people are presented in the media as all white men. Not only are people of color in general missing from the conversation but also Transgender people who are most often targets of violence and discrimination are discounted.
Within the LGB community there is still a lack of education, bias and transphobia. MXD Magazine is all-inclusive and features several people who are transgender. The magazine is still in its infant stages and most of the articles and features are male focused but by bringing in Alessandra and other women they hope to change that.
We discuss how the right therapy and therapists can make a difference in people’s lives for self-acceptance, internalized homophobia and transphobia. Both Alessandra and Paoi see the importance of increasing the amount of LGBTQ therapists who are people of color and eliminating the stigma that some people still have regarding therapy. They each share their own experiences as to how therapy has helped each of them become the healthy emotionally, mentally and spiritually.
We agree that there needs to be more attention paid to intersectionality in the LGBTQ community in order to have the conversation on race and other differences. No one is just one identity, or just LGBTQ. People are from different cultures, generations, religions, races, etc. Those multiple identities can create commonalities and connections if we are willing to look at them. No conversation on race, gender identity, or sexual orientation can be meaningful without understanding intersectionality.
Resources mentioned in this episode
Paoi Eulalia Publisher@MXDMagazine.com
LeRon Barton is a widely published author on race, mass incarceration and dating. He is 40 years old and African-American.
Key topics on the show are:
- The importance of white people having conversations on race with each other.
- What white people and other people can do to be allies
- When people not in the target group need to speak out against racist or inappropriate comments and when they need to not speak for people of color or members of a group being targeted
- Why too many white people are afraid to have a conversation about race with people different than them
- Times when Black people don’t speak up because they don’t want to be seen as the angry Black person , so they water their comments down
- How Obama had to walk a fine line when showing emotions
- Simma and LeRon disagree about Obama as a president
- Why we need more cross-race conversations about race that discuss solutions and not just talk
- LeRon and Simma disagree about South Carolina. LeRon thinks there is nothing good about South Carolina and Simma says that she spoke at a diversity conference in South Carolina and met great people. Also, South Carolina has had a lot of civil rights activism and you can’t put down everyone in a whole state. Can a whole state be racist? Simma says no.
- Solutions to racist monuments- should they be taken down, put in a museum or destroyed?
- How to handle the dangers of being Black in America today, and in particular being a Black man. LeRon wrote an article- on “Staying Alive While Black.”
- Is stand your ground and open carry only for white people?
Precious Stroud- founder or the Black Female Project.org
Precious Stroud- Gen X Black Woman from Berkeley
Importance of story telling in communications
Important to talk about race because everything is racialized. She says race impacts everything in her life.
Impacts how society was set up. If someone believes another person is inferior based on color of skin, they won’t promote that person.
Economics doesn’t impact how long Black people live but it’s the result of racism.
She has been a friend with people from different races and backgrounds since she was in elementary school.
Her first experience with racism that she remembers was people not wanting to sit next to her little sister at Marine World because of how dark her sister was.
Jim Crow was not that long ago. Her great grandmother was first generation born free. Coping skills for being Black in the US were passed down and Precious has had to unlearn some of the fears for survival sake that she internalized.
She is working on just being herself instead of having to feel like she needs to take care of “white women,” so she will be accepted.
Precious started the Black Female Project to help Black females tell the truth about their experiences in the workplace. She always felt pressure to navigate and code-switch at work, which took its toll on her stress level and health.
She was hired at her last job for her talent and creativity, and then was told she wasn’t
“measuring up,” and didn’t meet “their standards.” This is very common issue for Black women who are told they speak up too much, don’t fit in, or not meeting expectations. In addition, she later found out she was paid less than a white man at the same level.
It’s also common for Black people in organizations to not get feedback about their work, or areas for improvement until they get fired. When they ask why they didn’t get feedback before, their manager told them that they didn’t want to be seen as racist.
The Black Female project celebrates Black females in the workplace and to have them share their stories. Racism in the workplace contributes to autoimmune diseases and hair loss. Sharing their stories has been healing for all the women who participated. It is in-person, online and ongoing.
