Racial Equitecture, a new social impact company, uses social science empirics to help organizations better realize their egalitarian values by uncovering how inequality gets produced in-house, in plain sight. The company uncovers what gets hidden by implicit bias and structural racism, with a focus on that which creates systematic inequality. Its advent is timely, given recent racial flashpoints that have taken the national stage - police brutality, racial patterns in policing, Michelle Obama's disclosure of the racial undertones that shaped her first lady journey, and over the past year, many tech companies, including Google, have publicly released diversity reports. Altogether, these events have ignited national protests and incited dialogue about how to address social inequality. Now committed-to-diversity and equity-mission-driven organizations have a groundbreaking resource in the heart of the Silicon Valley. This news release highlights the innovative model Racial Equitecture uses - The Kinesiology of Race - and two more ways it undertakes systemic racism.
1) Racial Equitecture's Model: A Brief Introduction to Racial Kinetics
One of the most notable features of Racial Equitecture is our model for understanding race. Dr. Myosha McAfee, a social scientist and the CEO|Founder, created a new theory of race - The Kinesiology of Race - that was published in the 2014 Winter Issue of the Harvard Educational Review. Distinct from prevailing understandings of race as an identity, belief, category, or outcome (i.e. racism), McAfee (2014) used social science empirics to re-situate race as a verb, what she calls racial kinetics. Racial kinetics position race as an activity in space and time. Each racial kinetic McAfee (2014) found in her study captures an interrelated and interactive complex of actions regardless of one's identity or beliefs. This framework seeks to capture the inbisible, systemic nature of racial phenomena and how it can extend beyond the control of a single individual or event.
This model shifts and expands the foci of diversity analytics to how racial meanings implicitly move through the operations of an organization or systemic racism. Racial kinetics depart from an individualistic analysis of who is and is not racist, emphasizing systemic practices. We expand a company's diversity goals from how to attract diverse populations, to how to develop, promote, and retain their talent and intellectual contributions. We build on, rather than stop at, analyses of gaps between espoused values and beliefs and actions. Racial kinetics expands the scope of explicit racial flashpoints to include how racial patterns and hierarchies emerge through the accumulation of ordinary, seemingly benign, (inter)actions. Our model is just one of three ways we approach inequality, diversity, and inclusion differently.
2) Racial Kinetics & Racial Status Quo Mapping
When an organization seeks to understand the underlying (inter)actions that inform their diversity analytics, we use the kinesiology of race framework to chart the status quo - existing and often invisible structures, systems, routines and interactions that often engender inequality. Racial Status Quo Mapping builds upon internal expertise, extends the existing scope of knowledge, and interrogates taken-for-granted assumptions that are hard for insiders to sense.
Racial status quo mapping adds value in two ways. First, organizations receive a scientific investigation of their very own practices, events, policies, and (inter)actions that create inequality. C-suite leaders no longer have to dwell in abstract theories of social inequality, struggle through the ambiguity of knowing what is within their purview, or take time to discern how to apply principles from outside-our-sector reports. Second, company leaders gain insight from 360-degrees. Racial Status Quo Mapping collects, triagulates, and builds upon the knowledge and experience of people at every level in their organization, naturally creating a dialectic of varying points of view and positionality. Accordingly, the themes and patterns that emerge bear more reliability and validity than that which arises from general impressions, proclivities, and the loudest voices. Once organizations have an awareness of site-specific, concrete, systemic practices and interrogate taken-for-granted assumptions, they can potentially transform the degree of inequality produced in-house, in plain sight. Visit here for examples of Racial Status Quo Mapping.
Equitecture - a word that combines equity and architecture - refers to the process of building and designing equality. Equitecture is dynamic, capturing intensive courses and coaching. It involves capacity-building and learning and development for organizations who seek to act on the findings generated by the racial status quo map. Organizational members no longer have to dwell in the sense of helplessness that often follow narratives of racism, exclusion, isolation, and marginalization.
Racial Equitecture provides site-specific intensive training series to organizations who have not undergone racial status quo mapping too. The trainings, on both occasions, involve a pedagogical approach that lies at the nexus of critical race pedagogy, Freirian thought, adaptive leadership, and experiential learning. This means there will be little lecturing, lots of practice, dwelling in negative capability, productive discomfort, and constructive feedback - ingredients necessary for alchemy and transformation. Shifting from well-intentioned people just doing their jobs to racial equitects is a journey where one approaches the unyielding with precision, the unfeasible with audacity, and the impractical with possibility. In taking racial equity seriously; alchemy is required, not an option.
For more information on racial kinetics, racial status quo mapping, and equitecture contact email@example.com. Follow on twitter @Racial_Equitect. Stay connected on facebook or visit our website.