Dismantling White Culture at Resonate

General Notes : Oct. 20th - General reflections of Aorta workshops

LLK: Iceberg metaphor (Uprooting White Supremacy handout- could ask to see w/request to llk or piper, can not be shared publicly) : how does white supremacy manifest within our organizations.

Items that are shared from workshop was not “new” or “basic” knowledge for those who have participated in this call/working group. However, the workshop operationalized to undo systems that may perpetuate or strengthen white supremacy or racism in work culture.

How do we materialize claims- where terms like inclusivity have sentiment and meaning within an organization.

LLK: interesting provocation, even after materializing these claims, there has to be work that continuously seeks to confront and undo oppressive logic within work - at Resonate, it is also useful to think about how this works within this context, there is an acknowledgement of the limits, yet new work systems/relations could be/should be better. In particular, there are questions of uneven labor when it comes to do doing this work of diversifying the work culture and centering marginalized needs (as per our manifesto).

D: Curious about cross dialogue between participating organizations during the call?

P: yes there was social sharing, zoom chat, there was allotted space for exchange and reflection between groups. Gave insight to how other organizations are working through these questions. In particular around decision making proved to be useful for Resonate. Also proper channels for moving communication, feedback.

LLK: Around the organization of the presentation: Introduce an issue w/ information and anecdote, moments are held for personal experience and time for reflection. The chat on the call also acted as an interactive space. The chat space and reflection also acts as a way to think about how to make these conversations dynamic so the same responses to these challenges are thoroughly interrogated.

H: Similar to the TWC (Tech Workers Collective): affirming space, great dynamic interaction as part of a workshop. Reminded him to the Kielest meeting too- moments of reflection- “when did we feel supported in learning and growth”. Folks were split into breakout rooms where they could exchange at scale. And these items were shared on a google doc. Many ideas were generated within such a short amount of time. Feels as though this is a great way to run a workshop. Appreciated how it was collaborative, interactive and student centered.

D: How do we center marginalize voices instead of those who believe to be trained or educated on how to counter white-supremacist culture?

LLK: Proper identification of problems as presented by AORTA document proves to be effective to resolve some of the challenges at Resonate.

D and LLK: discussion on terms around in how we think about terms to speak to marginalized communities: how to do we make sure we are identifying the communities that we are committed to making sure are participating at Resonate.

H: speaking to the geographical stretch of participation: folks from outside the US participating in these workshops do act as an intervention.

LLK: the diagnosis is better now than a year ago, but there has to be steps taken to evolve from this.

p: following the doc, pay and benefits- there have been attempts to understand pay, and labor, and combating this type of transparency.

LLK: as per following the AORTA doc, there are many items that Resonate needs to actually chart (pay benefits) and resist tokenization in the name of diversity. The clearest way to identify how this becomes a problem as per the AORTA document is the inability to fully compensate for the type of labor they would need to do at Resonate. There should be concern to really making sure that Resonate can provide real equitable compensation for everyone, but especially marginalized folks.

D: acknowledges these limits and sees it as a hinderance to recruiting new participants and members

llk: Resonate has a complicated relationship to scale- small organization that has set out to remedy huge issues. There is an inherent contradiction in how approach the desired ‘fixes’ within music and capitalism, but small issues (that are related to these big issues) are overlooked.

llk: as per the AORTA doc, questions the role and purpose of entities of Resonate- board etc, and if they are a space of limiting potential of Resonate.

d: there should be a global diversity reflected in all structures at Resonate to counter white supremacist culture.

llk: there needs to be more spaces for critique around structures- as they are historically organized and what they could be to best match the desires of participants and the manifesto: speaks again to a continuous consciousness around need for change and anti-racist, anti-oppressive capitalist culture within an organization.

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Very sorry my time was quite chaotic through October and missed the previous meet up. Tue - Thursday workplace shifted as did the daily commute. I have a bit more flexibility/control now and look forward to being present on the 3rd.

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Hey All,

We are still meeting tomorrow, but it is over planning for the next month into the AGM meeting!

I look forward to seeing/hearing everyone on the call.

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hey folks!

I thought it would be cool to actual shift some of our theoretical exploration into other known methods/pathways toward doing this dismantling work. This week is inspired by feminist movement of the past 30 years. The reading is short and the video is certainly a call to action. Hoping we can use these materials to think about how we approach conflict and how we can orient ourselves toward equitable resolutions.

  1. Everyday Practices of Transformative Justice
    Everyday Practices of Transformative Justice - YouTube

  2. Meyerson, D. E., & Kolb, D. M. (2000).
    Moving Out of the Armchair .pdf (2.1 MB)
    Organization , 7 (4), 553–571.

  3. Read Below:

Seven Attitudes to Dissolve Conflicts- although a bit kitschy, this pratice is situated in standpoint epistemology

By Daniel Robin

If you notice yourself getting dug in or angry in the face of differing views, ask for a time out and step out of the content for a moment and notice if you are presently moving toward your true goal. If not, or if the situation is just getting too uncomfortable, check to see which of the seven strategies shown below would be most helpful in turning your conflict into collaboration.

