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Museums & Race is looking for new folks! Do you care about our cause and have you been looking for a way to contribute?

Museums & Race is inviting applications for volunteers looking to contribute their time to the collective’s work. We welcome people who are committed to this work, have varying experience levels, and a variety of skills. Museums & Race aims to include a mix of people of different racial identities in its volunteer pool. Volunteers can help in the following roles:

• Local conference assistance
• Website upkeep
• Social media
• Review and assistance with ongoing projects and tools
• Sponsorship opportunities / grant proposal writing / capacity building
• Other options – tell us what you’d like to do

If you have a bit more experience with justice and equity work and are interested in joining the steering committee itself, you can use the same form to express your interest in that role.

We’re looking for responses by the end of April. Filling out the form is not a commitment, it’s an invitation to chat and explore possibilities.

Welcome back, and may you have a peaceful 2024. We have had a lot to reflect upon in the short weeks that have already passed in this year. By now many of you might have also come across the plethora of news articles, op eds and reports citing the slow down and sometimes outright backlash against institutional DEAI work. The wave that crested with the social justice movement of 2020 has now begun its not quite unexpected downward fall as more organizations have begun to realize the long-term commitment which is needed to implement quantifiable equitable change within their organizations. This pullback for DEAI work across institutions in the US has been helped along by the polarity of viewpoints about the recent Israel and Palestinian issue. Higher education institutions, museums, and libraries which in the early 2020s were espousing full throated support and commitment for DEAI measures and now abandoning (willingly or forcefully), the very same DEAI policies they once pledged to uphold for good. 

The Museums & Race team itself had the chance to discuss this to some extent, late last year with a journalist from Boston Globe who approached the team about their perspectives on institutional DEAI work across North America. Much of the discussion with Jon Marcus, the journalist, appeared to be centered around the idea that libraries and institutions of higher learning could supplement the gaps in historic representation that museums were dealing with. That perhaps inclusivity could come from such places of learning pulling together, each supplementing what the other missed, so that nothing fell through the cracks or was willfully erased. It is a noble idea, but the Museums & Race Steering Committee representatives (Natasha Baruah and Brooke Hutchison) had to point out the unfortunate reality that ease of access, availability of public transportation, unreliable funding for libraries, not to mention the increasing politicization of schools’ curriculum made such an idea nearly impossible. So much of institutional DEAI work has once again gotten tied to privilege – are you located in a state which supports state funds towards equity initiatives, do teachers in your state have the freedom to follow a curriculum based on historical facts, does your institution serve a largely conservative population who balks at the idea of any funds going towards a “woke” curriculum? 

We were asked how Museums & Race saw itself and the tools it shares within this community, in this landscape. And to that we responded as we always have, our resources and tools are meant to empower both individuals and institutions to assess and reflect upon the pressure points, and the steps needed to make the necessary changes. Our landscape has always been fraught, and at times we make great strides towards progress but there are many moments when we move along haltingly. But the community of resilience we create around this practice, is what ensures that at all times our move towards justice and accountability remains unwavering. And this community of practice is important too, because not everything expressed in the written word is sacrosanct. Jon Marcus’s article does the critical work of drawing together perspectives from those intimately involved in this work, but who are often unheard. We appreciate that work, yet the final article did not include all of the voices he consulted with. An abiding practice of the Museums & Race team has been to ensure that all external trainings and communications are represented by one BIPOC and one white person. However, in the case of the Boston Globe article, the version that went into print only mentioned the BIPOC team member. Either by accident or intent, neglect to mention other voices in the room can make the discourse around racism appear to be centered around the practice of BIPOC individuals only. And by now we know the damage assumptions such as these can do in instituting equitable change, because that makes it easy to disregard calls for reform as the clamor of a few and not all. 

We are keen however, to connect with the other institutions and individuals mentioned in the article to understand their perspectives on the work being done on this front. Oftentimes those of us in the US mainland are, not without reason, accused of navel gazing on matters which have larger impact than we are willing to grasp. We wish to remain careful of not perpetuating these ingrained ways of thinking, and instead deepen the discourse and invite collaboration to include experiences which expand our awareness about racism, in different cultural contexts. 

