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Allyship Assignment Part 2

Kim Marin

Suzanne Lee Ortiz

Claricianne Guiquing

Seneca College

SSW 102 Anti-Oppressive Practice

Phillip Jang

November 23, 2021

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Allyship Assignment Part 2

1. The Community

a. Description of the community group

We selected the community of Black women in Social Service Work. This

community consists of a group of black women in a social work research, practice,

education, and training. The word "Black" refers to a racial classification of individuals

whose definition has evolved through time and across civilizations.

b. Motivation to be an ally

We were motivated to work as an ally with this community because being a black

woman is commonly regarded as a double whammy owing to societal inequalities

experienced by Black women for being female and a member of the Black community

(Wood, 1982). Nearly 60 years ago, Malcolm X said, "the most disrespected person in

America is the black woman, the most unprotected person in America is the black

woman, the most neglected person in America is the black woman" (Who Taught You to

Hate Yourself - Malcolm X, 2016). Furthermore, according to Reid (2021), "social work

is institutionally racist," and anti-racism in social work is not uniformly seen as being of

great relevance or urgently required. It is not unusual for black social workers to be

subjected to personal and institutional racism.

c. Relation to the targeted group

The present situation for women in the Philippines is best described as laden

with inconsistencies. Filipino women may be regarded as the most advanced compared

to women in other countries regarding academic, professional, political, and legal

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advancement. Yet, Filipino women continue to be vulnerable, and our fundamental

rights are often abused (Ward, 2017). Just as in the community of Black women, who

continue to face discrimination and are often ignored by social justice movements

(Coles & Pasek, 2020). As Filipino women currently undertaking the social service work

program, we often feel underrepresented in the social service field. Primarily because in

our culture, women are widely expected to take up Nursing and work abroad.

Furthermore, Filipino women are encouraged to be recruited as caregivers as they are

perceived to be docile, less resistive, and hard workers, according to racial stereotypes

(Filipino Women Caring for Your Health: But What Do You Care?, 2013).

d. Inequalities within the community

The American Association of University Women has released new research that

looks at how systemic racism, such as decades of discriminatory employment practices,

intentionally inadequate legal protections, and persistent racial stereotypes, has

contributed to a pay gap that is still far wider for women of colour than for white women.

The campaign for equal pay for Black women must address the racial and gender

prejudices that depress Black women's incomes and impede their capacity to succeed.

Although black women participate in the labour field at considerably higher rates than

most other women, they confront a larger-than-average wage disparity (Black Women &

the Pay Gap, 2021). One important conclusion is that the cost of becoming a social

worker is greater for Black students than for White students ("Survey Shows Black

Social Work Students Face Higher Costs Than Others," 2020).

e. The Problem
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Today's academic institutions are teeming with white people. Social work is no

different. The on-the-ground social workers, who interact directly with people facing

difficulties, are diversified. This diversity, however, is not represented in academic

settings among individuals who teach and conduct research in social work (Reporter,

2020). It appears that concerns of ethnic diversity are more prominent in practice than in

education. The main impediment to promoting Black freedom in social work is

engagement in the battle against white supremacy—white racism in ourselves and

those around us (SocialWorker.com, 2021).

2. The Allyship Project

a. Tools

The commitment of allyship is a lifetime process of developing connections with

marginalized persons and historically oppressed groups based on trust, consistency,

and responsibility (Jang, 2021). To achieve the goal of allyship and attain inclusive

practice, the tools we have chosen to utilize include involvement in community-based

activities in our area that mainly focus on anti-Black racism in the workplace or the

academe and social media engagement like sharing resources and information on our

profiles.

b. Plan

1) Educate ourselves and recognize our privilege. We will take the initiative and

responsibility to learn by ourselves and not ask Black people to educate us on

race and racism. Privilege is invisible and often goes unrecognized (Mullaly,

2010); therefore, we must acknowledge our privilege and use it to help and

advocate for marginalized groups.

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2) Amplify Black voice. White women frequently dismiss, ignore, or take (steal)

knowledge and ideas developed by Black women (Canadian College of Health

Leaders, n.d.). An anti-racist approach to leadership requires taking the time to

listen, learn, and quote Black women. We will seek out Black women authors

and researchers in writing future papers. We will actively share posts and

content from Black women, particularly Black Girls in Social Work, raising

awareness and increasing the voices of Black women activists.

3) Attend webinar events. Listening more and being aware of how much space we

take up in conversations about race is the next step in amplifying black voices.

Countless webinars about race, anti-Black racism and allyship are happening

around the year, and the choices are endless. A few examples are "Come Meet

A Black Person" Anti-Racism Virtual Series, Racism and Active Accountability,

and The Anti-Black Racism Workshop: Exploring ABR from the Inside Out.

4) Organize group sessions with classmates in social work. In these group

sessions, we will come together once a month wherein we share and reflect on

resources like books, articles, or journals about race or anti-Black racism. We

will also watch webinars, videos, and talks available on the web or attend

webinars together. We will post invitation posters on social media, send the

invitations on group messaging apps, or give them out on campus.

