Brown vs Board of Education – UAB Institute for Human Rights Blog

Changing Climates, Divided Landscapes and Why We Can’t Wait

by PAULETTE PATTERSON DILWORTH, Ph.D.

a photo of a line from the Letter from a Birmingham Jail which reads "this wait has almost always meant never" — “Letter from a Birmingham Jail” from the National Civil Rights museum in Memphis, TN. Source: J.G.Park, Creative Commons

As I reflect on my experiences coming of age in the segregated south, I am reminded of my family and others in my community who dared to ‘live out loud’ during an era when Jim Crow was a defining feature that framed social and political interactions between Black and White people. For me, the time span is not a distant memory that happened long ago. It is a historical period that inspired the need for social change. A “watershed moment” is a point in time that provides significant space for clarity, and is often related to historical change. Since August 11th, I have engaged with colleagues and friends in thoughtful conversations about our own experiences after witnessing Charlottesville and placing the events in historical perspective. I was born in Selma, Alabama and raised in the very close knit “Summerfield” community. I came of age in Selma at the height of the 1960s Civil Rights Movement. I was most privileged to have a front row seat to many of the events, as they unfolded and eventually culminated in “Bloody Sunday” and the historic Selma to Montgomery March. Like many of the children, teenagers, and young adults who lived in my community at that time, I attended segregated public schools. As students, we were eager to get involved in the mass meetings and marches because we could sense the winds of change blowing in Selma. The opportunity to exercise the right to vote was a lifelong dream held by many adults in my family and the community. During the 1960s, the Civil Rights Movement was the most exciting expression of political activism in which my generation could engage. As historian Joyce Ladner said when she coined the term, the ‘Emmett Till generation,’ “there was no more exciting time to have been born than at the time, and the place, and to the parents that movement, a young movement of people were born to.” Today, the nonviolent activism and protest of the 1960s are a stark contrast to the protests that occurred in Charlottesville that is rooted in a movement predicated on hatred, racism, and white supremacy. Today, Charlottesville awakens a new clarion call that insists we revisit the propositions offered by Dr. King in 1964 when he responded to pressing social justice concerns in Why We Can’t Wait.

On August 11, 2017, white supremacists showed up in Charlottesville, Virginia for a “Unite the Right” call to action or a coming-out party for the white nationalist movement. The march was organized to protest the removal of a statue of Confederate general Robert E. Lee from a park in Charlottesville. At some point, the gathering of protestors and counter-protestors turned violent, and in the aftermath, three people died. Following one of the most contested elections in recent memory, it is safe to say that many of us are quite alarmed by the abundance of racial bias and hate on display in Charlottesville and elsewhere in the United States seen on our college campuses and in our communities across the country. Many of the hard-won gains for social justice, equity, and inclusion are under threat. Observers of the events that unfolded in Charlottesville continue to express shock and dismay to have witnessed such public display of hate and violence in a 21st century United States. The changing social climates and divided political landscapes reveal the character of a nation that continues to grapple with profound division and conflicts between groups that exist in our history and our present. Scholars who study social change and social movements agree that such events usually evolve from strained “relationships between those who have power and those who do not.” To some extent, these movements arise when groups in society feel discontented about some element or perceived injustice in their lives. What happened in Charlottesville is a 21st-century reminder that old wounds can reopen to allow the pervasive nature of racism and injustice to ooze to the surface.

a photo from the Unite the Right rally in Charlottesville — Charlottesville “Unite the Right” Rally. Source: Anthony Crider, Creative Commons.

In the summer of 1963, after the conclusion of the Birmingham campaign for civil rights and the March on Washington for jobs and freedom, Dr. Martin Luther King, Jr. further developed the ideas introduced in his iconic “Letter from a Birmingham Jail” in a book entitled Why We Can’t Wait. Dr. King tells the story of African American activism in the spring and summer of 1963. During this time, Birmingham, Alabama, was perhaps the most racially segregated city in the United States, but the campaign launched by Dr. King, Reverend Fred Shuttlesworth, and others demonstrated to the world the power of nonviolent direct action. The time span is not a distant memory that happened long ago. This year marks the 54th anniversary of the 1963 March on Washington.

It is a curious parallel that in 1964, Dr. King published Why We Can’t Wait as a call to action and an excellent political commentary on the fight for racial justice and equality in Birmingham and throughout the American South. Why We Can’t Wait begins with Dr. King’s “Letter from a Birmingham Jail” that he wrote while being held there. Dr. King wrote the letter in response to a public statement of caution offered by eight white religious leaders in the Birmingham community. Several quotes from Dr. King’s letter are now popular iconic sound bites that are used to frame social justice messages of hope and aspiration. For example, “Injustice anywhere is a threat to justice everywhere. We are caught in an inescapable network of mutuality, tied in a single garment of destiny” is a reminder of the relevance of Why We Can’t Wait. Although African Americans continue to bear the burdens of racism, King makes it clear that all Americans regardless of their race are affected and suffer when injustice is allowed to prevail.

