Nineteen80

Characteristics of White Culture

December 23, 2020 Daniel Hoang Season 3 Episode 2
Nineteen80
Characteristics of White Culture
Chapters
Nineteen80
Characteristics of White Culture
Dec 23, 2020 Season 3 Episode 2
Daniel Hoang

Nineteen80 is a management consultancy and creative agency focused on transitions. As a Xennial, I was born in an analog world and came of age in a digital world. As the world transitions from command and control to distributed teams, analog to digital, concentrated power and wealth to distributed knowledge of the crowd, Nineteen80 seeks to bring the best of both worlds together to create something better.

In Season 2, I'm focusing on racism in America. These are hard topics to discuss and they're really ripe for mistakes. I'm learning in public, and come join me along the way.

Episode Summary

In this episode, I spoke about

  • White culture
  • Characteristics of a supremacist culture
  • Learning

Resources:

  • Dismantling racism https://www.dismantlingracism.org
  • White supremacy culture https://www.dismantlingracism.org/white-supremacy-culture.html
  • Article by Tema Okun, https://collectiveliberation.org/wp-content/uploads/2013/01/White_Supremacy_Culture_Okun.pdf


Connect With Daniel Hoang
My website - http://www.danielhoang.com
My company - http://www.nineteen80.co
Follow me on Twitter - https://www.twitter.com/danielhoang
Follow me on Instagram - https://www.instagram.com/danielhoang
Join The Nineteen80 Membership - https://www.nineteen80.io/signup

Date recorded December 21st, 2020
Music from https://artlist.io/

Support the show (https://www.buymeacoffee.com/danielhoang)

Show Notes Transcript

Nineteen80 is a management consultancy and creative agency focused on transitions. As a Xennial, I was born in an analog world and came of age in a digital world. As the world transitions from command and control to distributed teams, analog to digital, concentrated power and wealth to distributed knowledge of the crowd, Nineteen80 seeks to bring the best of both worlds together to create something better.

In Season 2, I'm focusing on racism in America. These are hard topics to discuss and they're really ripe for mistakes. I'm learning in public, and come join me along the way.

Episode Summary

In this episode, I spoke about

  • White culture
  • Characteristics of a supremacist culture
  • Learning

Resources:

  • Dismantling racism https://www.dismantlingracism.org
  • White supremacy culture https://www.dismantlingracism.org/white-supremacy-culture.html
  • Article by Tema Okun, https://collectiveliberation.org/wp-content/uploads/2013/01/White_Supremacy_Culture_Okun.pdf


Connect With Daniel Hoang
My website - http://www.danielhoang.com
My company - http://www.nineteen80.co
Follow me on Twitter - https://www.twitter.com/danielhoang
Follow me on Instagram - https://www.instagram.com/danielhoang
Join The Nineteen80 Membership - https://www.nineteen80.io/signup

Date recorded December 21st, 2020
Music from https://artlist.io/

Support the show (https://www.buymeacoffee.com/danielhoang)

White Culture

Hey everyone. Welcome back to the 1980 podcast. This is episode two of season three. And in the season we are talking about racism. Now, this is an incredibly sensitive topic. But I feel like it's important for 1980 to really take a stance along this. In 2020, we had the murder of George Floyd. We had protests going on. 

And here we are a couple of days before Christmas. And I'm looking online and I am seeing companies that are respected before. That we're all about diversity equity inclusion. They put up the black social media slides. Hashtag black lives matter. All the stuff about diversity. And you get into Christmas and all of a sudden, all that goes out the door. 

And we're putting on our Christmas hats were celebrating Christmas. That ended up itself. Remember that not everyone celebrates Christmas. And so it would be truly are about diversity equity inclusion. Let's talk about inclusion. And so today, I wanted to spend some personal time. From the perspective of myself. 

Going through an article written by Tema Okun about white supremacy culture.  Let's get into

 

So this topic, and this episode is going to be incredibly difficult because it's using very powerful words, the title of this article by Tema. from dismantling racism.org. And I'll put all the show notes and links in the show notes below. Is entitled white supremacy culture. 

