I work in an arena in which the majority of staff are working on being anti-racist. Our leader goes along with the conversation, but behind closed doors and in practice, does not follow through on agreements, is micro aggressive. What are some constructive solutions to solving the power differential that exists and is therefore holding us back from being better in practice?

In bringing theory to practice remember that the dominant white-racist framing in America is intergenerationally reproduced by white elites with power and privilege in all social classes. Analyze and interpret how intellectual forces in business, communications, public policy, education, medicine, education, churches, and government created and codified and subtly maintains this societal framework. Remembering that white-racist framing and processes often go unrecognized (cognitive dissonance), therefore anti-racism generates a moral and ideological crisis for many white Americans. Several general disruptive innovations are: (a) Conduct a session on power analysis and the history of racism; (b) Training in mindfulness and critical thinking; (c) Use of the community readiness model; (d) use a process that helps move individuals through (1) sympathy, (2) empathy, and (3) autopathy; (e) discourse on the social context of racist practices under the social contract; and (f) extended use of anti-racist role models who have learned to overturn the oppressive and systematic racism created by their ancestors to a liberty and justice framework of society.