presentations on racism

Talks to help you understand racism in America

From passionate pleas for reform to poetic turns of phrase, these talks take an honest look at everyday realities of Black Americans and illuminate the way forward.

The path to ending systemic racism in the US

The urgency of intersectionality

Color blind or color brave?

How we can make racism a solvable problem -- and improve policing

Racism has a cost for everyone

An interview with the founders of Black Lives Matter

How racism makes us sick

How to deconstruct racism, one headline at a time

How to raise a Black son in America

The danger of a single story

My road trip through the whitest towns in America

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Race Matters: PowerPoint Presentation

Racial inequities are deeply embedded in our social policies and practices. Looking behind the policies to the outcomes for white vs. ethnic families and workers sheds light on the importance of these issues. Reframing the conversation through the Race Matters Toolkit can transform our view and the results. This presentation shows how to use the toolkit effectively. For more information visit the Race Matters Institute website.

Statements & Quotations

Because racial inequities are deeply embedded and are readily reinforced by dominant ways of viewing people and issues, there is no guarantee that good people with good intentions will necessarily produce good results.

Disparities are often created and maintained inadvertently through policies and practices that contain barriers to opportunity.

Key Takeaway

Defining racial inequalities.

Being classified as black, Asian, Native American or Latino has never carried the same advantages as being classified as white. Given the right message, analysis and tools, people will work toward racial equity.

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25 Questions to Begin a Conversation About Racism

Talking about racism is difficult. these questions may help..

Posted March 16, 2021 | Reviewed by Jessica Schrader

Racial relations have been fraught since 1619 with the arrival of the first enslaved Africans in America. In recent years, a heightened awareness around racial justice has led to discussions around matters such as inequities in nearly every aspect of society, from income and wealth to schools and health. Recently Georgetown University, which once kept itself solvent by selling slaves, has pledged to raise millions of dollars in the form of restitution to be distributed to organizations dedicated to racial justice.

Black Lives Matter brought home the outrage of Black people’s relation to law enforcement, encounters which frequently lead to everyday humiliations and can and often do turn dangerous and deadly.

The entertainment and business communities have acknowledged the ways in which people of color have been systematically excluded from positions of influence and power, while educational institutions try to deal with the lack of diversity and the inadequate and often inaccurate portrayal of racial history in the nation.

With the ongoing injustices and inequities of racial matters in mind, I’ve created a series of questions to facilitate a dialogue around numerous difficult and often ambiguous situations. Although these vignettes are presented in a binary fashion, they are meant to open the doors to discussion, insight, education , personal growth, and action. They were written as rhetorical or leading. I don’t have right answers in mind.

Most illustrations are taken from real-life situations where all that is known publicly is what has been reported by the media.

The questions are best approached with an open mind and probably work best in small, diverse groups.

The questions weren’t created to convince anyone of a correct position but rather to explore the ways in which everyone continues to be hobbled by a vicious past.

Even broaching the questions I’ve posed potentially opens me up to the charge of being a white racist. If that’s the case, I welcome a discussion where all parties are respectful of one another and where each person acknowledges that no one has all the answers and that everyone has something to learn.

There are many paths to change. This may be one of them.

1. A white person lives in a community that is more than 50% African American. Is this non-racist if the average cost of a house is $1 million-plus?

2. A white student attends an elite HBCU where tuition is about $50,000 per year. Is the student anti-racist?

3. A white student attends a college with very few Black students but joins the Black Student Union. Is he being anti-racist?

4. A person donates 10 percent of her income to charitable causes, for example, National Public Radio, Green Peace, the local food pantry, her church, Amnesty International and the Human Rights Campaign. Should she divert some of her contributions to an organization devoted exclusively to a Black cause?

5. If a white person volunteers for Latino justice, does this qualify as anti-racist?

6. If a person patronizes Chinese, Mexican, and Mediterranean restaurants, where there is rarely a Black customer, should she consider eating elsewhere?

7. A person is committed to buying locally but none of the shops are Black-owned. Should she consider traveling elsewhere to shop?

8. Is it anti-racist to read books that examine racism if the books are written by white people?

9. If a white person attends folk music concerts but not concerts by Black performers, is she being racist?

10. Is a white person who acknowledges systemic racism but believes that racism is best addressed by changing individuals’ attitudes and behavior racist?

11. If a white person’s hair is naturally curly, is it racist to wear it as an Afro or in dreads?

12. If a Black and a white candidate are running against each other and the Black candidate admires Clarence Thomas and other Black conservatives while the white candidate is a liberal (and there are no other choices), what should a white person do in this election?

13. If a white person chooses to move to a Black neighborhood knowing that this could be the beginning of gentrification, is this racist?

