My Last Plea as a Black Vermonter - A Very Open Letter

I write this note feeling simultaneously heavy-hearted and freed. September 16, 2023 would have been five years that I have lived in this state. 

Five years since I left my life in Mississippi thinking NO PLACE could be more racist (tuh). Five years of serving on multiple civic boards that claim they want equity, but build walls in the face of progression. Five years of being called racial slurs with no one to protect me from it and no one to check their white supremacist friends. Five years of confederate flags, don’t tread on me flags, and strategically placed Donald Dump paraphernalia. Five years of watching MANY of my friends and their very young Black children suffer from the same mental anguish I have experienced while existing as a Black person in Vermont. September 16, 2023 should be a time for celebration. Instead, it is a time for reflection as I leave the state to pursue equity work in a place that actually wants it.

You may note that within this introduction I have not referenced any of us as “Vermonters” or “Black Vermonters”. This is undoubtedly because I have spent the last five years being told by numerous self-proclaimed “Real Vermonters” that I could never have the title. It was actually only my first week here when a former friend explained how to tread lightly when calling myself “A Vermonter”. Truthfully, that should have been my sign that Vermont doesn’t actually want Black people to exist peacefully here; but of course: I persisted with hope that only a naïve 23-year old could muster.

Racism in Mississippi vs Racism in Vermont 

Mississippi has a reputation for being the most racist place in the country. Lynchings, rallies, Jim Crow, segregation, and civil rights movement(s) are all significant historical events that typically come to mind when people picture my home state. That type of racism is very outward, in-your-face, and self-asserted. Mississippi’s racism is the kind that will look you in your face and say, “Yes, I am a racist. That’s the way it’s always been. That’s the way it will always be. And that’s why I fly this flag — “

So in comparison, what does Vermont’s racism look like? Mostly, micro aggressions and denial — tactics that you can barely put your finger on when it’s time to call them out. Line-teetering statements that leave Black people being called overly emotional when they bring it up. 

Racism in Vermont is death by 1000 pin pricks.

If you walk up to anyone in this state who claims to be a “True Vermonter” or a “Born-In Vermonter” they will likely tell you that racism doesn’t exist here. Similarly, the upper elite liberals who dominate our housing market and claim to be the strongest allies remain oblivious to what it is like to live amongst Vermont’s second smallest minority. Outside of the metro-Burlington area, most people will claim that they don’t “have the opportunity” to witness racism due to low numbers of Black people in their area. That in itself should make you explore why your community isn’t attracting or retaining Black people. However, Vermont is so used to Black people existing in low numbers that instead of questioning why, they accept it as the state’s destiny. I digress.

To answer the aforementioned question, racism against Black people in Vermont looks like:

• My former landlord being removed from AirBNB for calling me a monkey on the site’s messaging platform.

• This signage near Cambridge, VT

• This woman, screaming “Black lives don’t matter” from the front lawn of The State House: https://www.newsweek.com/white-woman-yells-black-lives-dont-fing-matter-outside-vermont-state-house-1520749
• Townshend, Vermont fighting to keep the name of their beloved town’s Negro Brook: https://m.sevendaysvt.com/vermont/how-a-two-year-push-to-rename-vermonts-negro-brook-failed/Content?oid=33262686

These are a few examples of the way white supremacists fight quietly, but consistently, to make Vermont an uncomfortable environment for Black people. For the most part, we are battling this on our own. Later in this note, I will address the ways that you can be a part of the fight (if you so choose).

For now, I will end this subsection by saying that obviously neither form of racism is better than the other. HOWEVER, when you start with a population that can at least acknowledge the presence of racism it pushes the fight for equity twenty steps forward past the point of denial. How can we gain support to stop oppression from a population that won’t even say it exists?

Recognizing the Patterns to Understand the Deficits 

During my short time here I have witnessed two highly-educated, intelligent, overqualified Black women devote their time to fighting for equity in two of Vermont’s most statistically diverse towns. I have also witnessed them both leave for almost identical reasons. 