It’s important for Black females to speak up about racism and inequality.
Prccious talks about the myth of the “angry Black woman,” and how Black women are stereotyped that way any time they show emotion, disagree or speak up for themselves.
Her project is continues to grow. They are also starting the Black Teacher’s Project.
Check out BlackFemaleProject.org
Episode 16 : Everyday Conversations on Race with Howard Ross and Tracy Brown- Redemption, Race and Belonging
Howard Ross and Tracy Brown- Experts on race, belonging, and all aspects of diversity and inclusion for over 25 years.
Howard is a white Jewish man and a baby boomer and Tracy is an African-American woman and a baby boomer.
Most people want to feel like they belong to something greater than themselves and being part of an environment where they can feel supported and connected.
Tracy started cross-race dinners where people talk about race, make new connections and new friends.
Tracy has facilitated dialogues about race and race relations in corporations where people were afraid to talk about race with each other.
She saw people drop their fear of each other and collaborate more.
Howard discusses the need for people who are in dominant groups to learn, understand and support people from non-dominant groups.
There are ways to have the conversation and make a difference without shame, blame and attacking people. That doesn’t make any positive changes.
Why people are afraid to talk about race
People of color are worried about repercussions in the work environment and in other environments if they speak up.
White people are afraid of saying the “wrong thing.”
Tracy asks, “do you want to be a diversity cop or diversity coach?”
While there are times someone might have to be a “diversity cop,” but we you really want change and transformation you need be a “Diversity coach.”
Howard Ross,”In organizations my job in diversity and inclusion is to be a facilitator, and not an advocate.” In his life outside of work, he is an advocate but if he’s an advocate in the corporate environment, he won’t be able to help facilitate change.”
At what point should someone be fired and at what point should they be educated?
Howard supports free speech. He asks, ”What is the intent? Do they just not know, it’s a one time incident that is not systemic. However, there are the incidents that happen over and over and need to be stopped.
There is a difference between what happened with Megyn Kelly and Juan Williams.
The Juan Williams incident was an example of extreme political correctness. He should not have been fired.
Tracy Brown,” Zero tolerance is inappropriate. It takes away opportunity for change, learning and increased understanding.
- Recognize and share your blind spots- like when you become aware of your own bias or other people point out a bias to you.
- Know why this is important to you personally
- Seek solutions instead of just complaining about problems
- When you fire someone there is no way to hold them accountable for their behavior and they will take their behavior somewhere else. There is no one who will force them to behave differently.”
- White people don’t think about race all of the time, but people of color are always having to deal with racism and bias at different levels.
- No matter who we are, we can all say the wrong thing at different times.
- Be aware of the impact your words and actions have on other people. It’s really offensive when white people put their hands on Black people’s hair.
- As experts on diversity and inclusion, we have to be aware of how we “correct” or call attention to someone behavior that might be inappropriate
- Allow people to change and redeem themselves when possible
- Take time to listen and understand other people’s lived experience who are different than you
- Learn about privilege. Having privilege doesn’t make you a bad person but you need to understand what they means. White people don’t have to tell their kids to be careful when they’re driving and what to do when they are stopped by cops
- There are subtle ways that antisemitism shows up even when it’s not overt
- We have to learn and share the history of other ethnic and racial groups
- The conversation on race has to go beyond Black and White.
- Why it has mostly been black and white
- Because it has been the most prevalent
- No one is just one identity
- We are all intersections, race, class, gender, sexual orientation, etc.
- Too often there is a misconception that all people of color have the same dynamic when dealing with race
- There is also a lack of understanding that not all Black people have the same experience
- A black person from Africa from an upper-class background doesn’t have the same trauma or history as someone who is African American and dealing with post traumatic slave syndrome
- When you fire someone there is no way to hold them accountable for their behavior and they will take their behavior somewhere else. There is no one who will force them to behave differently.”
