Moving While Black
Institutions’ responses to Black Lives Matter include increasing the number of African American employees in their spaces among other acts aiming to transform a racist system. Yet, the means by which to achieve this goal of disruption are affected by other interlocking, racist systems such as real-estate.
Attracting us to move from our current positions into a new one is complicated. Not only must the Black individual consider the professional implications of a transition but also the inevitable real-estate microaggressions. Too many of us Black folk, myself included, deal with properties, mysteriously, becoming unavailable once the landlord meets us; unreasonable requests to provide an inordinate amount of proof of employment; and appraisals being much lower when we are present than when a White person greets the appraiser.
In celebration of Black History Month, I provide a list of recommendations for White allies to support a Black friend/colleague while moving/selling their homes. Granted, the list is meant to provide suggestions once a microaggression occurs, but many items can and should be conducted proactively. Take care, that these points are based on true events from individuals who moved or are in the process of moving their homes while being Black.
Do NOT suggest to your friend/colleague that she find a silver lining when she has been denied housing clearly due to her race (e.g.“Well, maybe this is a good opportunity for you to downsize into an apartment.”) Not being allowed to live where one wants is not a liberatory opportunity.
Do NOT question the validity of a microaggression (e.g. “Are you sure they really meant that?”) when your friend/colleague informs you that it has occurred. This assumes we are unable to make visible that which has remained invisible-namely, racism.
Do NOT use the microaggression as an opportunity to tell your friend/colleague that the harmful incident will make them “stronger”. Such a statement removes the onus on the racist system to change implying the victims need to be more resilient.
Do NOT marvel at your friends’/colleagues’ home she is trying to sell (e.g. Your home is so beautiful. I cannot get over how amazing it looks!) This is a microaggression in and of itself.
Do NOT tell your friend/colleague to de-Blackify their home (e.g. If you remove your African-American kitsch, your home will sell faster).
Do NOT allow guilt to immobilize you when your friend/colleague describes a real-estate microaggression (e.g. I don’t know what to do and I don’t want to do anything stupid so I will act like it never happened).
This last caveat leads to what White allies CAN do.
DO ask your friend/colleague what they need once they tell you about the microaggression.
DO talk with other Whites about the microaggression. Explore with other White folks topics that may not have been taught in school (e.g. privilege).
DO educate yourself about real estate’s racist practices (e.g. redlining, structural gerrymandering, zoning). Importantly, historicize the policies as their legacies remain.
Do involve youngsters (e.g. your children no matter their age) in dialogue about the incidents and what they can do. Express your plan of action and inform young people about your progress - warts and all.
DO inform senior leadership of any issues your friend/colleague is experiencing particularly if it is your organization attempting to recruit the friend/colleague. Institutions need to have a bevy of social justice-minded realtors ready to work with prospective and current employees.
DO take an active stance once you hear of a microaggression (e.g. write a letter to the National Association of Realtors; attend and speak about institutionalized racism during city council meetings and zoning hearings).
DO something.
This partial list is not meant to shame or blame. Rather, the aim of the above suggestions is to excite action well beyond an apology between friends/colleagues. Let us remember Dr. Martin Luther King’s words not only for Black History Month but throughout the year, “Those who do nothing while witnessing injustice and wrong-doing do worse than those who commit acts of injustice.”
Dr. Kimberly Scott
Founding Executive Director
Center for Gender Equity in Science and Technology