First, Tyeastia Green, the City of Burlington’s first-ever director of racial equity, inclusion, and belonging resigned after two years. Though she chose to decline commentary, her friend and Vermont State Senator Kesha Ram-Hinsdale provided the following statement:

“There were conversations that made her feel truly unwelcome and that made it clear the systemic change she was trying to bring was unwelcome…I frankly don't know how she stayed this long.” (https://m.sevendaysvt.com/OffMessage/archives/2022/02/15/tyeastia-green-burlingtons-racial-equity-director-to-resign)

**As a side note, I will add that I served on Burlington City Arts’ Board of Advisors for almost three years. For those who are not familiar, the City of Burlington designates art as a city Department; so in theory, it gets equivalent respect to all of the other city Departments (ie: fire, water, parking, etc.) During my tenure I helped create their Committee on Equity and Belonging. Feeling the exact same pushback and resistance to change, I quit the Board one month before Tyeastia left her role. [My full letter to BCA is available here: https://verypublicopenletters.blogspot.com/2023/08/to-bca-board-of-advisors.html

 ]. Though I am in awe of her work and knew of her, Tyestia and I were not friends and had no idea that we were both struggling against the same resistance. In short, I concur that the City of Burlington does not want the change they pretend to want with their façade of BIPOC events and We All Belong campaigns. Perhaps most notably, I will add that Burlington City Arts has since dismantled their equity committee. In their last meeting on February 14, 2023 committee members stated that the, “original purpose has been fulfilled and this formation is not what’s needed.” Additionally, they promised to “restructure” the committee. As of the date of this very open letter, they have not done so. The final committee meeting minutes are available here: https://www.burlingtoncityarts.org/sites/default/files/2023-02/EandBminutes_Feb.pdf.

Similarly, Winooski’s first equity director, Yasmin Gordon, silently left the City after eight months. Much like Tyeastia, Yasmin also declined to comment. Elaine Wang, Winooski’s City Manager, admitted that Gordon struggled with “both structural racism and microaggressions” on the job and within city government. There are two facts about Yasmin’s story that you should pay very close attention to.

1. Winooski is statistically Vermont’s most diverse city…let that sink in. A city comprised of one of Vermont’s largest Black communities and seemingly has open arms for asylum seekers from all over the world could not retain a Black equity director. Much like Burlington City Arts, the City of Winooski has not made any formal attempt to restructure or rehire for the role (as of today).
2. No major local news outlets covered the story. The quote above came from an article by the Community News Service (https://www.communitynews.net/home/vacant-winooski-equity-job-to-remain-unfilled-in-budget-after-structural-racism-and-microaggressions-push-out-former-director). This organization is a student-led operation at the University of Vermont. It is an AWESOME asset to the community and the writers are impeccable, but it is not a major news outlet (even locally). Though we all recognize how the media can manipulate news, we have not yet explored how their resistance to writing about racial topics can stifle the voices of Black people. Keep that in mind as you read and watch the news. How many Black faces have you seen? If the answer is none, are those voices being heard? If the answer is only a few, in what light are those individuals being portrayed?

For the Naysayers, Haters, and Non-Believers.

“They're being dramatic/overly emotional/too sensitive.”

“It can’t be that bad.”

“If you don’t like it, leave.”

“Well I’ve never heard of that so…”

“Well I live in Burlington so…”

“We don’t have any Black people in my community, so…”

[Insert other gaslighting phrases.]

First and foremost, if you don’t want to be a part of the Movement, then the Movement doesn’t need you. Let’s just start there.

Secondly, I wholeheartedly expect people to attempt to assassinate my character after the release of this very open letter. From a psychological perspective, they want to hurt me in the same way they feel I am hurting the image of their beloved Vermont. Usually, that’s why Black people take the “no comment” route when they’ve been wronged. If we speak up, it puts us at risk of losing opportunities and being labeled a “troublemaker”. Fortunately, I don’t care and I plan to comment heavily. No one has that power over me and they never will. I won’t be here to deal with the, “Try That In A Small Town” behavior that would normally ensue. So in short: save your breath -

Alternatively, if you are intrigued and want to gauge racism in your social circle or community, here are a few tried and true ways to do it.

1. Stand on your local street with a Black Lives Matter sign. I don’t have to say much more. Within an hour, you will have witnessed a racial slur or other antagonizing behaviors. You can also try this out by saying the phrase “Black Lives Matter” to friends. Gauge their reactions to better understand where your friends and family stand on race relations. 
2. Visit any local news outlet’s Facebook page (WCAX) and find an article that features a person of color. The comments will have nothing to do with the content of the article and everything to do with race. Every time. Like clockwork. Though some of them are “just trolls”, a good number of them are your friends and family. 

Fact-Based Recommendations 

Policy

I write this note at the unofficial beginning of lobbying season and ahead of the next legislative session in hopes that it will encourage everyone in Vermont’s policy realm to STEP BACK AND EXAMINE YOUR POLICIES WITH AN EQUITY LENS. 