14. Is it racist if a white person seeks out a Black person to befriend?

15. A physician rarely sees a person of color or has professional affiliations with persons of color because she specializes in Tay-Sachs disease, which affects mainly people of Jewish ancestry. Is her practice racist?

16. In the classroom of a white teacher who supports BLM and also believes in open discussions, two white students get into a debate about Black Lives Matter vs. all lives matter. Is she racist if she doesn’t state her opinion?

17. A white student rejects her local high school, which has many Black students, to attend a public school that is dedicated to his interest in science that has very few Blacks but many Asians. Is he racist?

18. If a wealthy Black person makes indisputably demeaning and disparaging remarks to a white delivery man who responds in kind, is it racist for a white person to sympathize with the worker?

19. Is it racist or anti-racist for a lawyer to quote verbatim before the jury and public the racist language used by a defendant?

20. A woman walking alone on a deserted street sees a group of young Black men on the sidewalk and continues after crossing to the other side of the street. Does her race determine whether the action is racist?

21. Is it racist for a white returned Peace Corps Volunteer, who lived three years in Africa, to wear Kente cloth dress?

22. A podcast series is dropped because the white host once opposed the formation of a union that was widely supported by Black workers. Several of the writers and directors of the podcast are people of color who have also lost their jobs as ‘collateral damage.’ Were those who canceled the podcast anti-racist or racist?

23. After hearing Mavis Staples and other Black singers’ rendition of Stephen Foster’s "Hard Times," a white entertainer covered the song. Was she racist for doing so because much of Foster’s 19th music was written for and performed in minstrel shows, although this particular song was not?

24. Is it racist for a white person to laugh at the jokes of a Black comedian whose performance, which is before a Black audience, centers around poking fun at the foibles of Black people?

25. A series of meetings “intended to give white people a space to learn about and process their awareness of and complicity in unjust systems without harming their friends of color” is for white people only. Is the program racist?

Arthur Dobrin, DSW, is Professor Emeritus of University Studies, Hofstra University and Leader Emeritus, Ethical Humanist Society of Long Island. He is the author of more than 25 books, including The Lost Art of Happiness and Teaching Right from Wrong .

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At any moment, someone’s aggravating behavior or our own bad luck can set us off on an emotional spiral that threatens to derail our entire day. Here’s how we can face our triggers with less reactivity so that we can get on with our lives.

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Ideas Made to Matter

A 5-part framework for talking about racism at work

Dylan Walsh

Aug 18, 2020

When did you last sit down with your coworkers and boss to talk about police brutality, slavery, redlining, the Voting Rights Act, or the case for reparations?

Perhaps it’s been awhile — or not at all — but organizational leaders should convene these talks. And in their absence, upward pressure from employees, clients, or customers, can also ignite the process.

“Many people don’t know how to talk about race or racism at work,” said Enrica Ruggs, an assistant professor of management at the University of Memphis, during a recent MIT Sloan Management Review webinar on conversations about race . Ruggs is also director of the PSI Center for Workplace Diversity and Inclusion.

Majority group members, often white, don’t want to say something that will paint them as racist. Minority group members don’t want to sound like complainers, or make declarations that are interpreted as a consensus opinion for their entire race. Emotions can run hot.

“For me, talking about injustices of the past and present is emotional,” Ruggs said. “That’s okay.”

She and Derek Avery, the C.T. Bauer Chair of Inclusive Leadership at the University of Houston, explored how to discuss the complex and urgent issues of race while in the workplace. And though they spoke explicitly about Black-white race relations, the ideas can apply when considering other groups that experience discrimination.

“The conversations are challenging because the stakes are high,” Ruggs said.

In anticipation of this intensity, a few ground rules must be in place to ensure conversations both respect individuals’ expectations and stretch beyond platitudes:

• Calibrate the scope of the conversation to the context. Is this an introductory gloss or a deep dive?
• Determine who takes part in the conversation, whether attendance is mandatory or voluntary, and what questions will be asked.
• Encourage follow-up questions rather than jumping on first impressions. Make it a standard practice for participants to pause before responding.

Though these conversations remain open to all viewpoints, they also demand a willingness to listen. It is easy, Ruggs said, to call somebody a racist, but refrain from that kind of reflexive response. At the same time, if an avowed racist commandeers the moment to describe the inferiority of other races, end the discussion.

Bring in professional facilitators if getting started feels too daunting, however, companies should ultimately demonstrate a genuine commitment to these issues by moving capacity in-house. And remember, Ruggs said: “One conversation won’t end racism. Let your employees know that you realize this.”

The BRAVE Framework

Along with these suggestions, Ruggs and Avery offered the BRAVE mnemonic to inform a few basic principles of the conversation. (The five suggestions below target organizational conversations; a slightly adapted version, also outlined in the webinar, supports one-on-one conversations.)