- White supremacy, racism, anti-Semitism has been normalized and spread by the political climate and people at the highest levels
- Are we going to choose evil and hate, or are going to build a country of love and acceptance. We choose love, acceptance and responsibility and need everyone who feels the same way
Jada Imani, an Oakland, CA-based MC, hip-hop artist, workshop facilitator, and founder of the Tatu Vision movement, is dedicated to helping co-create regenerative communities through her performing event production and hosting, healing practice, and coalition-building with communities of poets, Hip-Hop aficionados, entrepreneurs and Permaculture practitioners. She was born in Belleville, Illinois and spent half of her childhood in Illinois and Missouri.
Jada believes we are all influenced by race, and she thinks of leveraging her unique position of being from a mixed-race background to bring Black and White together.
Apart from sharing about Tatu vision activities, Jada shares her favorite cultural music mashups. Talking about Hip-hop culture, she points out the difference between a true hip-hop soul and gimmicky people. Disrespect to the hip-hop culture by such people brings a lot of disappointment to Jada.
Since childhood, Jada has loved music and gets inspired from every genre. She shares about how she uses music and performing to bring people together across race and make everyone feel included.
Talking about her experience of racism, her light skin attracts a lot of attention and has experienced painful comments from Black and White people.
According to Jada, a lot of millennials are more sensitive and interested in growth and liberation. But there is still hatred and racism among some of the young generations, most probably the effect of acquiring this hatred from their previous generation. Many of the white supremacists are millennials.
Jada says it most important to focus on your growth, peace, and love but also don’t avoid the crucial matters like racism!! It needs to be solved.
Patrick Tindana nd Simma, “The Inclusionist,”
Patrick Tindana and Simma, “The Inclusionist” in an everyday conversation on race.
Hear the history and motivation behind Everyday Conversations on Race.
What it was like to be the only white student at a Hispanic college, and why it’s not the same as being the only person of color in an all-white school.
Why it’s more important for white people to take action to eliminate racism today than to spend time feeling guilty.
The intersection, overlap and questions related to race, color, ethnicity and other differences. How skin color can determine health outcomes, access to services and treatment by others.
Too often when people feel uncomfortable around people who are different, they ignore them and people of color become almost invisible.
There are different ways to talk about race. Some people relate to intellectual, academic conversations like Robin DeAngelo, and other people connect more on emotional levels or specific examples like Beau from the 5th Column. Both ways can prompt listeners, particularly white people to take action.
While racism in systemic and institutional, it’s created and perpetuated by individual people. It will take individual people to change those systems and processes, and no one can do it alone.
Patrick breaks down the differences in understanding and experiencing racism in the US between a Black person born in the US and Black people coming from Africa.
He talks about the exhaustion of dealing with racism every day, and knowing that people of color are getting detained for selling water, harassed for speaking Spanish, or babysitting for white kids.
Patrick and Simma share their diversity heroes who have stepped up and spoken out against racist actions, and diversity zeroes who have harassed people of color for speaking Spanish, called police on the Black man babysitting two white kids, or going entering his own apartment.
Everyday Conversations on Race with Charmaine McClarie and David Casey
African-Americans in the Executive Suite
Guests: Charmaine McClarie, senior executive coach and David Casey, Chief Diversity Officer of Fortune 30 pharmaceutical innovation company
Charmaine McClarie and David Casey share their experience in meeting the challenge of racism and bias as African- American as well as provide sage advice to other African-Americans and everyone else who wants to reach the highest levels of success.
Conversation topics include:
- Why the history of slavery is not something African-American people need to “get over.”
How slavery and the history of slavery courses through the veins and DNA of people whose ancestors were slaves. The history and trauma of slavery and it’s aftermath can never be ignored and must be addressed to move forward as a nation.
- Why Charmaine McClarie says “Essential to one’s success is the ability to own your own narrative and know your value. If you don’t define yourself, other people will and their definition will be inadequate, Once you have your own narrative you define yourself and you can be yourself.”
Charmaine shares her experience feeling the power of going to Africa and seeing her original heritage.
“People need to know their heritage and their identity.”
Being African-American and meeting the challenges of advancing to higher levels
Both Charmaine and David spoke about not being comfortable in their own skin early on their career journeys. They were worried about how they would be seen because they both experienced usually being the only Black persons in the room. David said he wondered, ”Will they think I represent all Black people, and what assumptions do they have?”
