Decentering whiteness in the workplace – by Dr Janice Gassam Asare

An in-depth review

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Overall Score: 9/10

Decentering whiteness in the workplace is a title I searched for as I sought to deepen my understanding of ‘whiteness’ and DEIJ work through a racialised lens. I wanted to learn how DEIJ work is experienced in a US-context to understand what may resonate with individuals who may live and work in that context and effectively support their development. Though I feel that the centering of race in DEIJ work is most pervasive and relevant in the US-context, I wanted to develop my understanding of where the US lens may provide insights into the European context. Though many readers may be intimidated by the title, I hope and encourage people who are seeking to learn, develop, and even critique these ideas to give this book a read.

Here’s why it was a solid 9 out of 10.

Key Takeaways

Quick Review:

Empathy is not effective in changing oppressive systems.

Dr Janice Gassam Asare

For educators, especially those in non-US contexts, the most important sections of the book are the conversations and recommendations regarding the weaknesses of popular approaches to DEI work. This includes criticisms of how engagement with marginalised voices is often a performative allyship which does not support meaningful change. Dr Asare’s clear presentation of these concepts will broaden many educators understanding of what needs to be done to move towards an equitable environment.

Despite the powerful and consistent focus on systems, as with many DEI books, the writing tends towards a focus on the individual both as a writer and as a reader. As a non-US reader, Dr Asare’s deep use of personal anecdote can be inaccessible at times and far less accessible for individuals who have not already read broadly or are familiar with artefacts of the black experience in the US. Though a personal lens is of critical importance, this movement away from systemic recommendations towards what we as individuals need to do better can feel shallow at times. Irrespective, this is an important aspect of the work to be done, but a clearer separation of systems, and self-care or consideration will help the reader to understand recommendations which need to be personalised and comprehensive actions which need to be taken.

Decentering whiteness in the workplace is an enjoyable read with useful resources such as a discussion guide at the end of the book. I have found immediate application of the ideas in my own work and reference her concepts in workshops and sessions I lead. Decentering whiteness in the workplace is not unique in its content, but its approach and quality make it stand above other similar pieces of work, supporting the development of DEI narratives and expressions in the space.

Detailed review:

Readability – 8/10

The printed book has a typical font size which may require reading glasses. At <200 pages, the book is not a laborious read and is dense with useful points and advice. The writing style varies between a concise and quite academic (in tone rather than vocabulary) approach which recommends actions with authority and a narrative approach which is more gentle and carries less gravitas while being engaging through its honesty and vulnerability. Highlighting is a must but note-taking is by preference, this book is a comfortable read for a qualified educator.

Decentering whiteness in the workplace is most impactful in the first half where the use of models and examples is most consistent and easy to apply. Reading this section is also more straightforward. The second half, due to the greater prevalence of personal anecdote and recommendations of personal actions, is a more challenging read if you do not have a point of reference to connect. This is not a negative though as all readers will still be able to glean useful points from these sections, and those who can most deeply connect will be richly rewarded.

DEIJ (Diversity, Equity, Inclusion, and Justice) awareness – 9/10

Dr Asare’s work is DEI focused and this perspective is appropriately ingrained into all considerations. The US-centric approach is clearly acknowledged from the beginning and should be remembered by non-US readers. Dr Asare builds upon the familiar tensions and realities within the US while using the racialised presentation as an avenue through which to approach equity.

The focus on ‘whiteness’ is one approach which has many critiques but also retains an important place within the range of approaches to equity work, especially within the US. Decentering whiteness in the workplace acknowledges this focus without disregarding other considerations, yet clearly positions this approach as having the potential to serve the liberation of all identities from inequitable treatment.

Whiteness is a challenging approach and can cause confusion despite clear definitions at the start. The lines blur between homogenous racialisation i.e. white=whiteness, and ‘whiteness’ as a set of characteristics, lived realities, and forms of expression which all identities can intersect with and choose to perform in a variety of ways.

This is problematic as a non-US reader because the relationship of the Irish, traveller communities, and broadly the lower-income communities in Europe with whiteness challenges the premise of the book and can make engaging with it challenging.

This occurs in part due to the way that personal anecdotes and examples are incorporated into the writing. For example, as Dr Asare discusses the benefits of her lighter skin tone and elements of her lived experience, it can become challenging to discern whether whiteness is an inherent characteristic of being racialised as white and this tension is not explicitly addressed. Within the same sections, there are at times challenging or triggering engagements with her own identity where in her own centering of whiteness she has almost eradicated her own identity and the lack of deeper acknowledgement of this may be challenging for readers who see themselves in her experiences.

Greater clarity and reiterating the differences more consistently will support readers less well-versed in these topics.

To be clear, this is not a criticism or fault of the book, rather an important consideration for readers who may not be the target audience of the book.

Applicability: Work – 10/10

With a special shoutout to the work on hiring practices, the majority of the first half of the book is immediately applicable and can inform leadership team and HR meetings. The provision of examples, guiding questions, reflection techniques, and specific examples of actions is incredibly useful and completely applicable within an educational setting.

DEI work is an incredibly emotive space with many more or less accessible approaches to the work. Decentering whiteness in the workplace takes an accessible approach with clarified context and clear guidance. I strongly recommend attempting to apply these techniques to your context.

When read critically, this book can be wonderfully and easily applied to your work.

Applicability: Life – 6/10

Though explicitly positioned for a US-context, the personal application of Decentering whiteness in the workplace is challenging because the incredibly unique and intersectional nature of lived experience means that the more personal guidance simply cannot always hit the mark. Dr Asare’s personal anecdotes are engaging but through their very nature can be challenging for individuals who may be racialised through a European context and are not able to strongly connect with and then use Dr Asare’s anecdotes for application in their lives.

This, of course, is purely a consideration for the reader, and not a weakness of the book. No author can be expected to have a personal experience which is universally engaging and able to connect to individuals lived experiences.

Classroom use – N/A

This book targets both the personal and the organisational. Though there may be some takeaways and approaches which can be adapted for classroom use, this is not the approach that the book takes at all. I would position this as one of the first texts I have reviewed where I think the best use and engagement with the book is to focus purely on the professional application in terms of professional performance and engagement with colleagues as is best for the corporate and adult-focused drive of the book.

Reading Speed – Moderate to fast – highlighting recommended

Decentering whiteness in the workplace is not a slow read and though it is packed with information, it is written in a clear way that does not require excessive pondering and notetaking. I strongly recommend highlighting passages and marking key pages, but it is a smooth and engaging read.

Reading order – Selective

Though there are undoubtedly benefits to a beginning-to-end read, the structure of the chapters and clear focus of each, makes this book easy to selectively engage with based on what you need it for most. It is a must to read the clarifying introductory chapters first though.

Uniqueness – Explicit use of the lens of whiteness for system change

Decentering whiteness in the workplace uses the racialised lens of whiteness to explore approaches to systemic change in the workplace. Though not educationally focused, the approaches ring true for schools and the lens of whiteness provides a new way to understand the importance of key actions.

I thoroughly recommend Decentering whiteness in the workplace and am excited to apply many elements of the framework to my personal consultancy.