  1. Define what the conflict is about. Studies on spousal disputes showed that about 75% of the time, partners are fighting about different issues. Ask the other person “What’s the issue?” then “What’s your concern here?” or “What do you feel we are fighting about?” Eventually ask “What do you want to accomplish?” and “How can we work this out?”
  2. It’s not you versus me; it’s you and me versus the problem. The problem is the problem. It’s stupid to try to defeat the other side, because after losing, the first thing the other side thinks is I need a rematch (and I’ll come back with more firepower so I can win this time). If we win at the other person’s expense, we also pay a price in the long run. We have a world of rematches of rematches of rematches. Don’t bring your adversaries to their knees, bring them to the table.
  3. Identify your shared concerns against your one shared separation. Deal with the conflict from where the relationship is strongest (where you agree), not weakest. It’s easier and thus more likely to be effective if you move from areas of agreement to areas of disagreement, than the other way around. Find common ground by meeting the other person where they are. Acknowledge their viewpoint. Stand on this common ground as a stronger platform from which to work out respective differences.
  4. Sort out interpretations from facts. Never ask people who have been in a fight what happened. You’ll get their interpretation, their opinion, their version of what occurred. Instead ask, “What did you do or say?” Then you get perceptions that are much closer to facts, not merely opinions. Facts help clarify perceptions, which is basic to conflict dissolution.
  5. Develop a sense of forgiveness. Reconciliation is impossible without it. Many people are willing to bury the hatchet, but they insist on remembering exactly where they buried it — in case they need it for the next battle. Let it go completely (or decide when you will). A brilliant definition of forgiveness: “giving up all hope for a better past.”
  6. Learn to listen actively. Turn it around, from “when I talk, people listen to me,” to “when I listen, people talk to me.” Habit Five in Stephen Covey’s 7 Habits of Highly Effective People is “Seek first to understand, then to be understood.” Take time to backtrack and verify what you hear. Listen with the intent to understand; not with the intent to respond. Take the first step toward reconciliation by being willing to listen with the intention to understand, and by being willing to listen first. This unblocks the logjam of right/wrong thinking, of ego and power struggle, of compassion over fear.
  7. Purify your heart. You can’t get conflict and violence out of other people without first getting it out of your own soul. We can’t eliminate the weapons of the world without first getting them out of our own hearts. Consider what you really want and find the place inside you that can lead you to it. Peace begins at home. Peace begins with you.

see you all soon!

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Meeting notes below! Thank you to the collective who carved this out.

Nov 3 rd 2022

Thoughts around closing this working call/meeting:

  1. Written document to archive history of meeting, content, general opinions by AGM.

  2. General opinions about how the group existed for the year- orientation around time, content, acknowledgement of manifesto.

  3. Critiques

  4. Future Iterations.

brandon: checked in about status of these sessions

consider posting a closing document for the year for AGM.

consider reflecting on future interations of this labor

  • an example of a working group

  • “this is what we realized”

  • “this is where we think the work should go”

  • “this is what happened in this space”

  • what succeeded? what should be attempted?

What’s a working group?

— A research and conversation group / site of cotemplating political education

DWC group - interogation of the historical social conditions in which Resonate operates

– Desire expressed for open chatting / community conversations

DWC specific thoughts:

Re: Community - put to pause. related to Kielest initiative

Expression of the high level of committment/vulnerability involved in facilitating and participating in the DWC space.

Expression of a need for clarity. Desire for goal / objective.

Expression of desire to archive the growth that has occured through the work of the group.

Invitation to reflect on the political stakes for the DWC within and outside of Resonate.

Support for Kielest as a method of continuing the work.

— more time zone trauma

– how should the concluding document or report be constructed and present to the AGM?

– could entail listing what is important to you and what is important to you in these meetings…

– review and reach out to all participants

– review documentation: CryptPad (April 7-August 11, 2022)

– Consider a shared document.

– proposal to prepare a document with the intention to present at AGM (approx 15 minutes).

2021 AGM discussion

Proposal made to make content of report central to remaining DWC meetings this year

Rich expresses complexity of DWC’s function

LLK expresses that much of the work has already been done

Diane: If someone were to encounter this report 5 years from now, what would be meaningful? What could cause a shift in the readers of such a document?

Han: There is some connection between DWC session and the Manifesto

Desire to relate how DWC relates to Manifesto, how Manifesto has affected Resonate

Relevance of Aorta sessions Tech Workers Coalition teach-in to defining the manner of the work here

Perhaps the report will disambiguate some of the different social and educational functions DWC has facilitated.

D: By comparison Revolutionary work has been accomplished here.

H: Document might anticipate barriers to participation

Return to time-of-day based issues.

(Condition of embodiment)

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Three take-away’s from the last session:

  1. Embodied live community is always going to be hard on a spherical planet. Some people will need to sleep while others will be awake, in addition to all the other factors- virtual disembodiment, platform-user power relations, etc., etc.

  2. @ode12 saying, with emphasis “Resonate must consider means of Transformative Justice now.”

  3. Dismantling patriarchy at Resonate along with ‘white culture’. Highly recommend the readings from last week.

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hey folks! below are the texts for the last session of 2022, also it’ll be the last session i participate in- its been a great ride! im stoked to dig in and really sit with some of this text to wrap up our time together. I am hoping to connect the reading we went through last week to these items.

  1. Terrell J, Kofink A, Middleton J, Rainear C, Murphy-Hill E, Parnin C, Stallings J. 2017. **Gender differences and bias in open source: pull request acceptance of women versus men**. PeerJ Computer Science 3:e111

  2. The White Savior Industrial Complex by Teju Cole - via The Atlantic (2012)

  3. Dr. Sareeta Amrute, Racist Tropes & Labor Discipline: How Tech Inherits & Reproduces Global Imaginaries of Race and Work sponsored by Microsoft Racist Tropes & Labor Discipline: How Tech Inherits & Reproduces Global Imaginaries of Race and Work - YouTube

Here is a cryptpad where folks can jot down what they’ve learned, hope to continue to work through in the future, and whatever else they want to share about the DWC group and study. I hope to share some of these words at the AGM.

Perhaps (although this may be alot for this session) some conversation can happen about future iterations of this work. If anyone really wants to drive this somewhere this could be the best space to think through what that will look like.

until thursday!

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