5) Create art about becoming an effective ally. These could be graphics, artworks,

or any form of art that can carry an important message about allyship. We will

ensure that the information and data will be from the Black women in the social

work community. Their voice is the essential thing in this creation. We will also
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aim to share the art created by Black women and support their fundraisers

when we are financially capable.

c. Example

Figure 1 Figure 2

Poster invitation How to be an ally? Infographic

3. The Outcome

a. Impact

We acknowledge that as someone with privilege, we will always be capable of

maintaining the oppressive institutions from which our privilege arose. As an ally,

we influence the people around us and the environment we are in. We can create

a space that is comfortable, safe, and inviting. We can also inspire people to
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commit to the lifelong learning of being an ally. Effective allyship will produce a

healthy workplace, and that could lead to good organization and competence.

b. Unlearning

Before this project, my understanding of race was a constructed system of

individuals based on differences but primarily of skin colour. But it's more than

that. The talk about race also affects a whole group of people's experiences in life.

I also assumed that Black women are paid the same way as we are, but I learned

that they are paid way lesser than us, and above all, they also encounter

microagressions in their daily lives, especially in their workplace.

c. Resources

Journals, articles, and PowerPoint presentations from class are readily available

resources that we have used and will use in the future. Resources from Black

women in Social Work were particularly few and hard to find upon research.

Information and data specifically about social workers in Gerontology will be a

massive benefit in the future.

d. Challenges

This project was challenging because there aren't enough resources specifically

about Black women in social work. That alone proves that this community is

underrepresented in this field of work. During completing this project, I now

recognize the issues that Black women in social work experienced and continue

to face.
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References

Black Women & the Pay Gap. (2021, September 14). AAUW : Empowering Women
Since 1881. https://www.aauw.org/resources/article/black-women-and-the-pay-
gap/

Canadian College of Health Leaders. (n.d.). Allyship Black Women & Women of Colour.
CCHL LEADS Canada. https://leadscanada.net/site/products-
services/products/edi-
toolkit/ally_toolkit/ewolih_diverse_leadership/ewolih_allyship_womenofcolour?na
v=sidebar

Coles, S. M., & Pasek, J. (2020). Intersectional invisibility revisited: How group
prototypes lead to the erasure and exclusion of Black women. Translational
Issues in Psychological Science, 6(4), 314–324.
https://doi.org/10.1037/tps0000256

Filipino Women caring for your health: But what do you care? (2013, June 13). Montréal
Serai. https://montrealserai.com/article/filipino-women-caring-for-your-health-but-
what-do-you-care/

Jang, P. (2021). SSW102: Allyship [Slides]. Learn@Seneca.

https://my.senecacollege.ca

Mullaly, B. (2010). Chapter 10: Unpacking our knapsack of invisible privilege. In

Challenging Oppression and Confronting Privilege (2nd ed., pp. 287–320).
Oxford University Press.

Reid, W. (2021, January 4). Anti-racism in social work: no more questions - just actions
please. Community Care. https://www.communitycare.co.uk/2020/12/16/anti-
racism-social-work-questions-just-actions-please/

Reporter, G. S. (2020, September 3). Racism still exists in social work today – we need
more Black faces in the profession. The Guardian.
https://www.theguardian.com/commentisfree/2020/aug/20/racism-still-exists-in-
social-work-today-we-need-more-black-faces-in-the-profession

Samuel, M. (2021, June 4). Black and ethnic minority social workers have
disproportionately high ASYE failure rate, figures show. Community Care.
https://www.communitycare.co.uk/2021/06/04/black-ethnic-minority-social-
workers-disproportionately-high-asye-failure-rate-figures-show/

SocialWorker.com. (2021, January 7). Are You a Social Worker Guilty of Performative
Allyship? Black Lives Matter, Cultural Appropriation, and What Social Workers
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Can Do About Anti-Black Racism in Their Inner Circles.

https://www.socialworker.com/feature-articles/practice/social-worker-guilty-
performative-allyship-black-lives-matter/

Survey Shows Black Social Work Students Face Higher Costs Than Others. (2020).
Council on Social Work Education (CSWE). https://cswe.org/News/General-
News-Archives/urvey-Shows-Black-Social-Work-Students-Face-Higher

Ward, O. (2017, July 14). The continued oppression of Filipino women | ASEAN Today.
ASEAN Today | Daily Commentaries Covering ASEAN Business, Fintech,
Economics, and Politics. https://www.aseantoday.com/2017/02/the-continued-
oppression-of-filipino-women/

Who Taught You to Hate Yourself - Malcolm X. (2016, June 28). [Video]. YouTube.
https://www.youtube.com/watch?v=sCSOiN_38nE

Wood, V. (1982, March 11). Double Whammy For Black Women: Racism &.
Washington Post.
https://www.washingtonpost.com/archive/local/1982/03/11/double-whammy-for-
black-women-racism-38/ee5257bb-0a05-42a4-bc8b-ee08693a8d6d/