If you are a follower of our blog posts you will know that members of Museums & Race were in Charlotte, NC recently, as panelists for the annual conference for Association of Science and Technology Centers. Our session for the conference was very well attended, and we were heartened by the sense of energy among the attendees! Joe Imholte of the Bakken Museum and Allison Campbell of UMMNH who presented along with us, shared their experiences of using the M&R Report Card within their organizations. After each response from Joe and Allison, the attendees in the room had a chance to discuss the same question at their tables, and the sense of energy in the room was palpable.

Joe and Allison also received a number of follow up questions. The attendees for this session, a majority of whom were from middle management to senior staff of their institutions, were particularly keen to understand how Joe and Allison had implemented the rubrics of the Report Card, given that both of their institutions were at a different stage of the institutional DEAI process. The resulting discussion was deep and engaging, and perhaps not unsurprisingly there was a common thread to many of the questions raised during the discussion. Though the questions were numerous, many sought to understand the details of financial support, board and staff buy-in, or how Joe and Allison laid out the groundwork for this work to even begin at their institutions. Many of the questions raised were also about how accountability could be achieved or built within the organization, to ensure that DEAI practices were integrated as a part of the work culture going forward.

The follow up discussion was spirited and we would have liked more time to get into the contexts for some of the questions raised, but unfortunately the allocated time wasn’t long enough for us to have the depth of engagement which many of the questions deserved. Therefore we collected the attendees’ questions in a google form, and we will be sharing responses in a future blog post on our website here. So be on the lookout for an upcoming post here which has a more detailed breakdown on some of the queries mentioned above. We want to create a community of like minded practitioners through our work, and the resulting discussion from the ASTC conference will be a valuable way for us to find the commonalities in each other’s practice and to grow both as individuals and as organizations. 

We are excited to share some news with you! Representatives from the Museums & Race Steering Committee will be in Charlotte, NC, from Friday October 6^th till Tuesday the 10^th. Our team will be there as panelists in the 2023 annual conference of the Association of Science and Technology Centers. Museums & Race members will present a session on Saturday the 6^th, beginning at 1:15 pm, titled “From Assessment to Accountability: Navigating the Twists and Turns of Your Museum’s Racial Equity Journey. Of particular note is that the Museums and Race team will be joined by Joe Imholte, Director of the Bakken Museum and Alison Campbell of the University of Michigan’s Museum of Natural History (UMMNH), for a joint session presentation on the discussion of the Museums & Race Report Card and their work with it. As you might recall from our previous blog post, The Bakken Museum had recently guest written a post at the Museums and Race website where they shared their experience using the Report Card as a part of their institutional equity journey. The University of Michigan’s Museum of Natural History is another institution which has been working with the Museums and Race team to incorporate the framework of the Report Card towards their organizational equity work. And while the Bakken has completed a foundational step in their institution’s equity work, UMMNH is now at the start of this vital journey. Session attendees for this panel will have the opportunity to participate in a discussion with the panelists about their experiences in using the Report Card and to understand the ways in which institutional challenges can be addressed. The organizational differences between the Bakken Museum and UMMNH in using the Report Card will serve as a valuable point of learning for the attendees who might find parallels for their own organizations. Session attendees will also have the opportunity to work in groups to outline goals and initial action steps, based on the framework of the Report Card. Museums & Race intends this session to also serve as a platform for community building on organizational equity work. We are acutely aware of how lonely this journey can be, and fatigue can set in quickly! Having the space to connect with individuals and organizations who are facing the same challenges as you can go a long way in alleviating the sense of loneliness.

Big shout out to ASTC which invited us to host a space for people to connect during this conference! The Museums & Race team was invited to have a deeper engagement during this annual conference, but for this year we have chosen to keep our involvement limited to this session and an hour long follow up in the exhibit hall. If you are in Charlotte for ASTC, but cannot make it to the session, please join us afterwards in the exhibit hall after to keep the discussion going. We hope to have a bigger presence at the ASTC annual conference next year.

Like some of you, we were in Denver last month and were able to connect with many old and new friends, building relationships necessary for racial equity work. We had some fantastic engagements with individuals who were at the American Alliance of Museums annual meeting with us, and we have spent time over the last month thinking about all that was learned. While there is much that remains to be done it is worth acknowledging that there really is progress being made at a local level across the country, and that should be celebrated.