The central proposition of the book is concerned with nonviolent resistance as a protest strategy that was used successfully to push the civil rights movement into the hearts and spirits of white allies. Dr. King was unapologetic in his demands for racial and economic justice, and he understood well the political implications of his role in the 1963 Birmingham Campaign. He explains what he calls the “Negro Revolution” and how it spawned quietly before bursting onto the national scene in 1963, and was “destined to grow in strength and numbers because three hundred years of mistreatment cannot be expected to find a voice in a whisper.” Why We Can’t Wait is useful for activists, educators, discussions, teachers, and researchers that grapple with the issues of social justice and injustice. It is also a useful text that encourages the reader to think intensely about what it means to pursue nonviolence in words and action. Although the book was published in 1964, it is quite easy to identify relevant narratives that align with today’s social justice movements. Further, Why We Can’t Wait introduces the reader to ideas that offer a compelling rationale for thinking through how to effect utilitarian social change. For example, in the section titled “Why 1963?” Dr. King invites the reader to explore the explanation he offered as to why 1963 was the year the southern freedom struggle gained momentum and eventually emerged on the national stage. In his analysis, Dr. King offered several plausible examples as to why 1963 was a “tipping point” that elevated the movement. Primarily, he outlined seven areas of influence:

the southern resistance to school integration after Brown vs. Board of Education,
• a crisis of confidence in government after the failure of President Kennedy’s administration to deliver on the civil rights bill,
• the southern apathy and lack of support for African American voting rights,
• the growing anti-colonization movement in Africa and the psychological implications on racially oppressed African Americans,
• the 100th anniversary of the Emancipation Proclamation that clarified for African Americans just how far they still had to travel,
• the ongoing and persistent poverty in the African American community,
• and the rise of nonviolent direct action both in the United States and abroad as a viable means for social change.

a picture of the Selma March 2015 — Edmund Pettus Bridge, 2015. Photo by Paulette Patterson Dilworth, Ph.D.

In later sections of Why We Can’t Wait, Dr. King explains how direct action creates tension and exposes crisis in a community, thus, forcing the community to confront and negotiate the issue. As a political protest strategy, nonviolent direct action aims to create such a crisis and foster such a tension that community has to engage and respond. As noted in his “Letter from A Birmingham Jail,” Dr. King and his supporters had received much criticism for their efforts, with some critics claiming that the civil rights activists expected too much, too soon. In contrast, more militant activists argued that they asked for too little. At the same time, the civil rights legislation stalled in Congress. Although Why We Can’t Wait, should be viewed in historical context, Dr. King’s use of the past and ethical arguments to justify the Civil Rights Movement is timeless. Moreover, readers will gain richer insights into Dr. King’s development of the concept of nonviolent resistance and its necessity in combatting social injustice.

In the conclusion of Why We Can’t Wait, Dr. King ends the text by explaining that African Americans cannot afford to continue the slow movement toward freedom and justice. He states that they must demand and insist on it. Further, Dr. King advances the idea that poor whites and organized labor should consider joining the civil rights movement. He also calls for unity among all oppressed people in America, calling for a stronger relationship with Native Americans and clarifying that he believes the summer of 1963 made most white Americans receptive to his ideas. Dr. King expressed hope that if the civil rights movement was successful, it had the potential to expand non-violence worldwide and end the nuclear arms race. In the decades following Dr. King’s untimely death, his words have been used by future leaders across the globe, including President Barack Obama, to make the case that we can’t wait to take action. Before his assassination in 1968, Dr. King authored six books focusing on his nonviolent philosophy and call to political action for social justice. Why We Can’t Wait remains one of the most relevant political commentaries of the 21st century to elevate African-American voices in U.S. history.

As previously mentioned, this year, August 28th marks the 54th anniversary of the March on Washington. The March ended the Birmingham summer of 1963 that was filled with protests and organizations that lead to the Civil Rights Act of 1964. Now more than ever, we need to pause and gather as a community to connect, share histories and strategies, and prepare for the difficult social, political and economic challenges that lay ahead. The “fierce urgency of now” is upon us like a rising tide and Why We Can’t Wait is as relevant today as it was in 1964. After a careful reading of Dr. King’s work, a new and more thoughtful generation of human rights and social justice advocates will likely come away with a new and more critical perspective on a period in U.S. history that has often been reduced to iconic trivia. The summer of 1963 is not a sad portion of our history; it is very hopeful. However, the fact that Charlottesville happened in the summer of 2017 is a sad commentary on where we are at this particular time in U.S. history. Yes, it would be an extraordinary thing if all people of goodwill realized they do not have to wait to be invited to get involved and work for positive social change. The changing political climates and divided social landscapes insist that we work together to address the crisis of our democratic enterprise. That perspective has been helpful to me. I find a lot of comfort in that, as well as a lot of challenges and opportunities to make a difference.

