Breaking Point to Elevation: Encounters and Conversations on Racism Beyond America — Pt. 1
The topic of racism is a thought provoking, emotionally invoking, live ongoing plot, of a very tragic autobiography for people of color globally. Across America today, we have witnessed all people collectively ban together to say, ‘Enough is Enough’. The same can be said for the voices heard across nations. In London, Paris, Amsterdam, Seoul — the support is overwhelming and welcomed, as they raise their voices in support of Black Live Matter. Together, they call for social equality and an end to the racial injustices that have seen so many black lives lost to its imbalances.
Recently, I had the opportunity, to gain the perspective of two Afro Caribbean men of color, who reside in neighboring Canada, specifically Toronto. Adrian, who is of Afro Barbadian descent, is an Events and Service Coordinator, with a degree in Hotel Management. He is also pursuing a career in Health and Occupational Safety. I also sat with a young man, who goes by the name of ‘Dre’. He is a 32-year-old pod-caster of Afro Jamaican descent, with a career in Telecommunications.
Their view of America today as it relates to the movement calling for change, was inspiring and informed. However, during our conversation, these men also shared some very real and very current experiences with microaggression and profiling while living in Canada. These experiences are shared in the piece to follow.
RACISM BY ANOTHER NAME
“Racism by definition, has to be perpetrated by the person in charge. In Toronto it feels more like microaggression.” ~ Dre
Applying for a job is a situation where you think of putting your best foot forward, personally and academically. It is expected, that as long as you are qualified in your chosen field and ‘ace’ the interview, you will be a ‘shoe in’ for the job. Interviewing can be a nerve racking experience at best, but Dre shared how the nerves associated with an interview, go beyond saying the right thing but it extends to how you sound when saying it.
According to Dre, you are not judged first on your credentials. Depending on your background Dre said, “there is an expectation on how you look and how you should present yourself”. He described going into an interview and being met with statements such as — “Oh, you don’t sound Caribbean or, oh wow you are so articulate” — all stemming from a preconception, of how he presents himself, based on his background, as an Afro Jamaican. He also noted, that when you do not fit the perception they have of you, there is a noticeable shift. In one instance, Dre said, “I was asked how authentic of a Caribbean person I am because my accent sounds a little different”.
“If your name is too black it is an issue” ~ Adrian
Adrian also shared, how a simple name change could make all the difference, as he described the experience had by his good friend Nakesha. Adrian’s friend Nakesha, is a beautiful young multi racial woman. Who is lighter in complexion, with thick curly hair. According to Adrian, Nakesha began the application process by preparing and mailing applications. Adrian said, “she sent out six applications with her name Nakesha on them and she probably got back two, and even with those interviews the questions were — do you normally blow out your hair or if she is going to tame it.” Adrian then rightfully said, “None of this had anything to do with her employment”.
Adrian then shared how, Nakesha decided to send the same six applications, a couple months later. Instead she used ‘Niki’, the shortened version of her name. The results were stark in comparison, Adrian said, “she received five out of six call backs.” Although, as Adrian noted, she did not secure any of the open positions, it stands to reason that, her name played an integral role in whether or not her applications were even considered.
The experiences shared by these men, spoke volumes of how microaggression and profiling, is exhibited in the daily lives of people of color in Canada.
THE REALITY OF RACISM
The reality of racism in America, is clear and targeted. Both men, although living in Canada, have had experiences with racism in America, either directly or by association. These experiences opened their eyes to how blatant racism, can be a horrifying and confusing experience.
“I had never experienced racism, until I got to the U.S and that is what solidified racism for me” ~ Adrian
Adrian grew up in Barbados, a country where the population is predominantly black, and when speaking on racism Adrian said, “It was known but experiences made it real” for him.
Adrian shared an experience he had, when he participated in the Overseas Employment Program offered by the Ministry of Labor in Barbados. Adrian was placed on the Amelia Islands, working in the hotel sector. As Adrian continued it was clear that this was going to be a far cry from living in Barbados. Adrian said that upon arrival the instruction was — “Do not walk outside your premises after dark, you will be run over”. Shocking, as this instruction was, it was necessary, because as Adrian said, “You do have white country men that felt like you did not belong there. This was a constant situation.”
