Read the Healey Library Statement on Violence Against Black People, which informed the creation of this guide.
This guide is intended to provide general information about anti-racism as well as local information and resources for the UMass Boston community. This guide serves as an introduction to anti-racist issues and as a starting place for finding information from a variety of sources.
This guide is an ongoing project, and we will add more content as suggestions come in from the UMass Boston community. If you see anything missing, please fill out the form at the bottom of this page. We are working on this project in a limited capacity, but we will make every effort to incorporate your suggestions into the guide.
Photo credit: "Student hanging a Committee Against Racism 'Smash the Klan' sign," 1980, University Archives and Special Collections
In an effort at full disclosure, it should be noted that the collaborators on this guide all identify as white. We have attempted to bring together quality, relevant resources for the anti-racism issues in this guide, but we know that we are not immune from the limits and biases of our own privileges and perspectives.
We welcome and greatly appreciate any feedback and suggestions for the guide, particularly from the perspectives and experiences of the marginalized groups listed and not listed here.
This disclaimer was adapted with permission from the Simmons University Library's Anti-Racism LibGuide.
We wish to acknowledge that the University of Massachusetts Boston is situated upon the traditional, ancestral, and unceded land of the Pawtucket and Massachusett First Nations. We pay respect to the elders, both past and present, as well as future generations. This acknowledgement demonstrates our commitment to working to dismantle the systems of oppression that have displaced Indigenous Peoples and the ongoing legacies of settler colonialism.
A guide to Indigenous land acknowledgment
Guide to Indigenous land and territorial acknowledgements for cultural institutions
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.
Allies commit to reducing their own complicity or collusion in oppression of those groups and invest in strengthening their own knowledge and awareness of oppression.
OpenSource Leadership Strategies, “The Dynamic System of Power, Privilege and Oppressions.”
Anti-Racism is defined as the work of actively opposing racism by advocating for changes in political, economic, and social life. Anti-racism tends to be an individualized approach, and set up in opposition to individual racist behaviors and impacts.
Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all-inclusive and recognizes everyone and every group as part of the diversity that should be valued. A broad definition includes not only race, ethnicity, and gender — the groups that most often come to mind when the term "diversity" is used — but also age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values.
It is important to note that many activists and thinkers critique diversity alone as a strategy. For instance, Baltimore Racial Justice Action states: “Diversity is silent on the subject of equity. In an anti-oppression context, therefore, the issue is not diversity, but rather equity. Often when people talk about diversity, they are thinking only of the “non-dominant” groups.”
UC Berkeley Center for Equity, Inclusion and Diversity, Glossary of Terms
Defined as “the state, quality or ideal of being just, impartial and fair.” The concept of equity is synonymous with fairness and justice. It is helpful to think of equity as not simply a desired state of affairs or a lofty value. To be achieved and sustained, equity needs to be thought of as a structural and systemic concept.
Authentically bringing traditionally excluded individuals and/or groups into processes, activities, and decision/policy making in a way that shares power.
OpenSource Leadership Strategies, Some Working Definitions
Institutional racism refers specifically to the ways in which institutional policies and practices create different outcomes for different racial groups. The institutional policies may never mention any racial group, but their effect is to create advantages for whites and oppression and disadvantage for people from groups classified as people of color.
Government policies that explicitly restricted the ability of people to get loans to buy or improve their homes in neighborhoods with high concentrations of African Americans (also known as "red-lining").
City sanitation department policies that concentrate trash transfer stations and other environmental hazards disproportionately in communities of color.
Flipping the Script: White Privilege and Community Building. Maggie Potapchuk, Sally Leiderman, Donna Bivens and Barbara Major. 2005.
Exposing [one’s] multiple identities can help clarify the ways in which a person can simultaneously experience privilege and oppression. For example, a Black woman in America does not experience gender inequalities in exactly the same way as a white woman, nor racial oppression identical to that experienced by a Black man. Each race and gender intersection produces a qualitatively distinct life.
Per Kimberlé Williams Crenshaw, "Intersectionality is simply 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. “Intersectionality 102,” then, is to say that these distinct problems create challenges for movements that are only organized around these problems as separate and individual. So when racial justice doesn’t have a critique of patriarchy and homophobia, the particular way that racism is experienced and exacerbated by heterosexism, classism etc., falls outside of our political organizing. It means that significant numbers of people in our communities aren’t being served by social justice frames because they don’t address the particular ways that they’re experiencing discrimination."
The unearned benefits/entitlements or lack of barriers assigned to an identity that society considers a "norm" and therefore dominant. Privilege and oppression are well-maintained social systems that are reinforced by binarized, normative hierarchies that categorize certain identities as superior (privileged) and their supposed opposites as inferior (oppressed) (e.g. male and female; straight and queer; cisgender and transgender, etc.). There are various forms of privilege, some of them tangible and others less so. One form of privilege, for instance, is the representation of one's identity in mainstream media and books—something intangible but nevertheless valuable in our culture.
The systematic fair treatment of people of all races, resulting in equitable opportunities and outcomes for all. Racial justice—or racial equity—goes beyond “anti-racism.” It is not just the absence of discrimination and inequities, but also the presence of deliberate systems and supports to achieve and sustain racial equity through proactive and preventative measures.
Racial Justice [is defined] as the proactive reinforcement of policies, practices, attitudes and actions that produce equitable power, access, opportunities, treatment, impacts and outcomes for all.
Race Forward, "Race Reporting Guide"
Catalytic Change: Lessons Learned from the Racial Justice Grantmaking Assessment Report, Philanthropic Initiative for Racial Equity and Applied Research Center, 2009.