And want to use those words. It is very off-putting. Because for the most part, people don't want to be classified and labeled as white supremacy. Cause it has a very negative connotation. But what this is really about is. The supremacy culture. The dominant culture. Let's use that word. And I'm going to be the introduction. And I won't read this entire document because he can read it yourself. 

But in the introduction, it says that this is a list of characteristics of white supremacy culture. That shows up in our organizations. Culture is powerfully. Powerful precisely because it is so present. And at the same time, so very difficult to name and identify. The characteristics listed below are damaging because they're used as norms and standards. 

Without being proactively named or chosen by the group. They are damaging because they promote white supremacy thinking. Because we all live in a white supremacy culture. These characteristics show up in the attitudes and behaviors of all of us. People of color and white people. Therefore these attitudes and behaviors can show up in any group or organization. 

Whether it's white led or predominantly white. Or people of color led or predominantly people of color. End. Now. As a Vietnamese American as a person of color. I use these characteristics because I am part of this dominant culture. 

As a past management consultant. Definitely. This is the dominating culture. And so these characteristics of the culture I use to make things happen. Clients pay me to make things happen. But what I realized in 2020. And through lots of therapy. Is that living in this culture? Is incredibly damaging to me as a person. 

Yet I live with it. And that's what it is.  

The characteristics

So I am going to go through these characteristics. I won't read them all. I'll give you a kind of brief summary and overview as I'm reading this document because I'm learning this myself. And I wanted to give you a viewpoint from one individual. I can't represent. The BiPAP community. I can't, there is no individual community. 

And there was no viewpoints because we're all unique. But I can give you my perspective. So the first characteristic. Is perfectionism. 

Little appreciates appreciations and it's express for people in the work that others are doing. Appreciations directed to those who get the most credit anyways. And so for the most part, This is known as nitpicking. Uh, the microaggressions are done when you knit. You find little mistakes and you're just like, aha. I found that mistake. 

And it's so prevalent in the consulting business. Is just trying to make everything perfect and has to be perfect. And it's used as a weapon to dominate another group. 

Now English was not my first language. It never will be. And so your command of the language. Is a way to oppress someone. 

And in a future episode, we'll go through the antidotes. Cause I think there's some really amazing things that we can transform and change the world. But in this episode, we're going to focus on just the characteristics. So number two is a sense of urgency. While he's rushed. We're trying to get things done. 

And then that urgency. We are not inclusive. So diversity equity, inclusion. So, if you truly care about this, the only way to do do this is to slow down. Because if you include people, it takes a lot of work. It takes a lot of rallying and it takes getting people together. But if you want things done fast, especially in as white culture. 

You always have a sense of urgency. Number three defensiveness. People are defensive to new ideas. And so organizations that are not diverse. Typically not innovating well, because it is. Not a culture where you can bring up new ideas. Where you can bring criticism and conflict. And so this inability to have conflict. 

Creates an inability to see things differently. 

Number four. Quantity over quality. It's about how much can you make? How many dollars are you making? What metrics can we measure this metric driven organization? Were you trying to hit number? And you manage to numbers. 

Number five. This one for me is probably the one that really gets me the most is worship of the written word. 

We spent so much time putting things into documentation and we fail to realize that. For many cultures, the written word is not the dominant thing. It might be spoken word. It might be just how you act. We put such. A pedestal. We put the words on a pedestal. And for those where English is not their first language. 

Again, it is a weaponized against them. 

Number six only one right way. In this culture, you see that there is just one word, right? And everyone spends their time. Beating up other people to prove that this is the right way. And we get into a battle. 

We polarize each other because there's my way or the highway. It has to be this way or no way. And there's no, in-between. 

But in between is where that magic happens and that's the problem. 

Number seven paternalism. 

It's almost as those in power, believe that they know better than those without. And so therefore. I know better, and I'm going to push down my views to you. 

