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Chapter 15
Themes
Key
LitCharts assigns a color and icon to each theme in So You Want to Talk About Race, which you can use to track the themes throughout the work.
Racism, Privilege, and White Supremacy
Confronting Racial Pain
Intersectionality, Oppression, and Social Justice
Cultural Appropriation
Summary
Analysis
In his book Decision Points, George W. Bush talks about how hurt he is that Kanye West accused him of racism. Oluo similarly recalls an ugly Twitter fight in which a Canadian person harasses her for insinuating that there’s racism everywhere, even in Canada. She finds that often, when a white person’s racial insensitivity is pointed out to them, and they “go nuclear.” Many people of color fear retaliation most of all in racial confrontations, especially when they communicate that something is offensive. Oluo explains that calling out racism is a huge emotional burden for people of color, and it involves personal risks like harming friendships.
Oluo continues addressing difficult feelings people face when confronted with their own racism. Her examples here (Bush and the angry Canadian) illustrate that it’s common for privileged people to resist facing their own shame and lash out in defense—or “go nuclear” and become angry—instead. Such reactions, Oluo stresses, are counterproductive and damaging: they place even more strain on people who are already suffering.
Themes
Oluo writes this chapter for white people who are afraid of being called racist. She says that people are complicated, and it’s impossible for anyone to be anti-racist all the time, especially in a society that’s saturated with white supremacy. It doesn’t mean that you’re hateful or evil. It means that you’re influenced by your society—just like everyone else—and you have absorbed damaging views about race, which will come out in harmful ways, whether you like it or not. Embedded racism informs many everyday decisions—like where to shop and socialize—and it does tremendous harm to people of color. If you’ve been called racist, Oluo advises, don’t dismiss it outright, especially if you’re committed to racial justice.
Oluo reminds her reader—as before—that her aim isn’t to shame or berate individuals for being unintentionally racist. She stresses that the real culprit—the source that’s responsible for all these difficult emotions—is a system that subtly conditions people to become racist, even when they don’t want to be. It’s therefore imperative for people to acknowledge their own racism so that they can do their part to change the way the system has taught them to act.
Themes
When somebody makes you confront your own racism in conversation, listen. Don’t jump to conclusions or assume they’re calling you a monster. Hear them out and don’t focus on what you intended to do. Even if you didn’t mean to be harmful, you were, and you can’t change that now. Oluo also advises trying to understand the broader impact of your actions. Imagine you’ve been talking over somebody in meetings. That’s easy to dismiss as a misunderstanding, but if they’re raising the issue with you, it might be because you’re making them feel more uncomfortable in a workplace where they are already a minority. They might be worried about their prospects for promotion, or how other people will follow suit and do it more.
When a person is called racist, Oluo says, saying they meant well, didn’t mean it, or were misunderstood is the exactly the same thing as denial: they’re focusing on what they meant rather than the hurt they actually caused. It can be much more productive, Oluo argues, to simply acknowledge the hurt that was caused, even if it was unintended. This effectively entails trusting the oppressed person (who says that something is hurtful) rather than the system (which encourages hurtful behavior).
Themes
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Oluo says to remember that some aspects of life as a person of color will simply be opaque to a white person because they’ve never lived through it. Even if you don’t understand why somebody’s offended, you should acknowledge their feelings. Remember that demanding a conversation or debate about the topic asks for extra emotional work from somebody who is already hurting. If the person needs to distance themselves from you, they have a right to do so. Remember that you’re not the only one hurt by the confrontation. If you can see where you went wrong, apologize and mean it. If you can’t, do not dismiss the person’s hurt. Oluo concludes that this process isn’t easy, but it’s important.
Oluo explains why it’s important to trust the oppressed person who’s been hurt by a racist encounter: the first-hand lived experience of oppression may never be fully accessible to a person in a position of privilege, but that doesn’t mean their hurt is any less real. As before, Oluo concludes that it’s always better to trust and acknowledge an oppressed person rather than deny, demand, or retaliate. Such responses will only cause them to be further marginalized, and that should never be the goal of an anti-racist person.
Themes
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