How Does ARAO Training Differ from Anti-Racism Training?
Imagine your workplace as a puzzle, with each person representing a unique piece, each tailored to fit exactly where they belong. What happens when some pieces are ignored? Or when others are forced into spaces they don’t fit and molded into shapes they weren’t meant for?
Anti-Racism Anti-Oppression (ARAO) training aims to create a space for every puzzle piece, regardless of the shape and size. When each piece fits they are able to tell a complete story, forming a harmonious vision for the future of an organization.
Of course, people aren’t puzzle pieces. And ARAO training is not just about creating space—it is a multifaceted, intersectional process that often involves professional training, strategy-development, and an overall shift in attitude.
What is ARAO Training?
Anti-Racism Anti-Oppression training describes educational programs that work to actively prevent and spread awareness about racism, discrimination, and oppression.
But let’s break it down even more.
Anti-Racism training specifically addresses racism on systemic and individual levels. In anti-racism training sessions, we often emphasize recognizing privilege, challenging systems rooted in racism, changing beliefs and racial biases, behaviors, and assumptions.
Similarly, while Anti-Oppression training does focus on racism, it also includes a broader approach to understanding various forms of oppression. This can include race, gender, sexuality, class, ability, and more. Here, individuals are taught about intersectionality and how having multiple social identities leads to people experiencing overlapping systems of oppression.
What are the Expected Outcomes of ARAO Training?
Building awareness of privilege, power, and intersectional approaches.
➡️Learning and encouraging self-examination of biases, privileges, and behaviors that maintain inequality.
➡️Developing tools for conflict resolution, advocacy, and fostering inclusive environments through an anti- racism and anti-oppression lens.
➡️Inspiring systemic change in individuals and organizations.
Why is ARAO Training Important in the Workplace?
ARAO training directly addresses the systemic nature of oppression and racism. Stereotypes and assumptions about other cultures, beliefs, and individuals have been entrenched in our society for centuries. This has created disparities in opportunities and access for marginalized peoples.
When it comes to work environments, systemic racism and oppressive attitudes result in hiring discrimination, unequal access to promotions and opportunities, and an overall lack of representation.
Without having people with a variety of lived experiences, organizations may lack empathy and understanding for the individual and institutional needs of others.
Statistics on the Importance of ARAO Training
When Black, Indigenous or people of color (BIPOC) individuals and women feel psychologically safe at work, they are four times more likely to remain in their roles.
In a 2022 study by the Center for American Progress, 50% of LGBTQI+ respondents reported being discriminated against in the workplace. For transgender individuals specifically, this number rose to 70%.
Black people only make up 2% of leadership and executive positions. In fact, as of 2024 only eight companies in the Fortune 500 have Black CEOs (1.6%).
And that’s a record high.
This means that there is a severe lack of lived experience within executive teams.
In 2023, 34.1% of all workplace discrimination cases were based on skin color.
Diverse teams earn 2.5 times more per employee, with a 35% increase in productivity to boot.
Additionally, teams with ethnically diverse board members and executive teams are 13% more likely to outperform companies that don’t.
And this number is higher when it comes to gender-diverse boards, reaching up to 27% more likely to outperform competition.
The Four Pillars of Anti-Racism and Oppression Training
Cultural Competency
Developing the ability to understand and communicate with other cultures effectively.
For example:
Acquiring knowledge of diversity and cultural differences.
Adapting services and behaviors to meet the needs of diverse populations.
Cultural Sensitivity
Developing an awareness and acceptance of other cultures.
For example:
Not ascribing negative or positive/right or wrong feelings towards cultural differences.
Understanding that your culture or beliefs are not more legitimate than those of others.
Cultural Safety
Developed in response to the health care inadequacies marginalized individuals face, the concept of cultural safety has extended beyond medical interactions.
For example:
Establishing cultural safety means recognizing diverse identities of employees and developing safeguards and protective measures so these identities can be expressed. This includes diversity, equity, and inclusion (DEI) policies and strategies.
The two main components of cultural safety are psychological safety and physical safety.
Cultural Humility
Describes the process of self-reflection and self-critique on how an individual’s background and the background of others impacts how they are treated.
For example:
Developing a practice of lifelong learning on both the institutional and individual level.
Showing empathy for diverse experiences of others.
What Do You Learn In Anti-Racism and Oppression Training?
1. Understanding Privilege
To put it simply, “privilege” describes any advantage or benefit that individuals experience that are not earned and are recognized socially. These are often aspects of an individual or a group, including race, gender, sexual orientation, class, and more.
It is important to recognize that privileges are not acquired throughout our lives. Rather, privileges are often advantages people are born into, such as race or gender. Of course, this is not always the case. For example, if someone develops a disability later in life or, on the flipside, if someone becomes wealthy and raises their perceived social status.
In any case, privileges are not advantages people have asked for and, if not identified, may not even be noticed by those with privilege.
2. What is Intersectionality?
When it comes to anti-racism and oppression training, intersectional approaches are key. This is a term that describes how individual experiences with oppression are shaped by a number of interlocking factors.
These factors lead to varying levels of privilege and oppression.
3. How Marginalized Individuals Experience Oppression and Racism at Work
Racism and oppression in the workplace is experienced both overtly and covertly.
Overt racism and oppression refers to any and all discrimination that is conducted consciously, and can come from individuals and institutions alike.
On the other hand, covert racism and oppression are subtle. Because of this, it often goes unnoticed or unchecked by others, and can even be unconsciously committed by individuals and institutions.
4. Systems of Oppression in the Workplace
This refers to the systemic ways in which certain groups or individuals are prioritized over others. These systems of interwoven privilege are reflected in culture, laws, work, and society at large.
Some examples of systems of oppression include:
Ableism: Discrimination and exclusion based on one’s cognitive, physical, or emotional abilities.
Misogyny: Exclusion and discrimination against women, girls, and female-presenting individuals based on fear, hatred, or prejudicial attitudes.
Colonialism: The expansion of European sociocultural systems into territories inhabited by Indigenous peoples.
Classism: Discrimination and exclusion based on one’s economic status or background.
And there are much, much more.
5. Developing Anti-Racism and Anti-Oppressive Practices
ARAO training identifies ways for individuals and organizations to establish new behaviors and policies. This may include:
Establishing diversity, equity, and inclusion (DEI) policies: Workplaces can develop policies that establish clear guidelines for their teams when it comes to the treatment of marginalized individuals. Policies should be reviewed regularly and updated.
Allyship training: An ally is someone who uses their privilege to advocate for marginalized individuals. Allies learn how to utilize inclusive language, create safe spaces, and understand the nuances of intersectionality.
When allyship is successful, marginalized voices are amplified.
Anti-Racism and Anti-Oppression Training in Practice
⭐High feelings of belonging and inclusion result in 50% less turnover and a 75% less use of sick days.
⭐Employees will feel more comfortable speaking up, solving problems, and expressing their opinions.
⭐Individuals and organizations practice regular accountability and make systemic changes when needed.
⭐Employees led by inclusive and unbiased leaders are 87% less likely to perceive their employers negatively.
⭐In a company with 10,000 employees, inclusive practices can increase productivity by up to $52,000,000 in revenue.
⭐When employees feel safe and included, innovation and creativity within their work improves.
