Managers of Influence
Term coined by the BIPOC Living Document describing individuals who internally keep and uphold the structure of white supremacy within the institution.
Roles include: artistic directors, executive directors, board members, artistic staff, development directors, managing directors, and major donors (29)
Also known as racist abuse, the constant verbal and nonverbal interpersonal abuses against all marginalized groups by dominant groups (18)
Also defined as brief everyday exchanges that send denigrating messages to certain individuals because of their group membership or a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority
A culturally, ethnically, or racially distinct group that coexists with but is subordinate to a more dominant group. As the term is used in the social sciences, this subordinacy is the chief defining characteristic of a minority group. As such, minority status does not necessarily correlate to population. In some cases one or more so-called minority groups may have a population many times the size of the dominating group, as was the case in South Africa under apartheid (c. 1950–91). (6)
The effort of a dominant social group to subordinate culturally, ethnically, or racially distinct groups that coexist with them. This is done through the propagation of a narrative of inferiority of these distinct groups put forward by the dominant class. (6)
A term coined by the queer Black feminist Moya Bailey in 2010 blending of concepts that combines “misogyny” and the French word for black, “noir,” to describe the anti-Black racist misogyny that Black women experience. Misogynoir especially informs stereotypes about Black women in our society, such as the four roles Black women are often slotted into that leaves little room for individuality: the sassy Black woman, the angry Black woman, the strong Black woman, or the overly sexual Black woman. (50)
A system of beliefs and behaviors that recognizes and respects the presence of all diverse groups in an organization or society, acknowledges and values their socio-cultural differences, and encourages and enables their continued contribution within an inclusive cultural context which empowers all within the organization or society (2)
18. How to be an Antiracist by Ibram X Kendi
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The JJI Glossary defines terms that are necessary in discussing equity in the arts. This glossary is the result of countless hours of thoughtful research and innovation by our team.