Seven Deadly Sins to Avoid on the Path to Anti-Racism

As a nation, we have realized that we cannot live up to our promise of an equitable society if we continue to uphold overt and covert forms of racism. Race scholar Ibram X. Kendi says we are either racist or actively anti-racist, and there is no in-between. The work we are talking about is not just a necessary change, but one that is long overdue. However, even the best of intentions, strategies and plans can fail if they are not cognizant of the pitfalls ahead of them.

Here are the pitfalls to avoid. Let’s call them the seven deadly sins.

The first is the sin of empty words and a singular action. Some call this diversity theatre or performative ally-ship. We must collectively commit to changing behaviours and policies with timelines and resources. This is not passion, it is work. It is not trendy, it is ongoing. It is not aspirational, it is grounded in practice, unlearning and re-learning.

The second is the sin of ignoring or failing to gather evidence. Anti-racism work is not an opinion sport. It must be grounded in intersectional qualitative and quantitative data and analysis, so that the progress can be benchmarked against evidence.

The third is punting responsibility away from leadership. Anti-racism work needs an ongoing commitment from those in positions of influence, not just when it is convenient. Leaders have the power and resources to create cultural change, to centre Black and Indigenous experiences, and to address systemic racism. The worst thing we can do is underestimate the need for support from the top.

The fourth is the sin of ignoring whom you have influence over and do business with. Organizations often forget that this is, in fact, their most important lever. By using an anti-racist lens on procurement, for instance, it is possible to extend the reach of strategies to a wider circle.

The fifth is the sin of overlooking privilege. This cements access for some and denies it to others. Anti-racism work is about looking inward and looking outward, not from a mindset of “helping” others but helping ourselves understand our own privilege. We can no longer support the idea of meritocracy: that those who work hardest get the furthest without understanding the role that privilege plays.

The sixth is the sin of tokenism. It is never acceptable to invite someone into a role for the sole purpose of ticking off a box. This is insincerity and shallowness of the worst kind. A thoughtful, sincere response can never simply start with a knee-jerk appointment that may salve some consciences, but will do little to embed anti-racism, inclusion and belonging into the culture of an organization.

The seventh and final deadly sin is the sin of centring the dominant group. Anti-racism work is not reaching for comfort but actively seeking discomfort. It is about understanding the importance of continually measuring impact over intent, the idea that how our actions are received is more important than the action itself. We should continue to centre Black, Indigenous, and people of colour. It is up to those experiencing racism to let us know if racism has been eradicated.

As we embark on our anti-racism journey, it is important to remember that this commitment is hard but necessary. We are not free until we are all free. Let’s roll up our sleeves and truly get to work. Our country will be better tomorrow for what we do today.