FROM AWARENESS TO ACTION: WHITE FEMALES TACKLING RACISM IN ORAL HEALTHCARE

By Kristine Berry

The current dialogue surrounding women in dentistry often focuses on topics like which conventions to attend, how to support each other, how more dental school graduates are now female, and the ideal way to be a CEO. However, this has led some to question whether the “women’s movement” in dentistry only serves the narrow interests of certain classes of white women.

Female oral healthcare associations and groups must be committed to inclusivity, ensuring their initiatives encompass all women, regardless of race or gender identity. Unfortunately, there have been instances where certain white female groups have predominantly focused on interpreting the oral healthcare industrial complex through the lens of historical white male attitudes, actions, and ways of being, leading to meetings and discussions that reinforce racist, sexist, patriarchal/matriarchal, and hierarchal beliefs, and behaviors. To genuinely support and center all voices, it is essential to recognize and address the challenges faced by individuals who do not conform to institutionalized dental norms, such as women of color and trans women.

While a comprehensive exploration of women’s history in oral healthcare goes beyond the scope of this article, it remains interconnected with the broader history of dentistry and all dental professions under the umbrella of oral healthcare as well as the United States. Therefore, as dental professionals, regardless of whether we work in clinical or non-clinical roles, we are responsible for acknowledging and openly discussing issues related to race and racism within the field.

This article aims to explore:

• The current dialogue surrounding women in dentistry and addressing inclusivity and intersectionality ensures that all women, regardless of race or gender identity, are represented and supported.

• The “White Supremacy (or White Superiority) Culture” framework to bring awareness to the deeply embedded norms and practices in professions and institutions that perpetuate white supremacy values and ways of thinking.

• The benefits of participating in white affinity groups to engage in cultural awareness, recognize their power and privilege, promote allyship and advocacy, and actively discuss race and racism despite societal stigmatization.

• The importance of assisting one another and actively confronting and dismantling oppressive systems in dentistry to create a more inclusive and belonging environment for all women.

Racism

Race is a man-made construct, and gender is a societal construct. Stereotyping is the root cause of racial discrimination, which can result in various forms of bias, such as prejudices, discrimination, and systemic racism. However, we have the power to recognize and rectify these biases in our actions and decision-making processes.

Racism, as a system, relies on the establishment of racial categories to rationalize the mistreatment, dehumanization, and enslavement of certain groups. An example is the transatlantic slave trade, where European colonizers classified people from Africa as “black” and themselves as “white” to justify their actions and maintain control. Racism is, of course, not limited to black individuals.

Systemic racism refers to the institutionalized racism that is deeply ingrained in different aspects of dentistry, such as who is accepted into dental school, hired, able to remain in an organization, offered sponsorship and mentorship, able to reach executive positions and board memberships, and given opportunities to speak and present. Racism goes beyond individual attitudes or actions; it operates within power structures, continuing implicit and explicit biases and prejudices.

Recognizing the historical roots and pervasive influence of racism within society and dentistry allows us to address its harmful effects and strive for a more inclusive and equitable future. We must engage in open dialogue, educate ourselves, and actively challenge discriminatory practices to foster positive change.

White Supremacy Culture Framework

The primary forces driving systemic and institutionalized racism in the United States are white supremacy and settler colonialism. It is crucial to emphasize that this identification does not target individual white people but rather serves as an analysis of the ideologies that sustain systemic racism.

The “White Supremacy Culture” framework is a conceptual tool developed by Tema Okun, a well-known social justice educator and consultant. The framework aims to shed light on the deeply embedded norms and practices in organizations and institutions that perpetuate and reinforce white superiority and ways of thinking. The framework is often used to analyze and address structural inequalities, biases, and power dynamics within workplaces, educational institutions, and other social settings. It encourages self-reflection, discussion, and action to dismantle these harmful norms and cultivate a more inclusive, equitable environment.

The dental profession, much like other professions, must face its own historical background in relation to racism and sexism. As you read through the following framework, consider the number of companies, organizations, and dental practices with cultural artifacts reinforcing these principles. Acknowledging these biases and discriminatory practices are still at play is crucial.

Perfectionism: The belief that mistakes are unacceptable and that high standards must always be met, leading to fear of taking risks or making necessary changes.

Sense of Urgency: Prioritizing immediate action over thoughtful, strategic planning can lead to impulsive decisions and disregarding long-term considerations and all voices.

Defensiveness: Reacting with resistance or denial when confronted with issues of racism or inequity rather than engaging in open dialogue and self-reflection.

Quantity over Quality: Placing more excellent value on productivity and speed rather than on the depth and quality of work or relationships.

Worship of the Written Word: Privileging written communication and documentation over other forms of knowledge and communication.

Paternalism: Treating others condescending or paternalistic, assuming that certain groups need guidance or “help” from those in power.

