Affirming is not transforming

The split the guide will not let you blur

An Affirming institution develops an analysis of systemic racism, sponsors anti-racism training, recruits and promotes people historically denied access, and begins accountability to racially oppressed communities. It still often leaves the structures that maintain White power and privilege relatively untouched.

A Transforming institution commits to intentional restructuring. It audits institutional life so People of Color participate fully — including worldview, culture, and how power is shared. Anti-racist multicultural diversity becomes an asset of the institution, not a side program.

Stage 6 is a future vision of a transformed society. It is not a banner you hang after a training cycle.

An administration completes anti-racism training for managers and does not audit the posting, the panel, or the 90-day. Where does that sit?

Stage 6. Training is transformation.

Affirming at best. Identity and training without restructuring the gates.

Exclusive. Training is segregation.

You cannot place work on a continuum.

Put this lesson to work

What you can change

You control whether affirming is not transforming changes a live DHS process connected to Anti-Racism as Ordinary Work or remains information on a page.

What to watch for

The team completes the learning, keeps the same default, assigns no owner, and never checks who carries the burden.

Your next step

Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.

Try a situation

A team is discussing affirming is not transforming. Someone wants to use the concept to describe which employees or community members “get it” before a live work decision is examined.

How should the team use the concept?

Use it to identify who needs more development before they can participate.

Avoid the concept entirely because disagreement could be uncomfortable.

Use it to examine the process, name what the default misses, and choose one owned change.

Carry this forward

Training and identity statements can leave White advantage intact. Restructuring is the next stage.
You control whether affirming is not transforming changes a live DHS process connected to Anti-Racism as Ordinary Work or remains information on a page.
Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.

Completion is shown by a scenario decision, a knowledge-check response and a saved one-minute commitment.

Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.

Your next step

What will you do differently this week after Affirming is not transforming?

Apply this lesson to one live work object connected to Anti-Racism as Ordinary Work.

Name the affected people, one process change, the owner, and a review date.

Use the right-door guide if a formal duty or accountable office may be involved.

What you’ll be able to do

The split the guide will not let you blur

Put this lesson to work

What you can change

What to watch for

Your next step

Try a situation

Carry this forward

Your next step

Affirming is not transforming

What you’ll be able to do

The split the guide will not let you blur

Put this lesson to work

What you can change

What to watch for

Your next step

Try a situation

Carry this forward

Your next step