• Impostures Syndrome and Black Ambition: DEI, Racial Capitalism, and the History of Policing in the US + Whitney Knox Lee, Esq.

  • 2024/02/10
  • 再生時間： 59 分
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Impostures Syndrome and Black Ambition: DEI, Racial Capitalism, and the History of Policing in the US + Whitney Knox Lee, Esq.

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  • Alyssa Calder Hulme: [00:00:00] Welcome to the Women of Ambition podcast. I'm your host, Alyssa Calder Hume, and today we have Whitney Knox Lee. Whitney is a civil rights attorney, an equity and inclusion consultant, a mother and wife, and the host of the Empatrix podcast.  Whitney Knox Lee, Esq.: Yes.  Alyssa Calder Hulme: Thank you so much for being here, Whitney. Tell us a little bit about your podcast, because I think that encompasses a lot of these, uh, these different roles that  you fulfill and passionately. Whitney Knox Lee, Esq.: It really, yeah. It does. So, um, Impostrix podcast, we are going to be affirming the lived experiences of professionals of color who navigate imposter syndrome, white dominant culture, and racial toxicity at work. Um, and so really what that means is we're going to be diving into all that it means to be a professional of color, um, acknowledging that we are working within systems that sometimes were created to exclude us. Um, so we're going to be talking about like, how do we identify when we're [00:01:00] working within these systems and if these systems are like actively working against us and we are being gaslit about that, then what do we do? How do we deal with those types of conversations? Um, we're going to talk about the historical context of race and racism, um, here in the United States. And what that has to do with where we are now, um, as folks of color who are working in professions. And then we're also going to talk about like the science behind how racial traumas. affect us, affect our brains, affect our bodies, and in turn affect how we show up to the workplace, and whether or not and when we might be triggered by circumstances that are happening around us, whether that's within our work environment. Or like for me, it's mostly, uh, external facing when I'm working. Um, so I work as a civil rights attorney in the South and I represent folks who are incarcerated. [00:02:00] And what that means on a day to day is that I'm constantly going to jails and prisons and seeing people who look like me, who are behind bars and living in cages. Um, and so this, the science component I really want to get into to better understand for myself. When I'm leaving these jails and prisons and I'm feeling triggered and worked up and having to, um, Utilize all of these tools to kind of bring myself back to safety, um, why I'm feeling that way. Mm hmm.  Alyssa Calder Hulme: That sounds, I think that's so important that like, it sounds like you're talking about like embodiment, like mindfulness and being aware. And I would venture to say that no HR in America is set up to help people understand those. Pieces of themselves.  Whitney Knox Lee, Esq.: No. And somebody recently asked me, we were talking about like the DEI profession. So diversity, equity, and inclusion. Sometimes there's a B at the end, which means belonging and [00:03:00] why that's important. And this was some, this was coming from a black woman who owned her own law firm. Um, and so she was asking really as an employer, like, why is this important? Why do we need this? Because these days, like. People aren't showing up to work and just being like overtly racist. And, you know, to answer that question, it's really about creating a community or a space within the workplace where we can feel like we belong, where we're seen and where it's psychologically safe for us to show up. And so if I am experiencing being triggered because of the work that I do, feeling safe. To talk about that, to raise that, um, and then having systems in play within our workplace that can support me in that, you know, it's, it's part of. The, the reason or the, the need for D E I B. Do you  Alyssa Calder Hulme: [00:04:00] see, I I've heard a lot of different things about diversity, equity, inclusion, belonging, um, and we'll get to ambition. I always get off track, but I really want to ask you, um, as you know, per the normal way it goes in America. A lot of the times, um, there's a lot of performativity, uh, within the workplace. Um, D I, um. Groups being formed within companies and not really being informed or not being led by the correct people or not being educated Do you are you seeing that trend and is this some is this a another thing? We need to abandon and start over with or is it something we can work with do you think  Whitney Knox Lee, Esq.: I definitely think we can work? with it because Often what I see, so I work in the nonprofit world, um, and it may be different in the corporate world where theoretically there's more money. But what I see is often there are these like voluntary committees, like diversity committees, um, who are [00:05:00] tasked with doing this work. And oftentimes these committees are made of people of color. Who have other whole jobs within the organization and who are taking on this really emotion heavy, um, labor of trying to help this organization do whatever it is that the organization wants...