On continuing our conversation, Adrian shared the following experience:
“I went to a grocery store with group of colleagues, now turned friends. Two of my friends went into the store and we (himself and the others) stayed outside. A white gentleman came from inside and spoke to one of my friends and said “You don’t belong here you need to go back to where you came from.” Adrian then shared how his friend replied by saying something like, “I am just trying to work and be successful”. What happened next is all too relatable to many people of color. Adrian said, “The man then spat in my friends’ face and said “Go home!”.
Their next move was a humbling one. One that as people of color, we make begrudgingly all too often. Adrian recounted how angry his friend was and rightfully, he wanted to retaliate, but as a group they did not allow the situation to escalate further. Citing logic — they were away from home, the gentleman could have friends close by and they were in a predominantly white area. More importantly however, they knew the negative impact that a violent encounter could have on their career and life. Both of which they were trying to advance. The decision, they left — defeated and with a muzzled spirit — they left.
Racial encounters can be ugly and downright scary. For Adrian and his friends that was their reality on that day and one that made racism all too real. Adrian then left me with his thought at that time, “This is racism — I don’t understand it but this man definitely hates me because of my color”
MICROAGGRESSION
Racial inequality and disparities are a systemic issue across America. There is a known divide when it comes to housing. From public housing location, discriminatory home ownership practices and exclusionary zoning practices. However, the experiences had in Canada according to Dre, was a major surprise, in that, the perpetrators of these exclusionary practices are usually, other people of color.
Dre shared this encounter:
“I remember trying to get an apartment a couple years ago and I forgot my inflection and intonation to sound white enough and the moment I called this person back, who was another person of color he said, “hey what’s your background?” I said Caribbean and he asked, “where in the Caribbean?” I answered, “Jamaica”. Dre was then greeted with this response, “I am sorry I am trying to get rid of two Jamaicans right now, I do not need another one”.
The blatant refusal, of being a prospective renter based solely on Dre’s background was a clear situation of profiling. However, according to Dre these experiences are reported, but still occur. As he put it, “it is something that black people have grown accustomed to — you know this is going to be the situation”.
Dre describes this type of racial profiling, as more of a type of microaggression. As our conversation continued, the problems of successfully renting go beyond discrimination regarding your origin but also your nationality. Dre hypothetically described a situation where, you go for an apartment — have a good credit score — good references and a successful viewing. You are directed that you will be receiving a call back. Eventually you call in a couple days and are told that the apartment is no longer available. However according to Dre, “if someone else who speaks Bengali or Hindi or Punjabi, whatever South Asian accent, calls on your behalf, they can get the same apartment that was previously listed as filled for the black person.” According to Dre these situations are recurring.
IN SUMMARY
The encounters experienced by these men of color are all too familiar. Any situation where you are meant to believe that you are less than or, that you are meant to behave in a manner that is not authentic to you, leaves unseen scars and insights unconscious behavioral patterns. Dre, never sits in Starbucks, he pre-orders, picks up his coffee and leaves. The reason — his given name sounds Anglo-Saxon in origin and him being black, he prefers to avoid the assumption that he is taking someone else’s coffee, causing any confrontations. Adrian, avoids the use of his hoodie. Instead he uses a Tuke, just to avoid any misrepresentation that can occur if his face is partially covered by a hoodie.
These interviews were thought provoking at best. I spoke with two intelligent, well rounded men of color who after encountering these instances of profiling, prejudice, microaggression, racism whichever label you choose, are still focused, confident in who they are and open to change and integration. These situations did not define them nor did it break them. Instead, they allowed their experiences to strengthen them.
In part 2 of Breaking Point to Elevation: Encounters and Conversations on Racism Beyond America — Dre and Adrian share their views on the unrest in America today.
Special thank you to Dre and Adrian for taking the time to share your point of view.
Follow Dre’s Podcast here OR Find him on Instagram here
Reference Links: Government of Barbados and Ministry of Labor and Wikipedia
