Addressing white Dominant Culture in Creating a Racially Just Organizational Culture

In the publication, <a href="https://www.mpassociates.us/uploads/3/7/1/0/37103967/transf.orgoperrj.vol_1.2_mpa_7.11.23_final.pdf" rel="noopener ugc nofollow" target="_blank">Transforming Organizations by Operationalizing Racial Justice</a>, I use the terms white dominant culture and white dominant behaviors using the definition that <a href="https://opensourceleadership.com/" rel="noopener ugc nofollow" target="_blank">Gita Gulati-Partee</a> and I shared in an article we co-wrote in 2014. White dominant culture “refers to the dominant, unquestioned standards of behavior and ways of functioning embodied by the vast majority of institutions in the United States. These standards may be seen as mainstream, dominant cultural practices; they have evolved from the United States’ history of white supremacy. Because it is so normalized it can be hard to see, which only adds to its powerful hold. In many ways, it is indistinguishable from what we might call U.S. culture or norms … white culture values some ways of thinking, behaving, deciding, and knowing — ways that are more familiar and come more naturally to those from a white, western tradition — while devaluing or rendering invisible other ways. And it does this without ever having to explicitly say so…”<a href="https://medium.com/@mpotapchuk_52177/addressing-white-dominant-culture-in-creating-a-racially-just-organizational-culture-b33631d600cd#_ftn1" rel="noopener ugc nofollow">[1]</a> <a href="https://medium.com/@mpotapchuk_52177/addressing-white-dominant-culture-in-creating-a-racially-just-organizational-culture-b33631d600cd">Read More</a>