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Alyssa Calder Hulme: [00:00:00] Welcome to the Women of Ambition podcast. I'm your host, Alyssa Calder Hume, and today we have Whitney Knox Lee. Whitney is a civil rights attorney, an equity and inclusion consultant, a mother and wife, and the host of the Empatrix podcast.  Whitney Knox Lee, Esq.: Yes.  Alyssa Calder Hulme: Thank you so much for being here, Whitney. Tell us a little bit about your podcast, because I think that encompasses a lot of these, uh, these different roles that  you fulfill and passionately. Whitney Knox Lee, Esq.: It really, yeah. It does. So, um, Impostrix podcast, we are going to be affirming the lived experiences of professionals of color who navigate imposter syndrome, white dominant culture, and racial toxicity at work. Um, and so really what that means is we're going to be diving into all that it means to be a professional of color, um, acknowledging that we are working within systems that sometimes were created to exclude us. Um, so we're going to be talking about like, how do we identify when we're [00:01:00] working within these systems and if these systems are like actively working against us and we are being gaslit about that, then what do we do? How do we deal with those types of conversations? Um, we're going to talk about the historical context of race and racism, um, here in the United States. And what that has to do with where we are now, um, as folks of color who are working in professions. And then we're also going to talk about like the science behind how racial traumas. affect us, affect our brains, affect our bodies, and in turn affect how we show up to the workplace, and whether or not and when we might be triggered by circumstances that are happening around us, whether that's within our work environment. Or like for me, it's mostly, uh, external facing when I'm working. Um, so I work as a civil rights attorney in the South and I represent folks who are incarcerated. [00:02:00] And what that means on a day to day is that I'm constantly going to jails and prisons and seeing people who look like me, who are behind bars and living in cages. Um, and so this, the science component I really want to get into to better understand for myself. When I'm leaving these jails and prisons and I'm feeling triggered and worked up and having to, um, Utilize all of these tools to kind of bring myself back to safety, um, why I'm feeling that way. Mm hmm.  Alyssa Calder Hulme: That sounds, I think that's so important that like, it sounds like you're talking about like embodiment, like mindfulness and being aware. And I would venture to say that no HR in America is set up to help people understand those. Pieces of themselves.  Whitney Knox Lee, Esq.: No. And somebody recently asked me, we were talking about like the DEI profession. So diversity, equity, and inclusion. Sometimes there's a B at the end, which means belonging and [00:03:00] why that's important. And this was some, this was coming from a black woman who owned her own law firm. Um, and so she was asking really as an employer, like, why is this important? Why do we need this? Because these days, like. People aren't showing up to work and just being like overtly racist. And, you know, to answer that question, it's really about creating a community or a space within the workplace where we can feel like we belong, where we're seen and where it's psychologically safe for us to show up. And so if I am experiencing being triggered because of the work that I do, feeling safe. To talk about that, to raise that, um, and then having systems in play within our workplace that can support me in that, you know, it's, it's part of. The, the reason or the, the need for D E I B. Do you  Alyssa Calder Hulme: [00:04:00] see, I I've heard a lot of different things about diversity, equity, inclusion, belonging, um, and we'll get to ambition. I always get off track, but I really want to ask you, um, as you know, per the normal way it goes in America. A lot of the times, um, there's a lot of performativity, uh, within the workplace. Um, D I, um. Groups being formed within companies and not really being informed or not being led by the correct people or not being educated Do you are you seeing that trend and is this some is this a another thing? We need to abandon and start over with or is it something we can work with do you think  Whitney Knox Lee, Esq.: I definitely think we can work? with it because Often what I see, so I work in the nonprofit world, um, and it may be different in the corporate world where theoretically there's more money. But what I see is often there are these like voluntary committees, like diversity committees, um, who are [00:05:00] tasked with doing this work. And oftentimes these committees are made of people of color. Who have other whole jobs within the organization and who are taking on this really emotion heavy, um, labor of trying to help this organization do whatever it is that the organization wants...
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