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This month I’m talking about the relationship between being an ally, accomplice, and co-conspirator. This relationship, I argue, is a cyclical one – allyship is just the first stage.

It’s true that substantive and structural change in the culture of a classroom, a department, or an institution won’t happen overnight. It’s true that it takes a long time.

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There might be some obstacles – physical, like an untied shoelace or inclement weather, or emotional, like feelings of regret or despair or anger at yourself for realizing that you didn’t train enough for this. But these are all obstacles you can – and will – overcome

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You won’t get anywhere by just showing up. Nor will you make it to the finish line by sitting in the grass and watching as everyone else passes you by.

This is because we have to remember that doing something one time is not enough. If it’s going to make an impact, it has to be integrated into our usual way of doing things. It has to be non-negotiable.

Dr. Tiffany Jana (2021) sums it up best: “Becoming an antiracist organization is not a one-shot deal…It takes time, effort, and intentionality to lead the way in equity and antiracism by getting on – and staying on – the right side of history.”

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First, only certain people will have an opportunity to attend. Missed it when it was offered because you had a conflict? New student who just joined the program? Too bad.

Second, it’s just performative. The work is 100 times more meaningful when you commit to it long term. When you don’t invest the time (and, occasionally, resources) up front, it sends the message that antiracism work is of low priority and importance.

This phase lacks deep, authentic relationships with people in the demographics they “support”. As a result, those who identify as allies frequently exhibit “ally privilege”. This is the ability to care about social justice issues without actually showing up and doing anything about it.

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Accomplices use what they’ve learned and whatever access they have to help course correct systemic bias. They disrupt and interrogate institutional bias whether they have access to or relationships with colleagues of color or not.

Although sometimes a noble endeavor, this can lead to a savior complex wherein people begin to think that they know best what historically excluded groups need.

This form of allyship involves showing up with historically excluded groups. Co-conspirators have, seek, and create meaningful relationships with the people they actively support. They show up with BIPOC and LGBTQIA+ and listen.

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They do not co-opt the cause. Co-conspirators respect the work already being done by leaders in justice spaces and offer meaningful support. They ask how they can show up for the people already doing the work.

I was trying to find a way to make the relationship between these three concepts or roles clearer, and originally came up with the image of a staircase. We start at the bottom, and as we take on more risk and more active engagement in antiracism work, we move up the staircase from “ally” to “accomplice” to “co-conspirator”.

But once I began thinking of examples of each of these steps, it occurred to me that it wasn’t as linear of a process as I once believed.

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We all begin as allies who are learning and unlearning behaviors. We consume a lot of media, organize and attend a lot of community discussions, workshops, and reading groups.

Then, when we feel better equipped, we shift into the “accomplice” stage. This is where we use what we’ve learned from all of those discussions and readings to disrupt and interrogate institutional bias and systemic racism.

Compared with the internal, personal work of allyship, being an accomplice requires more action on your part. These actions can occur with or without pre-established meaningful relationships with marginalized groups.

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Once you’ve started taking action and building relationships, you’re better equipped to transition to the “co-conspirator” stage. This is the stage where meaningful relationships are forged and reinforced. You prioritize listening to and amplifying the work of marginalized individuals.

This stage is also not about doing what you “think” is right, but rather acting on the specific needs of those groups. This is why those relationships are so important.

But how do you know what to do in order to meet those needs? Well, you have to start from the beginning – doing your homework.

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The ally phase may look like organizing a reading group where participants will read and discuss a particular work, such as Kendi’s

To the department – it is not advertised to anyone outside of it. In this way, it operates in the same way that reading and reflecting on the book on your own might.

You read the book (or maybe you read a summary online). Then you join the Zoom discussion and leave with some really great food for thought! You feel enlightened! You pat yourself on the back for showing up! Maybe you even contributed to the conversation! Go you!

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In order to do this, that “food for thought” – general takeaways from the reading and suggestions proposed in the discussion – needs to become points of action. The central question you should be asking is: “How can I make this tip actionable in my own department?”

In terms of planning: no one is asking you to be an expert in antiracism here. In fact, it’s impossible to become one overnight.

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But just because you aren’t an expert, doesn’t mean there aren’t other people out there who are. Hell, there are definitely people who are

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Collaborate with them. Not just on workshops, but on your courses, lecture series, and everything in between. Doing so makes it clear that you value their opinions and their contributions.

It might feel uncomfortable to cede that power or responsibility to another person, but that’s all part of the process of becoming a co-conspirator. It’s about sacrifice.

How will we know you really listened? You find ways to act on the specific needs of individuals in your department from historically excluded groups.

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If it’s because there isn’t enough representation in your department for them to feel like they belong, find ways to rectify this. The most obvious way would be to hire more BIPOC, but a lower stakes avenue could be to start a (recurring) lecture series highlighting the work of POC in your field.

Hi! I'm Nadhira, a Black Assistant Professor of Classics and Archaeology. My research focuses on the archaeology of 5th and 4th century Greece. This blog was created for Black, Indigenous, and Persons of Color in Classics, ancient history, and archaeology who:Housing Discrimination: Researcher Urges Expanding Biden's Push Andre Perry of Brookings says discrimination against communities of color also involves lenders, zoning laws and other issues in which the Department of Housing and Urban Development is less involved.

Housing discrimination against communities of color also involves lenders, local zoning laws and other issues, says Andre Perry, a senior fellow at the Brookings Institution. Dan Brandenburg/Getty Images hide caption

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Housing discrimination against communities of color also involves lenders, local zoning laws and other issues, says Andre Perry, a senior fellow at the Brookings Institution.

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The Biden administration says the federal government needs to do a better job of acknowledging the ways that communities of color are blocked from fair and equal access to housing.

Today the average Black family has just one-tenth the wealth of the average white family, while the gap between white and Black in home ownership is now larger than it was in 1960, Susan Rice, head of the White House Domestic Policy Council, said in a news briefing Tuesday.

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One of several executive orders signed by President Biden directs the Department of Housing and Urban Development and other federal agencies to overcome a history of racism in housing and restore tools to uncover evidence of discrimination when people apply to rent or buy homes.

It's a great start, Andre Perry, a senior fellow in the Metropolitan Policy Program at the Brookings Institution, where he studies race and housing, said in an interview with 's

, added, The problem with it is that housing entails so many different regulatory agencies, so many different jurisdictions that HUD may not be able to reach many of the issues that hurt Black, brown and Asian people.

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There's rental discrimination — landlords consistently discriminate against Black, brown and Asian folk, he said. There's also the practice of real estate agents directing potential homebuyers toward a particular neighborhood based on the buyer's race. And there are instances of landlords harassing tenants over their failure to pay the rent — a problem that's especially acute as millions of jobless people face evictions during the coronavirus pandemic.

Black and Latino households are twice as likely as white families to say they're struggling to pay or have fallen behind on rent or mortgage payments, according to a poll last summer by , the Robert Wood Johnson Foundation and the Harvard T.H. Chan School of Public Health.

Over the last four years, you have essentially not seen any enforcement, according to Perry. He said that under former Department of Housing and Urban Development Secretary

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