Racelighting in College

Racelighting is a form of psychological manipulation in which an individual is made to doubt their own reality or sanity. Racelighting refers to where people of color are challenged through implications of a lack of intelligence or competence. This form of manipulation can be subtle, often manifesting through microaggressions or dismissive attitudes towards the concerns of people of color. Here I want to examine the experiences of people of color on a board who have been racelighted over the past ten months. By understanding racelighting in organizational settings, I will shed light on the ways in which this phenomenon can undermine equity and inclusion, and touch on potential strategies for addressing it.

To understand the experiences of racelighting among people of color on the board, let's share some context about the board itself. The board in question is composed of seven members who are responsible for overseeing the operations and strategic direction of a community college. The board's demographics include four people of color and three white members. The purpose and function of the board includes setting organizational policies, approving budgets, and ensuring the college's mission is carried out effectively.

During the ten-month period under examination, the board has faced challenges and opportunities, including a leadership transition, funding questions, and the development of new strategic plans. Additionally, the board has been working to navigate the ongoing fallout of the pandemic on the college and the communities being served. Relevant external factors, such as increased attention to racial equity and social justice in the wake of high-profile cases of police brutality and racial injustice, have also played a role in shaping the board's conflicts and decision-making processes.

Throughout the past ten months, several instances of racelighting have been observed against people of color on the board. One key manifestation of this phenomenon has been the dismissal or disregard of the unique perspectives and experiences of these individuals, particularly in relation to issues of race and equity. When making plans for the college, the insights of board members of people of color were frequently overlooked or dismissed, with their recommendations being downplayed. This disregard for their perspectives has had a negative impact on the decision-making process, resulting in policies and strategies that do not adequately address the needs of the diverse communities the organization serves.

We have seen many instances of racelighting. This has included, disregarding experiences and perspectives of some board members, disregarding the expertise and education of people of color, examples of microaggressions, gaslighting and denying the existence of racism, instances where concerns were dismissed, and aggressive use of emotional and psychological bullying.

Possible methods of improving the situation might include, efforts to build solidarity and support networks, call out and address racelighting, educate allies and advocate within the organization, build up organizational resources and initiatives to combat racelighting. So what needs to happen is to implement policies and practices to prevent racelighting, educate and train on racial bias and microaggressions, build transparent processes for reporting and addressing racism, and ensure equal participation in decision-making processes

In conclusion we need to push for a commitment to creating an equitable and fair environment for all board members.