I recently had the privilege of completing the Snelling Center’s Vermont Leadership Institute. I had one of the most compassionate directors anyone could ask for. Throughout each session he liked to explain that although we were learning about different systems, we should bring down our equity lens like an eye doctor uses their phoropter. Each time you learn more about the impacts of your work on the Black community, the clearer the vision will become. Because “Where there is no vision, the people perish.”

Outside of my emotional plea, I am offering a few tools that can help you assess the equity impact of your bills and proposals.

1. Equity Impact Assessment Tool (https://racialequity.vermont.gov/equity-toolkit) developed by Vermont’s Office of Racial Equity - Though this document is required for all State Departments that initiate bills, it has not been formally adopted as a requirement by the legislature. As stated on the Office of Racial Equity website, “Equity and inequity impacts everyone—no exceptions. For this reason, each of us has a responsibility to learn the history and ramifications of injustice and bias.” 
2. Other helpful tools include:

In-Depth Equity Assessment Guide from the US Department of Health and Human Services - This tool describes how to conduct intensive equity assessments of existing programs, policies, and processes. https://aspe.hhs.gov/reports/equity-assessment-guide

A Racial Equity Framework for Assessing Health Policy created by The Commonwealth Fund - Its goal is to establish a conceptually nuanced, empirically informed, and practically useful framework for analyzing the racial equity implications of health policies. https://www.commonwealthfund.org/publications/issue-briefs/2022/jan/racial-equity-framework-assessing-health-policy 

People often ask me why I think Vermont cannot retain its Black residents. It is partially because state and local governments design laws and policies without examining racial impacts. 

I’m begging you to ask yourself, “How will this affect the Black community?” each time you create new laws, programs, and policies. If you cannot answer that question, you either need an equity consultant and/or to employ the aforementioned tools. Additionally, listen to your Black constituents. Seek their opinions and use it to better inform your policies. We are not “only” one percent. We are The One Percent and we have a voice if you want to hear it.

Social Settings

In the Black community we have a jovial colloquialism that goes, “Get your friend.”

To each and every white Vermonter I am telling you:

Get your friend.

Get your family. 

Get your people. 

When you hear a racist joke, call it out. 

When you see racist posts on social media from people you are close to, call it out. 

When you witness a Black person being aggressed, stand up in their defense. 

The list goes on, but the point is the same. 

Racial equity work is not confined to classrooms, office spaces, and white affinity groups (whatever that means). It is happening all around you. Allyship is defined as active support for the rights of a marginalized group. The key word is active.

Vermont Human Rights Commission

I will tread lightly on this topic because the VT HRC includes several members of the community who fight tirelessly to protect the rights of marginalized people. Nonetheless, a perfect organization does not exist. 

If I had one wish it would be for the HRC to examine their initial questionnaire processes. Specifically as it relates to racial complaints, the process feels like you have to validate your claims with legal evidence before they consider it valid. Complainants come seeking refuge when no one else has the ability, know-how, and resources to help. Having them build their own case before you hear them out is counterintuitive. 

Moreover, from the Public’s side of the table, it feels like the first priority of Legal Counsel is to find legal loopholes that cover the accused. You have to be blatantly, disrespectfully, and grossly wronged for the HRC to be interested or give you time. 

Understanding resource restraints on staff and board members, I beg the Commission to do an annual review of racial complaints that have been dismissed. I would bet my own dollar on the fact that there is a theme amongst those cases that needs to be addressed. If this is already happening, be more transparent and share the data. More transparency might even prove me wrong.

Housing

This one is a doozy. 

We all know that Vermont’s housing crisis is one of the worst in America (https://vtdigger.org/2023/02/07/vermonts-rates-of-homelessness-are-almost-the-worst-in-the-country/). However, what happens when the exacerbated system is combined with racism. What happens when landlords don’t return your calls after finding out you’re Black? What happens when real estate agents give favoritism to the majority? What happens when your lease isn’t renewed because of racial biases? At this point, from the data I am aware of, no one has put in the work to find answers to these questions. I certainly have not been asked to complete any housing surveys or speak about my experience. As one of the most vocal members of our community, I can guess that many of the other 9,704 of us have not been asked either. Again, I am begging legislators, policymakers, city council members, lobbyists, and advocates to engage with the community to make more informed decisions. Examples of ways to do so:

• Housing Experience Survey for Black Community Members - Example: Survey on Needs of People Living Unsheltered by Portland State University (https://www.pdx.edu/homelessness/survey-needs-people-living-unsheltered) 
• Black Affinity Town Hall Sessions - Example: Black/African American Affinity Town Halls hosted by Berkley California’s School Districts - (https://www.berkeleyschools.net/2020/06/second-black-african-american-affinity-town-hall-to-take-place-june-16-at-630-pm/)
• Equity Consultants - Lived experience is more valuable than any trained experience when it come to racial data. Though sometimes those paths intersect, please provide individuals who have lived experiences with the first opportunity to inform your dataset.

