We Are Not Tokens for Diversity Brochures: An Open Letter to Lakehead University to Fulfill its Commitment to Diversity, Equality, and Justice

Over the last several weeks, Lakehead University has been subject to controversy regarding the marginalization and lack of institutional support to faculty of colour. This has resulted in the high profile resignation of Angelique EagleWoman, the Dean of the Bora Laskin law school. The first Indigenous dean of a Canadian law school has gained wide support for condemning systemic racism within the university.

Related to this are other professors of colour, especially within the Faculty of Social Sciences and the Humanities, who have quietly announced they are leaving or planning on leaving Lakehead University due to facing systemic racism, hostility from non-racialized students and colleagues, and lack of support from university administration. These professors of colour have played a vital role in providing safe spaces for students of colour to discuss systemic racism and other related forms of inequality. The limited spaces that exist within Lakehead for students of colour to experience being taught by diverse faculty, including Indigenous, racialized women, and queer faculty of colour and other equity seeking groups has limited students’ opportunity to thrive in safe learning environments. These professors of colour have worked in often hostile teaching conditions to open up unique spaces within the classroom to critically explore issues related to the historical trauma and experiences of marginalization that students of colour face.

Just this month, the Canadian Association of University Teachers released a study titled, “Underrepresented & Underpaid Diversity & Equity Among Canada’s Post-Secondary Education Teachers.” In it, the study concludes that despite diversity initiatives, departments are failing to achieve employment and wage equity for academic staff. With this, departments are failing to recruit and hire faculty of colour that reflect the diversity of students they teach. Of particular concern is the finding that Black academics make up only 2% of faculty, while Indigenous academics continue to be significantly underrepresented within postsecondary institutions, making up only 1.4% of all university professors and 3% of college instructors in 2016. This finding is particularly troubling since 5% of undergraduate university students identify as Indigenous and further make up 3.8% of the total labour force. Similarly, a disturbing wage gaps exists between white men and all other groups, and is most significant for racialized women professors who only earn an average of 68 cents for every dollar. We are attentive to the fact that neoliberal shifts have resulted in the declining number of Assistant Professors, shrinking from 10,910 in 2006/07 to 8,544 in 2016/17. Adding to this challenge, Indigenous, Black, racialized women, and other equity seeking post-secondary academics are the least likely to secure full-time, full- year employment.

In the context of these distressing trends, Lakehead has positioned itself as a unique institution that is committed to diversity, equality, and human rights. Lakehead’s websites, brochures, and diversity pamphlets present powerful images of campus diversity. However, one must question if Lakehead is committed to hiring and supporting people of colour beyond tokenistic displays. We challenge Lakehead to meaningfully invest in faculty and departments that will bring Indigenous, racialized, queer, and disabled perspectives and faculty into the classroom and institutions. Current trends demonstrate that Lakehead is not meaningfully advancing the interests of staff, faculty, and students that are experiencing the forms of marginalization that Lakehead benefits from in advertising campaigns.

Of particular interest is Lakehead’s Social Justice Studies Program, which brands itself as a unique learning space: “The program prepares students to work, research and advocate towards a more socially just society which values equality, solidarity and human rights and recognizes the citizenship of
each human being.” We are aware that the SJS program has an upcoming opening for a three-year contractual appointment. The vast majority of courses taught within SJS are being taught by non- racialized professors despite dealing with issues particular to Indigenous peoples and other communities of colour. It is vital for Lakehead to hire and retain Indigenous, Black, and other racialized female faculty to advance critical scholarship and mentor students from equity seeking groups. We are dismayed that core courses that rely upon the pivotal knowledge production from scholars of colour – especially Indigenous and racialized women – are not being taught from these very same groups. It is unacceptable for a program to advertise itself as advancing the interests of equality and human rights, yet have a majority white faculty advancing their academic careers from the knowledge production of largely equity seeking groups that are not hired as full time, full year employment.

The faculty within the SJS program should be doing everything in its power to fulfill its stated goals of researching and advocating towards a more socially just society. We recognize the need for Lakehead to invest in recruiting and retaining staff and faculty of colour from equity seeking communities. Concrete hiring initiatives are pivotal for supporting students’ academic goals and to provide them with the critical tools to support the surrounding Thunder Bay community beyond tokenizing them to perform white academic allyship. This is a prime opportunity for the SJS program to meaningfully reflect its mission statement and seek to recruit diverse faculty to advance its curriculum and support future students of colour.