The session we led was particularly productive, and gave us the opportunity to interact with individuals and institutions engaged in the work of racial equity. About 70 of the participants shared the work they were doing in this regard at their institutions which left us all feeling energized and empowered.

We began the session by asking everyone to share their perspectives on the progress made/not made within the Museum field so far, in terms of racial equity. As the conversation deepened, we broke the participants into smaller groups where they engaged in the TRIZ activity. This activity had them identify some of the worst case scenarios for the museum field, whether anything at their institution resembled or contributed towards these possible scenarios, and what the first steps to addressing those issues could be.

• Making decisions based on fear
• Being [un]able to have the hard talks
• Making content decisions […] solely on the funding/donors

Group 1

There were some really great ideas and good discussion around negative scenarios ranging from maintaining the status quo to changing laws that disallow conversation about race. This feels dishearteningly possible with the increasing politicization of school curriculum in certain states across the United States. Engaging in the session and its activities however, gave everyone a sense of the community that is growing around this work and left the attendees feeling hopeful and believing of the changes that could be made in the organizations.  They walked away with concrete ideas from their fellow attendees and tools like the Museums & Race Report Card.

For those just starting on this journey, the work can feel daunting. It’s good to reflect on the successes others have had, and how they can act as guideposts on this journey. These stories of progress can be mirrored at other institutions for positive impact. We are in contact with a couple of organizations that you’ll be hearing from later this year around the great work they are doing. Our next blog post will be about one such organization which has concretely implemented equity practices at an institutional level.  Keep an eye out for it!

And lastly if you have a story to share about equity work in your organization, please let us know online or through email and we can work with you to make a post as well.

Happy May, y’all! It’s been a minute since we’ve posted, but we’ve been busy behind the scenes. We wanted to drop a note about what we’ve been up to and what we’ve got coming up this year, and we’re hoping to connect with some of you this next year in person and online.

Over this past year, multiple organizations have reached out to us to support them in their anti-racist journey and to help make concrete structural changes. We’re happy to share that we’ve used the Museums & Race Report Card to forge a community of practice. In partnership with Brooke Hutchison, we facilitated a course at Bank Street Graduate School of Education for current and future museum professionals. The course focused on organizational change and implementing racial equity practices. 

In partnership with Brooke Hutchison and Enrich Chicago, joined in examining the overlaps of caste, race, and white supremacy, and providing a systemic context for exploring the dynamics of each. Attendees explored these oppressive systems and their cultural contexts through the lens of racism in arts and culture. 

We’ve also met with multiple museums to address how they can integrate the Museums & Race Report Card into their strategic work. Later this year in this space, you’ll be hearing the stories of a couple of these organizations and their process towards implementing a more radical future. We’ll also be at the ASTC conference with representatives from those museums to share their perspectives and lessons learned from engaging in this work with us. As the year continues, we look forward to finding other places to connect with people throughout the museum field about our work whether that’s at conferences, online, or through new relationships.

And yes, we will be at AAM later this month. We’ve carefully considered our participation and despite some of our misgivings from past interactions, AAM remains the largest gathering of museum professionals in the country This is another example of the power imbalance between organizations and individual professionals, but the conference is one of the few ways we can find this level of community together. Our presence at the conference allows us to find like-minded professionals who are committed to forging equity and organizational anti-racist practices. 

We also remain cognizant of the fact that there are many people within AAM who are themselves working to implement a more equitable system. Much of AAM’s communications recognize this work. We hope that AAM will hold itself to a greater practice of accountability as they transition between leaders. We will continue to encourage AAM and the museum community at large to make meaningful change.

Finally, as our work continues to grow we’re looking to add new people to be directly involved in our work, later this year. Museums & Race is a non-hierarchical space, and we are mindful of the differences in each members’ time commitments. Depending on their time availability, incoming new members have the option of joining the steering committee, helping with our website, putting together conference events, or coaching sites on ways to use the Report Card. If you’re interested, keep an eye out for announcements in the space and let us know on our contact us/support us page.