Workforce Development 

This part will be brief. Above, I spoke about the unwillingness of Black people to speak up when they are wronged due to fear of losing their jobs and other retaliation tactics. This is a more frequent issue than most of you realize. Is there a way for those who have been wronged within your respective organizations to report their experiences without being targeted afterwards? Or are they forced to stockpile feelings until they break? Likely, the answer is that your organization has not made it a priority. If that’s the case, this should be on the radar for all of our employment-based allies. Creating this procedure can help save your workforce. 

Additionally, stop focusing on recruitment and start focusing on retention. You worked REALLY hard to get marginalized individuals to be interested in your organization. Now what? Do they feel heard? Do they have a social stake in your organization? Do they feel like a member of your team? If you are unable to answer any of these questions, employ these tactics:

• Allow, create, fund, and encourage Black affinity spaces. Example: 26 Affinity Groups for Employees at AT&T (https://about.att.com/pages/diversity/employee-groups)
• Assess the willingness of your employees to fully engage with their Black counterparts. 
• Respect cultural holidays, attire, foods, and religious needs even when the state and federal governments do not. Examples: Ensure that hijabs are allowed if you have a no hat policy. Host in-office, organization-sponsored cultural celebrations that include an educational component so that marginalized individuals are not tasked with the burden of educating the majority. Celebrate cultural holidays even if no one within your organization is a member of that group. Recognize holidays within your department even if the overall organization does not.

To Our Community of Black Vermonters

Most importantly, I am sorry. I am sorry that I am throwing in the towel on our fight. I am sorry that I will not be able to witness the fruits of all of your labor. I am sorry.

Secondly, I want to encourage self-care. Do not sacrifice your Self (with a capital S) for the movement. I let it drain me. There are parts of my Self that are gone and will never regenerate. I hope none of you ever experience it, but if you do please know that I hear you. When the fight feels unmanageable - like no one is listening, and if they are then they aren’t understanding - I hear you. 

The next generation of Vermonters will undoubtedly have a new (and hopefully less daunting) story to tell because of the work you put in. Thank you for your sacrifice and thank you for carrying the torch. You are stronger than I will ever be.

In Conclusion

Though Mississippi is stuck in the Jim Crow era, Vermont is bound by colonial-era expectations of race relations. Contrary to popular belief, that was NOT a time of peace and harmony for Black people either. Though the eras may look different, the impacts are the same.

If you do not want to read through my entire Black Paper, here are the key points that may help you make more informed decisions about how your actions affect Black community members:

1. We are Black Vermonters and no one can rule us out of that. 
2. We are not "only one percent". We are The One Percent (1.5 to be exact). We have a voice if you are ready to listen.
3. Vermont is so used to Black people existing in low numbers that instead of questioning why, they accept it as the state’s destiny. It's time to start asking WHY.
4. There is pattern of Vermont-based organizations publicly seeking the help of Black people, particularly Black women, to play savior. However, it is a façade. Black people are here to lead the Movement but not for you to hide behind if you are only placating progression. Source the data and put the funding behind your initiative or leave Black People out of it.
5. Get your friend. Get your family. Get your people. When you hear a racist joke, call it out. When you see racists posts on social media from people you are close to, call it out. When you witness a Black person being aggressed, stand up in their defense. The list goes on, but the point is the same. Racial equity work is not confined to classrooms, office spaces, and white affinity groups (whatever that means). It is happening all around you. Allyship is defined as active support for the rights of a marginalized group. The key word is active.
6. Stop focusing on recruitment and start focusing on retention. You worked REALLY hard to get marginalized individuals to be interested in your organization. Now what? Do they feel heard? Do they have a social stake in your organization? Do they feel like a member of your team?
7. Though we all recognize how the media can manipulate news, we have not yet explored how their resistance to writing about racial topics can stifle the voices of Black people. Keep that in mind as you read and watch the news. How many Black faces have you seen? If the answer is none, are those voices being heard? If the answer is only a few, in what light are those individuals being portrayed?

Thank you for reading my Black Paper on Vermont.

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