{"id":725,"date":"2025-03-30T11:03:35","date_gmt":"2025-03-30T11:03:35","guid":{"rendered":"https:\/\/blog.equalityanddiversity.co.uk\/?p=725"},"modified":"2025-03-30T11:03:35","modified_gmt":"2025-03-30T11:03:35","slug":"the-context-of-embedded-whiteness","status":"publish","type":"post","link":"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2025\/03\/30\/the-context-of-embedded-whiteness\/","title":{"rendered":"The context of embedded whiteness"},"content":{"rendered":"\n

The London Museum has urged staff to address the problem of \u2018embedded whiteness\u2019 as part of a diversity drive, it has emerged.<\/p>\n\n\n\n

The publicly-funded museum focused on the history of London has reportedly created a leaflet to help staff to \u2018challenge embedded whiteness\u2019 in the workplace.<\/p>\n\n\n\n

Staff have been told that the museum\u2019s current \u2018culture and ways of working\u2019 supports \u2018institutional forms of racism\u2019 and must change.<\/p>\n\n\n\n

To do this museum staff are reportedly told to ask themselves \u2018how am I contributing to advancing race equity in my daily work?\u2019 and \u2018how will I know I am nurturing a safe space for everyone?\u2019.<\/p>\n\n\n\n

Another question asks: \u2018Am I making space and time for important conversations about race equity? How are we continuing to challenge embedded whiteness?\u2019<\/p>\n\n\n\n

The museum has told staff that \u2018whiteness\u2019 is defined by \u2018ideas, ways of working and normative values that can support, directly or indirectly, the continuation of racial inequalities and a lack or racial diversity in institutions\u2019, according to the Telegraph<\/strong><\/a>.<\/p>\n\n\n\n

To tackle this the museum has produced a \u2018tool for culture change\u2019 for staff as part of its equity, diversity and inclusion strategy that aims to make the attraction become \u2018genuinely anti-racist\u2019.<\/p>\n\n\n\n

It reportedly consists of a series of questions which staff should ask themselves in order to \u2018work differently\u2019 and in a way that will \u2018challenge inequity\u2019.<\/p>\n\n\n\n

The prompts to challenge \u2018whiteness\u2019 include asking whether they can \u2018promote less hierarchical working\u2019 and whether they \u2018encourage everyone to bring their whole selves to work\u2019.<\/p>\n\n\n\n

It is not the first time the London Museum – which was rebranded from the Museum of London in 2024 – has caused controversy over its approach to diversity and equality.<\/p>\n\n\n\n

In 2023, Dr Rebecca Redfern, a curator at the museum, produced research suggesting that racism in Medieval England may have contributed to black people dying of bubonic plague.<\/p>\n\n\n\n

The research put forward the theory that \u2018misogynoir\u2019, sexist prejudice specifically against black women, created a risk of death by plague in 14th-century London.<\/p>\n\n\n\n

The museum\u2019s \u2018tool for culture change\u2019 was first produced in 2023 to support the museum\u2019s plans to become more anti-racist following the Black Lives Matter protests in 2020.<\/p>\n\n\n\n

Following the protests, a statue of slave owner Robert Milligan was removed from outside the London Museum Docklands site.<\/p>\n\n\n\n

Since then the museum has committed to ensuring that its research output will touch on \u2018the issues of diversity affecting our society, our collection and our own organisation\u2019.<\/p>\n\n\n\n

\u201cThis is a bold and necessary step by the London Museum, and frankly, it should not be controversial.<\/p>\n\n\n\n

When the museum talks about \u2018embedded whiteness,<\/strong>\u2019 it\u2019s not talking about individual white people. It\u2019s naming the fact that many of our public institutions were built on norms, assumptions, and values that privilege one worldview, often white, middle-class, and Eurocentric, while sidelining others. That\u2019s not an attack.<\/p>\n\n\n\n

It\u2019s a reflection of how structural inequity works.\u201d<\/p>\n\n\n\n

\u201cMuseums are not neutral. What they choose to display, whose stories they tell, and how those stories are told shape public memory and identity.<\/p>\n\n\n\n

If those choices have historically been filtered through a dominant lens, then asking staff to examine that to actively reflect on who\u2019s included, who\u2019s missing, and why<\/em> is not only appropriate, but also responsible.\u201d<\/p>\n\n\n\n

\u201cLet\u2019s be honest: calls to become \u2018anti-racist\u2019 are often met with defensiveness.<\/p>\n\n\n\n

But what the London Museum is doing is inviting its staff to be self-reflective. Questions like \u2018Am I making space for important conversations?\u2019 or \u2018How am I advancing race equity in my day-to-day work?\u2019 these are questions every publicly funded organisation should be asking. They\u2019re not extreme. They\u2019re ethical.\u201d<\/p>\n\n\n\n

\u201cAnd let\u2019s not forget, this didn\u2019t come out of nowhere. The Black Lives Matter movement forced many organisations to reckon with uncomfortable truths. The museum isn\u2019t \u2018going woke\u2019\u2014it\u2019s growing up. It’s recognising that to tell London\u2019s story truthfully, it needs to reflect all of London\u2019s people, past and present.\u201d<\/p>\n\n\n\n

\u201cPeople might roll their eyes at the phrase \u2018embedded whiteness\u2019, but they shouldn\u2019t be afraid to understand it.<\/p>\n\n\n\n

It\u2019s a way of naming patterns that exclude. If we want inclusive workplaces and museums that serve all of us then we have to be willing to challenge the default settings.<\/p>\n\n\n\n

That\u2019s what this is about.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

The London Museum has urged staff to address the problem of \u2018embedded whiteness\u2019 as part of a diversity drive, it has emerged. The publicly-funded museum focused on the history of London has reportedly created a leaflet to help staff to \u2018challenge embedded whiteness\u2019 in the workplace. Staff have been told that the museum\u2019s current \u2018culture and ways […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[7],"tags":[],"class_list":["post-725","post","type-post","status-publish","format-standard","hentry","category-race-ethnicity-and-culture"],"yoast_head":"\nThe context of embedded whiteness - Equality and Diversity UK Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2025\/03\/30\/the-context-of-embedded-whiteness\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The context of embedded whiteness - Equality and Diversity UK Blog\" \/>\n<meta property=\"og:description\" content=\"The London Museum has urged staff to address the problem of \u2018embedded whiteness\u2019 as part of a diversity drive, it has emerged. 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