Build the intention, focus, and safety needed to have honest conversations about race . In surveys, almost 50% of Black human resources employees say they don’t feel safe sharing their thoughts on race-related issues . The result? Don’t let a planned conversation derail into a general discussion on diversity and inclusion without touching on concerns specific to race.

Companies must create a feeling of psychological safety in which employees can talk freely — a feeling that has been shown to improve team effectiveness.

Respect the sensitivity of the topic while challenging people to go beyond the superficial. Employees need to respect other people’s boundaries.

“However, and here’s the rub, we must be able to disagree within the confines of what we consider respectfulness,” Avery said. “We cannot be so intent on not offending one another that we restrict our conversations to the discussion of superficial topics.”

Acknowledge the uncomfortable realities of the past and the present. Thinking about slavery and lynching can be uncomfortable. Many present realities are also uncomfortable, from images of a police officer kneeling on George Floyd’s neck to suggestions that individuals and institutions uphold systems of power and oppression that perpetuate racism.

“But we have to face these truths to make progress,” Ruggs said.

Validate the experiences of your racially marginalized employees. Productive conversation requires acknowledging the reality of discrimination.

Avery recognized the legal complexity of this step — when talking about workplace prejudice, questions of liability might not be far from managers’ minds — but if one dismisses from the outset the possibility that race plays a role in lived experience, then there is no room to learn about these disparate lived experiences.

Emphasize how your company is prioritizing goals and metrics around racial equity. Conversations should lead somewhere: Emphasize specific goals and their measurement, even if that progress will take time. BRAVE conversations, Ruggs said, should include explicit steps for moving toward racial equity.

Avery said that talking about race will not — and should not — be easy. Decades of social learning and acculturation must be unwired and reconceived, and that is a lengthy process.

“These conversations are necessarily hard,” he said. “The underlying current of racial injustice is swift, and escaping it will require work.”

Read next: How to have productive conversations about race at work

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Institute for Research on Race and Public Policy

College of urban planning and public affairs, event videos.

State of Racial Justice in Chicago Slides and Videos

Below you will find powerpoint slides and a selection of videos from presentations we have done about our reports. Powerpoint presentation slides are available for download and use under an attribution, non-commercial, share-alike license .

If you are interested in having IRRPP do a presentation on our reports for your group or organization, please fill out the form below and we will get back to you for further information.

PowerPoint Presentations Heading link Copy link

• A Tale of Three Cities
• A Tale of Diversity, Disparity, and Discrimination
• Adversity and Resiliency for Chicago's First
• Between the Great Migration and Growing Exodus
• Chicago's Racial Wealth Gap

Event Videos Heading link Copy link

Deadly disparities part 1 heading link copy link, presentation and panel discussion on deadly disparities in the time of covid-19 report, part 1, presentation and panel discussion on deadly disparities in the time of covid 19 report, part 1 heading link copy link.

On December 1, 2021, IRRPP presented findings from our “Deadly Disparities in the Days of COVID-19: How Public Policy Fails Black & Latinx Chicagoans” report analyzing how national and Chicago-level policies related to healthcare, housing, childcare, schooling, and the social safety net failed to meet the needs of Chicago’s most vulnerable, leading to the health disparities we see in COVID-19 infections, hospitalizations, and deaths. This panel discussion focused on policy perspectives related to the report. Panelists for this presentation were: Claire Decoteau (Sociology at UIC), Dave Stovall (Black Studies & Criminology, Law and Justice at UIC), Linda Rae Murray (Health Policy and Administration at UIC), Anna Guevarra (Global Asian Studies at UIC), and Nik Theodore (Urban Planning and Policy at UIC).

This program was broadcast by Chicago Access Network Television (CAN TV).

Deadly Disparities Part 2 Heading link Copy link

Presentation and panel discussion on deadly disparities in the time of covid-19 report, part 2, presentation and panel discussion on deadly disparities in the time of covid 19 report, part 2 heading link copy link.

On December 9, 2021, IRRPP presented findings from our “Deadly Disparities in the Days of COVID-19: How Public Policy Fails Black & Latinx Chicagoans” report analyzing how national and Chicago-level policies related to healthcare, housing, childcare, schooling, and the social safety net failed to meet the needs of Chicago’s most vulnerable, leading to the health disparities we see in COVID-19 infections, hospitalizations, and deaths. The panel discussion featured community groups focused on ending the racial inequities that our report pointed to. Panelists for this presentation were: Claire Decoteau (Sociology at UIC), David Ansell (RUSH University Hospital), Arturo Carrillo (Brighton Park Neighborhood Council), Wayne Giles (School of Public Health at UIC), Debra G. Wesley (Sinai Health System) and Danae Kovac (HANA Center).

Presentation and Panel Discussion on Chicago's Racial Wealth Gap Report Heading link Copy link

Presentation and panel discussion on chicago’s racial wealth gap report.