To Angelique Eaglewoman and all the faculty of colour who have quietly left or are announcing their departure due to forms of structural racism and outright hostility from students and colleagues, it is the hope that Lakehead University will step up to the plate and enforce a robust plan of recruiting and hiring faculty that will reflect the diversity of the student population and surrounding community. It’s time for a change, and we are confident that Lakehead can fulfill its commitment to diversity, equality, and justice.

*** We have decided to remain anonymous in order to retain the freedom to speak frankly about our experiences within the university and to shed light on racialization as a systemic problem rather than reducing it to individual bias.

Consciousness-Raising?

            Critical White Studies scholars work to counteract the “invisibility” of whiteness
through consciousness-raising. Consciousness-raising, as defined by bell hooks, is the act
of learning and teaching about a “system of domination, how it became institutionalized
and how it is perpetuated and maintained” (hooks 2000, 7). Similar to early feminists’
struggles to raise consciousness about patriarchal domination, Critical White Studies
scholars aim to raise consciousness in white people about the structure of white
supremacy and their position of power through white privilege (McIntosh 2002, 97).
Barbara Flagg characterizes white “dysconsciousness” as the “transparency phenomenon:
the tendency of whites not to think about whiteness, or norms, behaviors, experiences or
perspectives that are white specific” (Flagg 1997, 269). This lack of awareness is a
consequence of the invisibility of whiteness, which is often understood in oppositional
terms to blackness (Grillo and Wildman 1997). Ruth Frankenberg suggests that “the more
one scrutinizes it, the more the notion of whiteness as an unmarked norm is revealed to
be a mirage or indeed, to put even more strongly, a white delusion” (Frankenberg 2001,
73).
          Whether understood as invisible, delusional, or transparent, most Critical White
Studies scholars agree that there is a general white “dysconsciousness” that needs to be
taken seriously to “foster racial justice;” that we need to “look for ways to diffuse
transparency’s effects and to relativize previously unrecognized white norms” (Flagg
1997, 630). Peggy McIntosh “led the way” in creating consciousness-raising techniques
through her conceptualization of “the invisible knapsack” of white privilege (Rothenberg
2002). McIntosh states that white privilege is “an invisible package of unearned assets,which I can count on cashing in each day, but about which I was ‘meant’ to remain
oblivious” (McIntosh 2002, 97). McIntosh then lists examples of everyday occurrences
that white folks take for granted, which include the following among many others:

5. I can turn on the television or open the front page of the paper and see
people of my race widely represented.
7. I can be sure that my children will be given curricular materials that testify
to the existence of their race.
21. I am never asked to speak for all the people of my racial group
24. I can be sure that if I need legal or medical help, my race will not work
against me.
46. I can choose blemish cover or bandages in ‘flesh’ color and have them
more or less match my skin. (McIntosh 2002, 98-99)

Even though many examples listed should be obvious, white hegemony shields many
white folks from obvious structures of social inequality and more importantly protects
them “from many kinds of hostility, distress, and violence” (McIntosh 2002, 100).
          When Critical White Studies scholars work to raise consciousness to “undo the
invisibility of whiteness,” it demonstrates a preoccupation with the white condition
(Mahoney 1997, 462). Also, “the declaration that we must see whiteness… assumes that
whiteness is unseen in the first place” (Ahmed 2004, 15). People of color know about
whiteness. People of color have always known about whiteness. People of color have
resisted and communicated the horrors of white supremacy time and time again. So, what
does this say about Critical White Studies? To raise-consciousness is to regurgitate the
words of Black feminists amongst ourselves (white folks) until we legitimize and “hear”
what people of color, or more specifically, African American women have been saying
all along. In order to remain critical, we must acknowledge that one of Critical White
Studies’ key anti-racist strategies is to tell white people what everyone else already
knows. Teaching and understanding white privilege is undoubtedly important to have any
hope for white involvement in abolishing white supremacy. However, it is evident that
consciousness-raising as social justice is limited by re-centering whiteness in Critical
Race Theory. Grillo and Wildman explain that whites re-centering whiteness is a product
of white supremacy:

White supremacy creates in whites the expectation that issues of concern to them
will be central in every discourse. The center stage problem occurs because the
dominant group members are accustomed to being center stage. They have been
treated that way by society; it feels natural comfortable, and in the order of things.
(Grillo and Wildman 1997, 621)

In order to counteract Critical White Studies’ center stage problem, we must unlearn the
white dominant narrative that convinces us that our histories and lives are the norm and must be at the center.


Lauren A. Martin is a second year law student at Wake Forest University and a Senior Justice Law Fellow for the Decarceration Collective, an anti-carceral law firm based out of Chicago.