Paulette Patterson Dilworth, Ph.D. is Vice President for Diversity, Equity and Inclusion and Chief Diversity Officer at the University of Alabama at Birmingham. Besides a strong affinity for art and music, Dr. Dilworth has accumulated more than 30 years of experience in higher education, diversity education consulting and training, recruitment, retention, research, teaching and outreach. Dr. Dilworth has devoted her professional career and much of her personal life to social justice and advocacy exploring issues of access, civic engagement, equity and community building.

Diversity, Equity, and Inclusion in the United States

A mural of diverse faces on the gateway into Chamizal National Memorial — National Park Gateway: Chamizal National Memorial. Source: National Park Service, Creative Commons

Every four years, the US Department of the Interior releases a strategic plan highlighting their mission and future goals to best serve the American people. As the current plan spanning the 2014-2018 cycle is now drawing to a close, the updated 2018-2022 strategic plan has been created, but was leaked early online. Outside Magazine drilled deep into its content, and on November 2^nd published an article addressing the fact that while there were significant changes in terms of National Park fees and regulations, “few took notice that the new administration has deleted the entire diversity, equity, and inclusion mandate from its plan.”

Political discussions about the outdoors usually focuses on the health of the environment or land usage rights, but a movement has been growing to confront what has been described as “The Adventure Gap“, or the underrepresentation of people of color in outdoor spaces. Grassroots efforts have been established to try and address this, such as the organization GirlTrek to get black women outside and walking to increase the health of their communities, but with many state and national parks being located outside of a city’s public transportation network and the entrance prices for popular parks being on the rise, the government for the last several years has been developing ways to extend access to those who would not have had the opportunity to participate in the park system through programs like Every Kid in A Park, an initiative that offers free admission to all fourth grade students across the country. Yet by excluding the mandate on diversity, “the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation”, equity, “freedom from bias or favoritism”, and inclusion, “the action or state of including or of being included within a group or structure”, it is unlikely that initiatives to promote participation by minority groups within America’s public lands will be supported.

This is the latest in a string of decisions in which previous protections, mandates, and initiatives concerning diversity have been deconstructed or removed under the current administration. For example, in January following the inauguration of President Trump the new whitehouse.gov website was found to not only have dropped the page on climate change but to have also discarded the Obama-era page affirming the executive branch’s commitment to supporting the LGBTQ community. This was followed in October by an announcement from the Justice Department that protections from discrimination in the workplace under Title VII (“prohibits employment discrimination based on race, color, religion, sex and national origin”) would no longer apply to transgender workers. An easy argument to latch onto is that it is not the government’s place to be forced to affirm the identify of various groups, but after the January ban on refugees, the July ban on transgender military service personnel, and the September announcement of the repeal of the Deferred Action for Childhood Arrivals program, it is no longer assumed that the government will issue protections for those who have been historically marginalized. However, the United States has wrestled with similar moral and legal debates over the last 200 years, and as preached by 19^th century minister Theodore Parker and echoed later by Dr. Martin Luther King Jr.,

“The arc of the moral universe is long, but it bends toward justice.”

Since the establishment of the United States, there has a been constant tension concerning who is allowed to claim certain rights. In 1868, a first step of progress was made by introducing the 14^th Amendment into the constitution, granting US citizenship to former slaves and declaring that all people are to be seen as equal under the law. At the time this amendment was a revolutionary statement, and throughout the country’s history this amendment has been the foundation for many of the most well-known civil rights cases the United States’ court system has ever seen.

Ninety years after the 14^th Amendment had been ratified, challenges on the nature of equality were still being debated and put to the test as measures such as Jim Crow laws were enacted. Separation between blacks and whites was enforced in many public spaces, and education, marriage, and healthcare for the black community were all impacted negatively as a result. Yet in 1954, these policies were brought to court under the title of Brown vs Board of Education. Through the success of the plaintiff’s argument, schools across the country would soon be desegregated over the following years.

A display board from the Rosa Parks Collection Library of Congress about Equal Employment Opportunity — Equal Employment Opportunity – Title VII. Source: Ted Eytan, Creative Commons

Moving into the Civil Rights period of the 1960’s, the next phase of striving towards diversity, equity, and inclusion was the implementation of Affirmative Action in 1961. The history of the action is summarized on the National Conference of State Legislators website, recounting that

“In 1961, President Kennedy was the first to use the term ‘affirmative action’ in an Executive Order that directed government contractors to take ‘affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin.’ The Executive Order also established the President’s Committee on Equal Employment Opportunity, now known as the Equal Employment Opportunity Commission (EEOC).”