Either/Or Thinking: Viewing situations in binary terms.

Power Hoarding: Concentrating power and decisionmaking in the hands of a few rather than distributing it more equitably.

Fear of Open Conflict: Avoiding difficult conversations or conflict can stifle authentic dialogue and learning.

Individualism: Focusing on individual achievement and responsibility rather than recognizing group influences on outcomes.

It’s essential to note that this framework is not about labeling individuals as white supremacists but about understanding and challenging the cultural norms that reinforce systemic racism and inequity. By recognizing and dismantling these harmful characteristics, oral healthcare associations, organizations, and communities can work towards creating more inclusive, just, and equitable environments for everyone.

What White Female Professionals Can Do

Culture plays a significant role in shaping our understanding of socially constructed racial categories and systemic racism. We, white women, must understand that we have benefitted from the white superiority culture more than any other women. Hence we need to engage in cultural awareness and recognize our power and privilege and the impact of our white conditioning on our perspectives and actions.

It’s important to discuss anti-racist work and racism openly, even though society may stigmatize these topics. Just like someone needs to train and exercise to prepare for a marathon, consistently practicing conversations about race and racism is necessary. Even the most wellprepared runners can still make soil themselves or not finish first, so being afraid to make mistakes, “wanting to be nice,” or simply not being racist is not sufficient.

White folks (men and women) can benefit from participating in white affinity groups. White affinity groups, also known as white caucuses or white identity groups, are gatherings or spaces specifically designed for white individuals to explore and discuss issues related to their racial identity and privilege. The purpose of white affinity groups is to create awareness, foster understanding, and facilitate conversations about racial dynamics and inequities in society.

The benefits of participating in such groups are as follows:

Self-reflection and personal growth: Conversing about race and privilege can help individuals better understand their biases and assumptions.

Building empathy and cultural sensitivity: By participating in white affinity groups, white individuals can enhance their empathy and better appreciate the experiences and perspectives of individuals from different racial backgrounds.

Recognizing and addressing systemic racism: White affinity groups provide an opportunity to learn about systemic racism and its impact on marginalized communities.

Allyship and advocacy: White individuals are crucial in being allies to marginalized communities. Participating in white affinity groups can equip them with the knowledge and tools to challenge racism and inequality within their profession. It can also empower them to advocate for diversity, equity, and inclusion in dental education, practice, and policy.

Conclusion

The term “sisterhood” is frequently employed to describe the connections among women in dentistry, highlighting the significance of solidarity. Sisterhood entails a relationship built on mutual respect, though disagreements and hurt feelings can arise among sisters. Nevertheless, it is imperative to support one another, even when it involves receiving constructive criticism. As adults and professionals, we must recognize that our “white” feelings should not always precede someone else’s life experiences.

Addressing racism in dentistry may be challenging, but ignoring it poses an even greater risk. By actively confronting and dismantling oppressive systems, policies, language, and behaviors, we can foster a more inclusive and supportive environment that empowers all women in oral healthcare and beyond.

About the author:

Kristine Berry RDH, MSEC, CDE® (She/Her) founded Dental Diversity and Inclusion Alliance to help dental practices and dental groups with project management for DEI strategic planning and implementation and includes aspects like implicit bias training, accountability measures, coaching, and developing and tracking inclusive and belonging outcomes and actions. If you are looking for an implementor or speaker, please visit https://dentaldiversityandinclusionalliance.com or email coachkristineberry@gmail.com

Kristine’s Disclaimer:

I am not an expert. I am not an expert. I have done my best to compile this article to the best of my abilities. It is essential to remember that, like all humans, I have limitations.

I am not savior-ing. To ensure you know, when I discuss the challenges a specific group faces, I don’t represent the views of every individual in that group. I base my content and analysis on scientific studies, research papers, data sets, books, social media feeds, personal conversations, and experiences. It’s important to remember that we are all constantly learning and growing.

I am biased. As a fellow human, I understand we all have inherent biases and limitations. If you ever encounter any inaccuracies or feel I may misrepresent a situation, please do not hesitate to contact me. I am always eager to learn and improve, and I appreciate any constructive feedback that can help me better serve you.

An abridged list of references.

AAPHD Council on Scientific Information. (2021). Anit-Racism In Dental Public Health: A Call To Action (White Paper). American Association of Public Health Dentistry, Springfield, IL.

Agarwal, P. (2020). SWAY: Unravelling Unconscious Bias. London: Bloomsbury Publishing Plc.

Diangelo, R., & Burtaine, A. (2022). The Facilitator’s Guide for White Affinity Groups. Boston: Beacon Press.

Jones, K., & Okun, T. (2001). Dismantling Racism: A Workbook for Social Change Groups. Changework. Retrieved March 2023, from https://www.cwsworkshop.org/PARC_site_B/dr-culture.html