On February 24, 2021, IRRPP presented findings from our report on the racial wealth gap centering the life experiences of middle class Black, Latinx, and White families to demonstrate that there is much work to be done to support our middle class families, many of whom are contending today not just with the legacies of past inequities, but also with the ongoing failures of public policy to address basic needs. After the presentation, a panel discussion of contributors to the report spoke about the importance of attending to racial wealth inequities.

Presentation and Panel Discussion on The Future of Black Chicago Report Heading link Copy link

Presentation and panel discussion on the future of black chicago report.

On January 30, 2019 at UIC, IRRPP presented findings from our report documenting and analyzing the significant decrease of Chicago’s black population. After the presentation, a panel discussion of contributors to the report spoke about the importance of advancing racial equity for black Chicagoans in order to make a city that works for all Chicagoans.

This program was recorded by Chicago Access Network Television (CAN TV).

Presentation and Panel Discussion on the State of Racial Justice for American Indians in Chicago Report Heading link Copy link

Presentation and panel discussion on the state of racial justice for american indians in chicago report, the state of racial justice for american indians in chicago heading link copy link.

On June 7, 2019 at the Goodman Theatre, UIC’s Institute for Research on Race & Public Policy hosts a discussion on how experiences of racial discrimination and inequities affect American Indians in Chicago. After the presentation, community organizations and local subject area experts from the Spencer Foundation, UIC’s Native American Support Program , the National Urban Indian Family Coalition , Northwestern University’s Native American & Indigenous Initiatives , UIC’s Department of Medicine, and Visionary Ventures NFP responded to the findings and shared their efforts to advance racial and economic justice for American Indians in Chicago.

Presentation and Panel Discussion on The State of Racial Justice for Asian American Chicagoans Report Heading link Copy link

Presentation and panel discussion on the state of racial justice for asian american chicagoans report.

On June 6, 2018 at the Goodman Theatre, IRRPP presented findings from our new report documenting experiences of racial discrimination and inequities for Asian Americans in Chicago. After the presentation, a panel discussion including representatives of the  Alliance of Filipinos for Immigrant Rights and Empowerment , the  HANA Center ,  Asian Americans Advancing Justice | Chicago , and the  Coalition for a Better Chinese American Community  responded to the findings in the report and shared their efforts to advance racial and economic justice for Asian Chicagoans.

Presentation and Panel Discussion of Tale of Three Cities Report Heading link Copy link

Presentation and panel discussion of tale of three cities report.

On May 19, 2017 at UIC, IRRPP presented findings from our first State of Racial Justice in Chicago report analyzing the inequities between white, black, and Latinx Chicagoans. After the presentation, a panel discussion addressed the findings of the report and the need to create a more equitable Chicago.

Amanda Lewis presents The State of Racial Justice in Chicago Report at the National Day of Racial Healing Heading link Copy link

Amanda lewis presents the state of racial justice in chicago report at the national day of racial healing.

Amanda E. Lewis, Director of IRRPP, was a guest speaker at the event, “What is Our Story,” on the 2018 National Day of Racial Healing. The event was hosted by  Greater Chicago Truth, Racial Healing & Transformation  and took place at the Illinois Holocaust Museum & Education Center. Amanda Lewis begins the presentation at the 44-minute mark in the video.

This program was recorded by Free Spirit Media.

Presentation and Discussion of The State of Racial Justice in Chicago Reports Heading link Copy link

Presentation and discussion of the state of racial justice in chicago reports.

Amanda E. Lewis, Director of IRRPP, presented on data from IRRPP’s State of Racial Justice in Chicago reports to provide a broader context on the racial inequities that have made communities of color and especially black communities, more vulnerable in the time of Covid-19. Dr. Lewis was joined by National Public Housing Museum Executive Director Lisa Lee and UIC Criminology, Law, and Justice Professor David Stovall. The event was hosted by UIC’s Alumni Network.

This program was recorded by UIC’s Alumni Network.

Six Classroom Activities to Spark Discussion of Racism and Privilege

2. the sneetches, 3. watch that ad, 4. microaggression, 5. film festival.

1. Bias Quiz

• Incorporate race into your regular curriculum. Play off the news.
• Make your classroom a place that embraces challenging questions and diverse viewpoints in an environment of respect . 
• Remember that your aim is not to convert or indoctrinate your students against racism, but to expand their minds with facts and new perspectives.
• Define prejudice and bias to include not only race, but also gender, religion, ethnicity, economic status, sexuality and many other categories that mark someone as an outsider.

Alexis Anderson   is a digital PR coordinator covering K-12 education at 2U, Inc. Anderson supports outreach for their school counseling, teaching, mental health, and occupational therapy programs. 

ASCD is dedicated to professional growth and well-being.

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