And I'm our eight. This one really gets me to either or thinking again to earlier my way or the highway. It's this way or this way, and there's no in between. You know, and that's a former Catholic, I think, grown up. With Christianity and religion it's right or wrong. Maybe that's where it comes from. 

It's this either or thinking, and we in this country are right now in this phase. As a Republican or Democrats left or right. 

And nothing in between. But it's in between. Uh, both. And that's where we as a community, we, as a company, we as a country, That's where we're broken a lift, all boats. That's the part of the pie gets bigger for all of us. It's not one way or the other win or lose. 

Number nine power hoarding. 

Companies that don't do well, are the ones where it's really about just game of Thrones, trying to fight and battle for that power. 

There's more than enough for all of us. And so in that battle of power, We actually forget what we're fighting for. We're so focused on just getting power of ourselves for the sake of getting power wealth for the sake of getting well. 

Number 10. Fear of open conflict. So much work in white culture is done behind back doors. It's rallying people. One-on-one calls. Side meetings. We just can't do it in a large open group because we're afraid of conflict. And that fear of conflict. Creates. Isolated groups. The haves and have nots. And so a small group. 

Then dictates the future for the whole. 

And so when the hole is not included, You're creating something. That's not inclusive of everyone. You're creating something for a dominant group. The group that has that ability. To motivate and move things. 

Number 11 is individualism. And. That's the nature of this country, right? Succeeded. We left from England to form our independence. We declare our independence. And so it's all about us as an individual. And we created an entire economy around. My selfishness and what I care. If I care for myself the most, we create the most wealth and we did, but it created such a huge amount of inequity. 

And that we no longer see ourselves as part of the team. It's about how can I get this for me? 

And then it leads to number 12, which is, I am the only one. So then we put individuals on the pedestal. We put single leaders, we put way too much emphasis on the CEO. Or the one individual. 

Progress is bigger. More. And this was more, more, more culture that we have is just to create more and more and more. Just continue to build an exploit and exploit and exploit rather than serve. 

I think at last count we're must be on 14 now. Objectivity. 

Just kind of trying to be neutral. I think this is where we have a disconnect from our heart. I've been pushing so much on kind of bringing in love and emotions and feelings into the workplace because. We are not robots. We are not automatons. Objectivity gives you permission to oppress. But when we realized that the person we're pressing our human. 

Then it gets a lot harder. 

Number 15, right to comfort. I think this is where you can probably read a book, a white fragility. It's almost as if we need a patent. Care for people that are so fragile. 

A diverse group is gonna be full of conflict because we bring in diverse views. 

And no one person, no one individual gets that right for just that comfort. We should all be safe. Of course. 

So it doesn't mean we need to be caregiving. Doesn't mean when a conflict comes up, that we drop everything to care for one individual. 

And so these are some of the characteristics listed in this article. About. The culture. I don't have an answer. But I do know that future episodes is really stemmed around. You know, what are the antidotes? How do we start making this transition? How do we change the world for the better. 

Because these characteristics are incredibly damaging. If we truly want a diverse world of, we truly want a more wealthy. More enriched world. These characteristics. Among others. Is a starting point. It's a space where we can reflect on ourselves. And I would encourage you if you are listening to this and you're interested. 

Take a look at this document, read it. No. How you feel when you read the title? Note when, how you feel when you can relate to some of these characteristics. 

Does it make you defensive? Does it make you want to just say I'm not racist? Or. Why are you blaming for me for being a part of the supremacy culture? 

Reflect. Spend this time. Take a note. That even though it's Christmas and that many people. Some people are celebrating nowadays. Remember that. Racism is still here. George Floyd did die. 

Black people are being shot in the streets. For no reason. We are not safe. Racism is here. 

And the work continues. 

And it's not about putting up one social media posts. And calling it today. You gotta put in the work. And so in this journey of you joined me here. I'm going to be putting in the work in public. And I'm going to be learning in public. And I'm going to figure out what all this means for me. As a Vietnamese American as a person of color. 

And how I can contribute. To changing our culture for the better. Thanks for listening.