How To Be A Better Leader? Embrace BIPOC
- Brainz Magazine
- Jun 28, 2022
- 4 min read
Written by: Casimiro da Silva Santos, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
There's a lot of talk about BIPOC these days, and if you're not sure what that stands for, don't worry — it's not as hard as it sounds.
As a leader, you've probably heard the abbreviation "BIPOC" a few times if you keep up with current events and spend time on Facebook, Twitter, and other social media. If you're unsure what this word means — it doesn't mean bisexual People of Color, as many people mistakenly believe — or how to use it. Continue reading for a more detailed explanation.
What does BIPOC mean?
The acronym BIPOC is pronounced, "buy pock" ("pock" as in "pocket"). You don't pronounce each letter separately so that you wouldn't say "B-I-P-O-C." for "Black, Indigenous and People of Color."
It's a term that many people who identify as Black or Indigenous prefer to use instead of "people of colour" because they don't want their identity reduced down to just their skin colour.
Black: Someone whose racial or ethnic background is black.
Indigenous: A person or group belonging to a cultural group living in a region before colonization.
People of Color: People with skin tones that identify them as non-white. It may include, but is not restricted to, Black and African American, East Asian, Latino/a/x and South Asian.
The word has lately been common on some "left-wing" social media platforms, and while no one appears to know where it came from, the New York Times recently traced its first occurrence on Twitter back to 2013.
As a leader, why does it matter?
The word "BIPOC" is more descriptive than "people of colour" or "POC." It recognizes that people of colour confront a variety of forms of discrimination and prejudice. Furthermore, it stresses that systematic racism continues to oppress, invalidate, and profoundly harm Black and Indigenous peoples' lives in ways other people of colour do not. May not. Finally, and most importantly, Black and Indigenous peoples and communities continue to face the consequences of slavery and genocide.
BIPOC seeks to highlight the distinct brutality, cultural erasure, and injustice faced by Black and Indigenous people. It emphasizes that not all people of colour have the same experience, especially regarding laws and institutional oppression.
Do you know what's essential?
To be polite.
To be respectful.
To not make assumptions about people's identities.
We do not assume that people are the same or have the same experience. That means you want to be respectful and inclusive, but you shouldn't try to include everyone equally. Instead, focus on understanding the different experiences of different groups of people—and how those experiences continue to affect them—and use your understanding to guide your language choices in a way that supports change.
Leaders need a term that acknowledges the specific oppression Black and Indigenous people face while highlighting how they are simultaneously similar to (and different from!) other POCs—and BIPOC is just suitable for this job! It's an addition that provides clarity on what we want our community to know about us, who we are as a collective, what we need from them as allies, as well as what they should expect from us individually in terms of commitment toward equity & inclusion within society at large.
When do you use it, and when do you not use it?
My suggestion here is if you're discussing issues that pertain to groups of Black people, Indigenous people, and other People of Color, and you can't get more specific, you might use "BIPOC."
I think you shouldn't use the acronym when speaking with (or about) individuals or smaller groups of people, avoid using umbrella phrases like "BIPOC," which are less accurate than mentioning their ethnicity.
Closing thoughts.
We know that historically marginalized communities face many barriers to success. And it's because of these barriers we must work together as a society if we want all to thrive. Most progressive companies in diversity, equity and inclusion have decided to replace the wording "people of colour" in their communications, including human resources policies, with the umbrella term BIPOC.
Remember that there is no "one size fits all" terminology. Language is essential, but it is not the answer. The word BIPOC is merely a tool for framing a more significant debate about collective action on race and gender issues in our community.
Casimiro da Silva Santos, Executive Contributor Brainz Magazine
Casimiro da Silva Santos, better known as Cas, uses as pronouns he/his. He is a dad, a business and climate action leader, a coach, and a speaker. His mission is to create a perspective of abundance, alleviating scarcity so that we can live a brighter future. After a transformational coaching experience with Simon Sinek Inc., Cas decided to create Bring the Best®, a coaching and consulting firm for personal development and business growth. Through individual, career, and executive coaching, Bring the Best transforms lives so that each person can live the life they want and dream about. His coaching style is authentic and empathetic, with a special focus on the LGBTQIA+ community.