Affirmative Action still stands today and has been joined by the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990, but much like the decisions preceding them, these acts are still hotly contested. Critics argue that the actions lower standards and may force an employer to hire candidates unfit for the job, while supporters counter that the actions succeed at allowing underrepresented applicants such as ethnic minorities, women, those over age 40, racial minorities, and those who are disabled an equal chance to compete for white collar positions instead of being weeded out at the beginning of the process due to negative biases. Regardless of the controversy, Affirmative Action was another step in laying the groundwork for future actions, codes such Title IX (“prohibits discrimination on the basis of sex in any federally funded education program or activity.”), and eventually the incorporation of diversity policies and statements into modern organizations.

After the implementation of Affirmative Action and Title IX, some organizations decided to go beyond the minimum and make diversity a core aspect of their operations. Through diversity statements, organizations and businesses make it clear that they stand for the promotion of a diverse workforce and that diversity in background, skills, and life experience breeds a healthy work environment. Universities have taken the lead on this front, and UAB has incorporated these ideals in two ways. First, any group who wants to become an official club on campus must make sure to include the UAB Nondiscrimination Clause within their constitution before being approved. Secondly, the university has created the Office of Diversity, Equity, and Inclusion to specifically promote this cause. On the office’s website, a Statement on Diversity is included that reads

“Diversity is a defining feature of Birmingham’s past, present and future. At UAB, we are committed to capitalize on what makes Birmingham and the University trailblazers in moving inclusion forward. We are invigorating conversations, fostering civic engagement, widening perspectives, stimulating innovation and connecting people. Every day, we seek ways to actively promote and recognize principles of fairness and equity, in relation to, and across, intersections of race, age, color, disability, faith, religion, ancestry, national origin, citizenship, sex, sexual orientation, social class, economic class, ethnicity, gender identity, gender expression, and all other identities represented among our diverse communities.”

These type of statements work as a positive sentiment, but it is important to note that by making an organization-wide commitment to diversity, equity, and inclusion also serves as a protection for people underrepresented in certain industies. In August, Google faced an incident that sent waves through Silicon Valley as one of their employees, James Damore, sent out an “Anti-Diversity Manifesto” to other employees across the company. In it he stated that “Differences in distributions of traits between men and women may in part explain why we don’t have 50% representation of women in tech and leadership” followed by “discrimination to reach equal representation is unfair, divisive, and bad for business.”

The google team marches in a gay pride parade — Google Gay Pride. Source: Wikimedia Commons, Creative Commons

The response from those both inside and outside of Google was one of outrage and condemnation, although it should be noted that Damore did have supporters behind him and that these beliefs were not new development to the field. In the April 2017 Issue of The Atlantic, it was reported that within the tech industry most women have had to combat issues ranging from demeaning remarks to fending off repeated instances of inappropriate sexual advances. The article also referenced a number of studies reporting that women “are evaluated on their personality in a way that men are not. They are less likely to get funding from venture capitalists, who, studies also show, find pitches delivered by men—especially handsome men—more persuasive. And in a particularly cruel irony, women’s contributions to open-source software are accepted more often than men’s are, but only if their gender is unknown.”

This put Google in a difficult situation, for if they kept Damore as an employee others would see that as condoning his points and continuing the cycle of discrimination against women, but if they fired him as a gut reaction Google would be confirming his “echo chamber” criticism of the company. However, because of Google’s proactive steps to address this type of issue should it arise, a statement rejecting the manifesto was issued by their Vice President of Diversity, Integrity & Governance, Danielle Brown.

“We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul… Part of building an open, inclusive environment means fostering a culture in which those with alternative views, including different political views, feel safe sharing their opinions. But that discourse needs to work alongside the principles of equal employment found in our Code of Conduct, policies, and anti-discrimination laws.”

Through the embedding of diversity into their values, Google was able to swiftly respond by referencing their company policies and showing that those who disagree do so against the whole of the company’s standards and practices.

The Google incident is one of many demonstrating the importance of developing and including diversity statements and mandates within institutions and organizations. While used mainly to voice solidarity and commitment, the statements have the power to protect those who are underrepresented should a situation arise. The recent dismantling of these mandates and protections by the Department of the Interior and the Justice Department have left minority groups far more vulnerable to exclusion up through the highest levels of government; yet when viewing these decisions through the historical lens of diversity advocacy in the United States, the current blockages may only be temporary stumbling blocks on the road to further and deeper acceptance of inclusion across the nation.