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“I mean, if
you’re qualified, they’ll hire you and if you’re not qualified, then you don’t get the job.”
(Bonilla-Silva, 2010, p. 72). “I think it’s due to lack of education” (Bonilla-Silva, 2010, p. 69).
“You know, people group together for lots of different reasons. . . Just as elephants in the wild,
you know. Elephants groups together, cheetahs group together” (Bonilla-Silva, 2010, p. 66). “If
you did have two people with the same qualifications, one’s minority and one’s not, you know.
I’d want to interview them and just maybe a personality stands out that works with the job, I
don’t know. Just find something else other than race to base it on, you know?” (Bonilla-Silva,
2010, p. 60). While racists of the past were more overt with their use of biased words and
thoughts about those of other races, today racism has evolved into a more covert and politically
correct form coined as color-blind racism. Different techniques are wrapped up in each of these
quotes by white interviewees trying to justify their positions on race-based issues. Eduardo
Bonilla-Silva calls color-blind racism “The New Racism” (Bonilla-Silva, 2010) in his book
Racism Without Racists and unwraps the specific ways whites perpetuate racist ideals.
The first theory unpacked is called abstract liberalism. Abstract liberalism allows whites
to appear logical and moral while sharing covert racist views. The interviewee wanting to
eliminate race from the hiring process displays this frame of mind. It values equal opportunity
and does not take into account the systems of racism that have hindered equality’s birth from
solely equal opportunity (Bonilla-Silva, 2010). Abstract liberalism helps explain those who
support equal opportunity while opposing affirmative action in the same breath. They do not
The second theory that allows whites to perpetuate racism is called naturalization. The
interviewee who equated those of different races grouping together to animals in the wild
represented this frame. It is a natural phenomenon to prefer likeness and it is acceptable to allow
because people of all races do it (Bonilla-Silva, 2010). This theory encompasses opinions such as
being less attracted to individuals of other races and letting things be that happen naturally.
Racism is supported by this frame because it purposely keeps social distance wide claiming its
“natural”.
The third theory is called cultural racism and it allows whites to get in the way of the
advancement of people of color by using culturally based arguments (Bonilla-Silva, 2010). The
interviewee using this frame expressed an opinion about education being the hindrance to
progress for racial minorities. Racist thoughts and expressions using cultural racism would
include statements about the number of children certain races have, their presence in the welfare
system, lack of good education, or poverty that has been brought about by generations of these
issues. People adopting this frame believe the lack of success and progress racial minorities
experience happens because of cultural practices that keep groups from getting ahead.
minimization would like people to believe that race is no longer an issue (Bonilla-Silva, 2010).
Progress has been made and there are plenty of opportunities for minorities to get ahead. If they
want to, they can, and their race is no longer holding them back. This frame is reflected by the
interviewee who says qualification is what will get you a job and nothing else matters. If the
effects and practices of color-blind racism are swept away as if they no longer exist,
Eduardo Bonilla-Silva uses the majority of his book, Racism Without Racists, to validate
these theories and how they’re used. After using extensive interviews and theory to prove the
existence of “The New Racism”, he speaks directly to white readers encouraging them to take
antiracist action by the techniques he describes in becoming an ally. According to a conference
paper from the University of Pittsburgh’s Kathleen Bulger, antiracists use tactics of “personal
transformation and group interaction” (Bulger, 2006). Bonilla-Silva agrees with this first step of
personal transformation when he says that change begins when individuals experience “cognitive
and emotional liberation” from racialization (Bonilla-Silva, 2010, p. 242). Whites must go
through reconstruction of their personal biases, social networks, emotions, and preconceived
notions to recognize their whiteness and remove themselves from it. Bonilla-Silva argues that
most whites who would say they’re not racist are actually just “tolerant” and “liberal” people
who take a passive stand on racist issues (Bonilla-Silva, 2010). Being antiracist involves a direct
commitment to humble oneself, acknowledge and fight against the whiteness one has been
wide scale. Data from many sources can show the effects of this like a page from the Bureau of
Labor Statistics that shows almost twice as many whites are in positions of management
compared to blacks and almost twice as many blacks are in service occupations when compared
to whites (U.S. Bureau of Labor Statistics, 2012). Because of housing disparities, cost of living,
and overt racist ideologies, communities and school are segregated based on race. Poorer urban
areas tend to have a higher percentage of ethnic minorities living there than whites. The Racial
Dot Map from UVA’s Cooper Center shows that entire neighborhoods are even separated by
race in places that appear to be well integrated (Cable, 2013). Because of extensive data and
theories like social distance, it can be assumed that whiteness is deeply socialized into the
your networks, orientations, and even emotions” (Bonilla-Silva, 2010, p. 243). Build
relationships with people who are not white. Recognize your subjective thoughts and emotions
toward people of color and policies like Affirmative Action. As Bulger put it, look for
conversations and situations; to take every leadership position and lead in a hierarchical
inflexible way; and to insist on individualism” (Bulger, 2006, p. 8). Be willing to give up power.
Be willing to admit you were wrong. Don’t assume that equal opportunity is the same as
equality. Dive into uncomfortable and potentially painful conversations, not only with people of
endure pain (Bonilla-Silva, 2010). Conversations about race relations and inequality typically
involve some level of pain and suffering. In order to develop empathy and destroy bias, whites
need to be willing to enter into this pain and take some of it upon themselves. For example,
hearing from a friend that your actions or words include color-blind racist techniques requires
humility to accept the wrong you’ve done and change it going forward. Furthermore, asking for
those conversations to happen means that an individual must be willing to seek out discomfort
and sink into it. Bulger says that antiracist whites are actually more comfortable doing this with
multiracial groups, but insecure when having conversations of this sort or working with other
whites (Bulger, 2006). Being an ally does not mean immersing oneself in the culture of the
oppressed and leaving whiteness behind. Like Du Bois’ idea of the talented tenth, whites can be
allies by becoming antiracist and using their position to reach others (who could be white).
Bulger reported that all antiracists agreed that antiracism must first include personal
transformation and relationship building as discussed previously. Activism and group action can
only follow when individuals have undergone personal transformation that solidifies their
convictions (Bulger, 2006). Bonilla-Silva provides recommendations for allies to get involved in
politics and social movements. His most important piece of advice for readers who are on board:
Don’t do nothing. Social movements are the main pathway for change so be part of one (Bonilla-
Silva, 2010). The Black Lives Matter movement is a rapidly growing and powerful one that is
easy to get behind. As college students, joining student organizations opposing racism and
participating in campus protests are action-oriented steps to becoming an effective ally. Get
involved in politics. Pick a fight and get behind it. Talk to family members and friends about
Bonilla-Silva, E. (2010). Racism without racists: Color-blind racism and the persistence of
Bulger, K. (2006). We’re All the Man Sometimes: How Whites and People of Color Negotiate
http://search.ebscohost.com.proxy.libraries.uc.edu/login.aspx?direct=true&db=sih&AN=
26643963&site=ehost-live
https://demographics.coopercenter.org/racial-dot-map
U.S. Bureau of Labor Statistics. (2012, October 26). Occupational employment by race and