Some of you are reifying issues of erasure & lack of inclusion in the name of "being respectful" to Black colleagues. Because you've relied on them too much for (unrewarded) service in the past & NOW don't want to burden them, you are now leaving them out of KEY strategic convos.

This would be a MAJOR misunderstanding of equity & inclusion. I fear & fear greatly that the good 'intentions', plans & many actions in this moment of 'addressing' anti-Black racism are leading to putting a new veneer on— rather than disrupting—underlying inequitable structures

e.g., Are you looking at new hires AND assessing hiring structures, departmental cultures & leadership that undergird hiring practices & traditions? Are you bringing in new diverse candidates & ' mentoring' them to 'fit'/have success or asking why culture reproduces homogeneity?

There are many critical questions that need be asked AND asked with ALL they impact at the tables of conversation & strategy—a misunderstanding of what it means to be "respectful" of Black colleagues may be linked to so many REAL convos we need have about trust & TRUE solidarity.