The Conversation: How Talking Honestly About Racism Can Transform Individuals and Organizations

The depth of this book makes it the opposite of a “light read” but that’s also why it is so valuable. Really any question you could have on the prevalence and impact of racism, claims that dismiss racism and convincing counterarguments using data, and are complete articulation of the problem space are clearly mapped out. This book would be best read by a group, using the guides at the end of the 3 major parts to foster discussion.Context and Data* Racist vs. non-racist is currently thought of as permanent, like a tattoo. Instead, we should define it as “complicit” vs. “anti-racist” and look at individual situations since no one is ever fully complicit or fully anti-racist.* For every 1 white person who believes black people are “severely discriminated” against, there are 5 who believe white people are the ones “severely discriminated” against* Racial differences appear more in ambiguous situations. In an experiment where a black person or white person is in need of aid and a white subject is the only one around, they help 88% of the time or the same for both races. But if there’s other people alone and the bystander effect comes into play, 75% help the white person vs. 37% help the black person.* 50% of white people see race as not helping or hurting them. But when asked if their race hurts their ability to get ahead, only 5% of white people indicate so v. 52% of black people.* The average black American is 25% “white” genetically* People’s skin tone is different because of the balancing act between UV protection and the ability to synthesize vitamin DWhat to do* Instead of thinking of “solving racism” as trying to boil the ocean, focus on boiling your individual pot and placing that in the ocean. If enough people boil their pots, eventually the ocean does boil.* The recipe to anti-racist beliefs is exposure that meets the following criteria 1) equal status 2) friendship potential 3) institutional sanction 4) common goals* Tribal affiliation (e.g. same major at a university, same university in a geographic area, same state in a country, same country in the world) is stronger than race. This makes sense because over evolution we were in hunter gatherer tribes with people of the same race, so the tribe is what mattered.* Since you can’t “not see” race, add multiple labels so you view people as an individual and not just the their race* Find counter stereotypes to reprogram yourself, such as prominently showing photos or books from people of color you see as role models* 7% of white people have no evidence of racial bias. A common theme is they have a more positive and secure view of themselves. By feeling they are worthy of love, they less succumb to the need to view others as lessor.* Speak up – When black people raise issues of discrimination they are seen as a complainer and viewed more negatively. But if a white person complains, the source of discrimination gets less defensive and more likely to change.* There are 4 types of organizational views of diversity: Toxic (actively push for divisions), Laissez-faire, (hire without regard to diversity attributes), pro-diversity on paper (say they want diversity but doesn’t show up in behavior), pro-diversity in practice (actually take action)

This book is a good read linked with data and observations. I would recommend for anyone who wishes to view racism with a objective lens.

What a shame that this book has not been more widely publicised. Granted it does not offer any ‘new’ ideas on how to conceive racism, its impacts and how it can be combated. However, this is an easy to read text explaining the relevant ideas and exploring (in a practical way) what can be done at both an individual and an organisational level. If I could afford it I would happily buy 50 copies and distribute them out to family, friends and work colleagues just to get them all thinking. It is not radical or polemical and tries very much to stick to the facts; it includes plenty of citations of the most relevant research. Highly recommended reading for anyone interested in racial biases and how we can begin to combat them.

Dr. Livingston uses his extensive experience, research and depth of knowledge to craft an impeccable ladder for readers to climb in their quest to transform themselves and their organizations. In the book, Dr. Livingston defines often misunderstood terms, such as ‘equality’ and ‘equity’, plainly explains why there is no ‘one size fits all’ when dealing with people and organizations, and provides clear links between the past and the present. Dr. Livingston articulates so very well how deeply engrained racism is into our culture, why we should care about it, and he gives hope that we can be part of changing ourselves and our organizations.This book should be a ‘must read’, specifically for organization leaders, and made part of the discussion in DEI (Diversity, Equity and Inclusion) trainings.

By far, the most comprehensive book I’ve encountered about racism and how to combat it. I love that it’s an interactive read, as opposed to a book that just talks about the issues. I commend this author for giving people a methodical approach to doing their part (if they so wish) to make a positive impact on the entity of racism and underlying bias in society.

Outstanding all around. Dr. Livingston patiently yet authoritatively walks us through the psychological realities that prime us for thinking that results in racism, which provides rich context for understanding our thinking and behaviors in an honest, but not threatening, way. This is such a meaningful read whether one has done extensive work exploring racism, or is new and perhaps wary of the contemporary discourse. (Side note: I read this via the library, hence why it may not show as a verified purchase. Just bought a copy to keep, though!)

Amazing book!

This book is full of much needed tools to have critical conversations about race at work.