Anti-Racism and Deconstructing Whiteness
This document is intended to serve as a resource to white people and parents to deepen our anti-racism work. If you haven’t engaged in anti-racism work in the past, start now. Feel free to circulate this document on social media and with your friends, family, and colleagues. Click here to access these resources.
Black-Owned Businesses in Vancouver and Beyond
Adapted from list created by Michelle McKenzie, Director of Marketing at Visit Vancouver USA.
Asian and Asian American Support and Resources
Anti-Asian racism and violent attacks on Asian and Asian American people have increased over the last year. This guide provides resources to advocate, educate, donate, and more.
Resources to Support People Impacted by Anti-Asian or Pacific Islander Violence
The Washington State Employee Assistance Program (EAP) offers tips and resources to support people impacted by anti-Asian or Pacific Islander violence. The resources serve as an entry point to accessing a more extensive list of resources.
Four Steps That I and Other White People Can Take to Fight Racism
by Christina Marie Noel
My White Friend Asked Me on Facebook to Explain White Privilege. I Decided to be Honest
by Lori Lakin Hutcherson
Responding to Racial Injustice
Resources provided by the American Council on Education (ACE) to foster and support thoughtful and transformational dialogue on race and ethnicity in higher education.
White Academic: Do Better
by Jasmine Roberts
This resource includes an excellent post and a list of YouTube videos, podcasts and books.
White Privilege: Unpacking the Invisible Knapsack
by Peggy McIntosh
McIntosh created the Invisible Knapsack to identify some of the daily effects of white privilege in her life. She examined conditions that attach to skin-color privilege with an understanding that race is also intricately intertwined with class, religion, ethnicity, geographic location and other social identity markers. Of the conditions unpacked from the Invisible Knapsack, McIntosh observes that people of color, namely African American people, including coworkers, friends and acquaintances cannot count on most of these conditions. Click here to Unpack the Invisible Knapsack.
Trauma-Informed and Coping with Trauma Resources
- Self-Care Resources for Black, Brown, Indigenous, Pacific Islander, Native American, and Asian People
- International Society for Traumatic Stress Studies
- Trauma Stewardship Ted Talk
- Community Crisis Support and Resources
- Coping with Grief After Community Violence tip sheet
- Tips for Survivors of a Disaster or Other Traumatic Event: Managing Stress Tip Sheet
- Community Violence: Reactions and Actions in Dangerous Times Tip Sheet
- National Center for PTSD COVID Coach App
- BaCE recommended reading list: Black authors shaping the conversation about race
- BaCE dismantling whiteness recommended reading list
- BaCE recommended reading list
- BaCE recommended children's books
Characteristics of White Supremacy Culture Framework
by Kenneth Jones and Tema Okun
This framework provides characteristics of white supremacy culture which show up in our organizations. Culture is powerful precisely because it is so present and at the same time so very difficult to name or identify. The characteristics are damaging because they are used as norms and standards without being pro-actively named or chosen by the group. They are damaging because they promote white supremacy thinking. They are damaging to both people of color and to white people. Organizations that are people of color-led or a majority people of color can also demonstrate many damaging characteristics of white supremacy culture.
Equity-minded tools and resources
Adopting a Racial Equity Lens—Racial equity results from a dissolution of oppressive institutional structures within any system (e.g., education, law enforcement, healthcare, etc.) leading to a rebalancing of power, opportunity and outcomes that center historically marginalized populations, including Black and Brown communities. Adapted from the BaCE workshop, Equity-Mindedness 101: What is my role in this work.
Racial Equity Empowerment Lens—Integrating a racial equity lens supports actions that heal and transform, and places emphasis on doing less harm. Partners at all levels align around transformative values, relationships, and goals to realize racial equity. Adapted from Multnomah County Office of Diversity and Equity.
Campus units and councils
Councils and units on Equity, Diversity, Inclusion, Belonging and Justice
Marginalized Community History
Marginalized Community History—Resources for underserved students by the Center for Intercultural Learning and Affirmation.
Tool to Interrupt Microaggressions (PDF)
Examples of Disability Microaggressions in Everyday Life
Mitigating Disruptive Behavior Online
This resource contains strategies for faculty and staff to be proactive and culturally responsive when faced with threatening or disruptive behavior during an online class or event.
Tips to Create a Classroom or Workplace of Equity, Inclusion and Empathy
The Office of Equity and Diversity developed this resource which contains 12 strategies for creating a workplace of equity, inclusion and empathy.
Transgender and gender-variant communities
Tips to Make Class More Welcoming for Transgender and Gender-variant Students—The Office of Equity and Diversity provides these strategies to create a more inclusive, equitable, and culturally responsive classroom and/or workplace where transgender and gender-variant people feel welcomed and supported to achieve success.
8 ways to make classrooms welcoming to transgender students—Z Nicolazzo, assistant professor of transgender students in education at the University of Arizona, recommends these 8 strategies for higher education leaders who want to support transgender students on their campuses and create a welcoming environment.
Self-Assessment and Development
Intercultural Development Inventory
The Intercultural Development Inventory (IDI) provides in-depth insights on how individuals and groups make sense of cultural differences and also how they respond to cultural differences. At WSU Vancouver, the IDI is part of the BaCE program. Click here to register to take the IDI.
Project Implicit—Implicit Association Test
The Implicit Association Test (IAT) measures the strength of associations between concepts (e.g., race, gender, sexual orientation, and other concepts.) and evaluations (e.g., good, bad) or stereotypes (e.g., athletic, clumsy). The main idea is that making a response is easier when closely related items share the same response key. These tests do not assess our conscious commitments or beliefs; they do measure pre-conscious cognitive biases. Your results are private. Click here to take an IAT.
WSU Vancouver Undergraduate Courses with Emphasis on Diversity
Undergraduate Courses with an Emphasis on Diversity—A comprehensive list of courses with a focus on diversity grouped by areas of focus. The listing includes courses that satisfy UCORE requirements.