Putting the system in systemic racism: A systems thinking approach to advancing equity

Abstract

Generations of scholars and activists have argued that racial inequities emerge not only because of racist ideologies but also from a hierarchical system of racial oppression. This theoretical tradition has highlighted numerous ways in which systemic racism manifests itself, from racist policies to differential access to material conditions and power. However, given that by definition systemic racism is focused on systems, theories of systemic racism would be more comprehensive and actionable by drawing on scholarship related to systems thinking. Systems thinking is a conceptual orientation that aims to understand how different types of systems function over time. This paper builds on the work of previous scholars to propose a systems thinking approach to understand and strategically disrupt racist systems. We provide a typology of system characteristics (organized into the categories of paradigms, structures, elements, and feedback loops) that together can be used to help understand the operation of systemic racism in different system contexts. The paper also provides an approach to identify and strategically target multiple system leverage points to simultaneously disrupt the status quo of racial inequity and promote the emergence of conditions enabling racial equity. This systems thinking approach can be used to guide learning and action within an ongoing process of antiracist praxis.

Colorblind racial ideology as an alibi for inaction: Examining the relationship among colorblind racial ideology, awareness of White privilege, and antiracist practices among White people

“…These polls also reveal that more than 50% of White people believe they face racism on par with, or more severe than, racially minoritized people (e.g., “reverse racism”). The paltry understanding of racism, its history, and contemporary manifestations by White people is an intractable problem that conceals White people's privileged experiences and neutralizes their ability to engage in antiracist work, resulting in a feedback loop of ignorance and inaction (Collins & Watson, 2021; Watson & Collins, 2023).…”

“…(2019, p. 132) consider allies as people in dominant groups, such as White people, cisgender men, and heterosexuals, who, “through their support of nondominant groups (e.g., people of color, women, LGBTQ individuals), actively work toward the eradication of prejudicial practices they witness in both their personal and professional lives” (Broido, 2000; Brown & Ostrove, 2013). These practices involve confronting the prejudiced behaviors of others (e.g., Case et al., 2020; Collins et al., 2023) and addressing systemic forms of oppression (e.g., Collins & Watson, 2021; Sue et al., 2019; Watson & Collins, 2023) in relationship with people from oppressed groups and/or other allies (e.g., Ostrove & Brown, 2018; Wijeyesinghe et al., 1997). Additionally, allyship involves engaging in personal reflection regarding one's relationship to dominance/oppression and motivations for participating in social justice movements (e.g., Edwards, 2006; Helms, 1997; Sue et al., 2019).…”

“…White privilege originates from a racist society that gives White people access to resources, opportunities, and common courtesies that are largely denied to racially minoritized people (Leonardo, 2004; Phillips & Lowery, 2018). Because of these privileges, White people fare better on nearly every social, economic, health/well‐being, and political indicator compared to racially minoritized people (Feagin & Bennefield, 2014; Watson & Collins, 2023; Williams & Sternthal, 2010).…”