Their advice today to African-American and other people of color who aspire to success is “Don’t waste your time getting comfortable. Be comfortable now. Own your narrative and identity.”
Hear how both Charmaine McClarie and David Casey took charge of their careers, began speaking out and taking risks, and having conversations on race with people who don’t look like them.
Listen to this episode of “Everyday Conversations on Race,” to learn how to advance through barriers, racial bias, and embrace your identity no matter who you are.
Was case then and cast now and be the only one
More power when you walk in the room and see other people who look like you.
Who do you ask
Ask people who look like you
What do you need to know
What is the barrier
What are assumptons people might make- so people can make introducitons
Knew early on and she needed to be ready to embrace her blackness or she was walking into room with a deficit
What are the contributions that Black people have made
Where did I get my narrative- my grandparents lived a good life and perservered
Didn’t have her first name on card so wouldn’t make assumption
What are you looking for- you’re comfortable or not
People underestimate based on assumptions- sure it happens-
Before linkedin- “didn’t realize you were Black or African American” I’d be a billionaire
Taught you have to outperform your peers
Back to “articulate”
As person moving up, she says that people who are not Black are coindescending- they don’t see her as who she is
When that happens ask why HR instead of CFO
What experiences do you want me to have?
How will we partner together do
Getting people to support you
Get witnesses so people know what you’re doing
Who are your advocates
If someone has a limited view of who you are, are you willing to see me differently?
Who have been your advocates?
What kind of support have you had?
CDO of 2 Fortune 30 companies so he met the CEO
Spoke that the organizations were serious about diversity
Ability to meet with the CEO
Spent time in interview process building trust
Sponsors and champions
Be as equal as middle management where everything tends to converge
Often POC looking for mentors- but just 5% are people of color so good chance a mentor will not be a person of color.
People make their own assumptions
No one gets it right all the time
We all make mistakes and we can learn
Every time we take a risk, we can learn
Why did you think that- teaching moment
Your narrative is your power
Who you are
David has served as a Chief Diversity Officer for two Fortune 30 corporations, positioning them both as top companies in the country for strategic diversity management.
Active in the community, David has served and/or currently serves in an advisory and board of director capacity for several national and local organizations, including the American Lung Association, the American Society on Aging, Disability:IN, Advisory the Greater Providence Chamber of Commerce, Skills for Rhode Island‘s Future, Year Up, the Urban League. He also serves on the advisory boards for the Human Capital Executive Research Board, the i4CP Chief Diversity Officer Board and the National Association of African Americans in HR.
David has been published or cited in Forbes, the Wall Street Journal, New York Times, The Atlantic, Diversity Inc. Magazine, Drug Store News, Profiles in Diversity Journal, Diversity Global and Diversity Executive, and has appeared on the television series, American Profiles.
David holds a Bachelor of Science degree in business administration from Indiana Wesleyan University and is a veteran of the United States Marine Corps,here he served for 8 years, including Operation Desert Storm.
Charmaine McClarie is a C-suite advisor, keynote speaker, executive coach and executive presence authority who helps leaders have their best year ever. She has worked with leaders in 27 industries across five continents. Her clients include top executives from Coca-Cola, Gilead Sciences, Humana, Johnson & Johnson, MasterCard, Starbucks and T-Mobile.
For more than two decades, 98% of Charmaine’s clients are promoted within 18 months. For CEOs, that might mean a promotion to corporate directorship. For other senior leaders, that might mean a promotion from SVP to EVP or even CEO.
Charmaine works predominately with C-suite leaders and executives with demonstrated readiness to be in the C-suite, coaching them on leadership acumen, communications ability and executive presence.
Charmaine and her work have been profiled in People, Forbes, Harvard Management Update, The London Times and The New York Times.
She is on the faculty as a leadership and communications expert at the University of Missouri Kansas City Bloch School of Management, EMBA program, and is a visiting lecturer at the Smith College Executive Education program.
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