At our professional gatherings, the Museums & Race team has been committed to making sure there is a space for marginalized voices. While our beginnings in 2015 were humble, our intentions have remained the same. Our presence at annual meetings and conferences have served to disrupt conversations that often completely ignore or co-opt the labor of museum practitioners of color, especially those who claim additional marginalized identities. Our lounge at the AAM annual meeting was our flagship space for three years: a space for people to gather in solidarity, to have tough conversations, to rest, to find joy in meeting up with colleagues, and to lift up artists from local communities surrounding the conference location. Many of these things are counter to the pace and goals of professional meetings, which encourage high-intensity, often transitory interactions, and making as much profit as possible while ignoring the communities surrounding the conference location. Every year we have participated, we receive feedback on how valuable and important our lounge space has become to AAM Annual Meeting attendees. For many, AAM is the only conference they attend for professional development, and can only do so because their institutions sponsor their attendance.

The existence of our space at AAM has been contingent on a good faith partnership with AAM’s annual meeting planning team. This partnership ended abruptly and without notice in 2020.  M&R reached out to AAM staff to ensure everyone on their end was aware of our continued interest in and intention to produce a lounge space in 2020. The response we received was incredibly disheartening and disturbing. After a direct conversation with AAM staff, the M&R steering committee was informed that Museums & Race would not receive a dedicated space within the Expo Hall at the 2020 Annual Meeting. Instead, AAM selected Museum Hue as the sole partner for DEAI programming in the Expo Hall, and any activities M&R proposed would need to be cleared through them. No one at M&R had been informed or consulted prior to AAM moving forward with this plan, and no one within AAM appeared to have taken note of our past MOUs or lounge activities as evidence of our interest in continuing the partnership. We came away from this initial discussion with the sense that AAM views all of the equity initiatives and organizations like M&R as interchangeable.

AAM’s decision to exclude M&R from initial planning conversations put both groups in an extremely awkward position, leaving little room for M&R to negotiate or find solutions to ensure our presence beyond our session during the annual meeting. This is a common tactic, an age-old game of pitting marginalized groups against each other to fight over the meager resources, while the institutions themselves continue to uphold inequitable power dynamics. For DEAI work, this is especially true. However, we refuse to engage in scarcity-mindset behavior and we believe there is room for everyone in this work. We support the important and valuable work of Museum Hue as well as our colleagues in other equity coalitions working for change. 

Over the last decade, the museum field has been fortunate to witness the growth of several independent equity coalitions. Each of them has provided frameworks and perspectives for challenging dominant institutional narratives, which have been the foundation of this industry. By assuming the work of our colleagues at Museum Hue is interchangeable with that of M&R, AAM has inadvertently perpetuated the institutional paternalism and white supremacy culture which it claims to challenge. How does AAM continue to square its vocal support of change and inclusion—plastered throughout its social media and website since 2020—without considering the ways in which it might be a part of the problem?

It has become clear to us and others within our equity sphere that AAM does not find it necessary to invite the widest range of perspectives to share space at the annual meeting. We want to highlight that this is not simply a one-off incident, but part of an ongoing trend in which M&R and other equity groups have been slowly silenced or pushed out. This trend ranges from severing existing good faith partnerships, to consistently scheduling DEAI sessions on the same day (and usually the last day) at conferences, to publishing the work of dominant voices on AAM’s platforms without critical examination of the source(s) of its content. 

For the foreseeable future, we are disheartened to say there will not be an M&R lounge space at the AAM Annual Meeting. We hope this changes in the future, as the AAM conference is a place from which many museums across the country draw their cues. We hope AAM—and the wider museum community—understands that the field of equity work is expansive and constantly evolving. Our professional organizations should be supporting museum practitioners in growing their capacity to grasp the nuances of these varied perspectives and organizations, not encouraging false, binary choices. We would encourage anyone who is a member of AAM and a supporter of M&R to express their concerns, or ask AAM staff about the exclusion of M&R.

The Museums and Race Lounge at [the 2018] AAM Conference made me feel at home. It quickly became my “HQ” during the conference. I’m grateful for the roundtable sessions at the Lounge and the opportunity to start an important dialogue with other museum professionals on mixed-race identity in the industry—it was a moving experience to have this conversation (a first at AAM, as some attendees told us) in a space challenging and confronting issues on race.

Andrea Neighbors, Asian Pacific American Center

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