Race-based Affinity Groups — Why do Them?

Race-based Affinity Groups — Why do them?

While there is good and important work that organizations can do together around race/racial equity, it can also be valuable and even important to do some work separately in Race-based Affinity groups: White people and BIPOC (Black, Indigenous, and People or Color.) There can sometimes be resistance to this separation, particularly from White people, who may: want to stay together with the whole group, avoid “segregation”, learn from BIPOC experiences, and more.

Below are some of the reasons and benefits of doing work in separate race-based groups:

• While it may seem divisive, the reality is that people are already divided by systemic oppression. Marginalized people, in particular, know this from lived experience. Sometimes naming and working with the divisions can help people come back together with a deeper and more authentic connection.

• White people and BIPOC (Black, Indigenous, and People or Color) often have different work to do. The needs and tasks are sometimes divergent and working with those can be costly to do with the “other” group in the room, especially for BIPOC.

• Affinity groups tend to create a space for deeper authenticity and honesty. People are less afraid to say the “wrong” thing, offend, or hurt the feelings of the “other”. Many years of experience have shown us that some things get said in the smaller group that just don’t get said in the whole group.

• Usually the target group (BIPOC) is relieved to get some time with others who share the same struggle, have a similar experience of racism, and with less explaining or caretaking needed.

• In mixed groups, BIPOC people are often put in the position of teaching White people and so do much more of the emotional labor. White people may benefit and learn from the discussions but BIPOC folks often leave exhausted. Historical racial trauma can be triggered more easily and with less effective holding in a mixed group, particularly if predominantly White, with White leadership, etc.

• For many of the reasons above, supporting Affinity groups can minimize staff turnover and improve staff retention efforts, particularly among staff marginalized by race.

* Note: Doing Affinity group work is part of normalizing the option for marginalized people, in particular, to gather together and support each other in their workplace context. Depending on the demographic makeup and needs of an organization, it may be important to also consider supporting Affinity groups around other areas of marginalization (e.g. gender identity, sexual orientation, religion, etc.)

Articles:

“FAQ About Racial Affinity Groups”, by E. Denevi & M. Richards 

“How Racial Affinity Groups Saved My Life”, by Trina Moore-Southall

“Why People of Color Need Spaces Without White People”, by Kelsey Blackwell 

© Mandala Center for Change 2020