• print
  • decrease text sizeincrease text size
    text

“It tears you apart mentally and physically”: The Health Crisis Afflicting Black Farmers

Share this post

Safiya Charles (@imsafiyacharles) / Twitter

At 43 and 45 years old, husband and wife farmers Angie and Wenceslaus Provost, Jr., hope they live to see age 70. 

They don’t fear terminal illness or a farm accident that could consign them to an early grave. 

Instead, they fear stress could do them in. Years of trying to protect family land from encroaching banks and government agencies have worn on them, despite their love of farming. 

After years of mounting debt with the U.S. Department of Agriculture (USDA) and a bank, the New Iberia, La. sugar cane farmers filed a September 2018 lawsuit against a USDA-approved lender. The suit alleges that Wenceslaus, known as “June,” was all but run out of the profession in 2015 after the bank reduced his crop loans over successive years, effectively underfunding his farm operation. June also claims that the lender regularly dispersed his funds well past planting season, which hampered his ability to compete against other, mostly white, cane farmers in the region. Angie has had a separate and ongoing civil rights claim open against USDA since 2017.

Both Angie and June have been hospitalized with symptoms of a nervous breakdown. They endure fatigue, racing hearts, insomnia brought on by nagging fear they could lose everything: their homes, their cane fields, their tractors, even their lives. They have sometimes feared the stress might literally kill them. In 2008, June, a fourth-generation sugar cane farmer, was in his second season of farming alone when his father died of a heart attack after helping him chop soil to plant fresh cane. June’s father had fallen behind because his crop loans were delayed by his banking institution; both June and Angie feel the situation had become bad enough to put his health at risk.

“We’re very aware of the fact that the early death of our family members like June’s father and some of our other community members is due to that stress of being bankrupt and foreclosed on after going through such litigation like Pigford,” Angie said, referring to the class action lawsuits filed by Black Farmers against USDA for discrimination and failure to investigate civil rights complaints. “Those are issues of trauma. It’s a difficult thing, an almost impossible thing to live through, unless you have a support system.”

Owing the USDA more than $1 million, June at one point questioned his desire to live. “At my worst, I contemplated suicide,” he said. “I felt there was no one I could turn to.” The future seemed to be certain death by a thousand bureaucratic hurdles, racism, stress, and overwork. 

In some ways, the Provosts’ story is familiar to anyone working in agriculture. All farmers and ranchers know the standard hardships of their profession—from the high costs of doing business to being at the mercy of uncontrollable forces. The financial risks are high, and crop prices are always in flux. A devastatingly adept predator might make off with some prized livestock. Pests may gorge their way through rows of promising crops. The physical work is hard on the body; the pesticides are too. And while weather is always unpredictable, climate change’s unseasonable droughts, flooding, storms, and freezes add to the strain. Those problems make farming one of the most stressful occupations in the country.

But Black farmers have to contend with an additional menace: the systemic racism that has long marred U.S. agriculture. These producers face down all the typical hardships while also navigating other hazards, including legal battles with the government, discriminatory lenders, opportunistic land grabbers. These painful interactions tend to underscore the racist—and tragically long-standing—myth that Black people don’t belong in farming, and don’t deserve the tools required to succeed. 

“So many Black farmers—June’s father, his uncles, my aunts and uncles, our community members, our kin—have the same story: sitting there in a USDA office waiting to be serviced, and never being serviced properly; being told by local agents that you will not succeed,” said Angie. “‘You will fail.’ ‘You are not a farmer.’ Those types of things are told to you directly.”

These grinding forms of discrimination take a deeply personal toll, contributing to a mental health crisis among Black farmers that’s at once acute and yet hard to see. Help is not exactly on the way. While programs do exist to help farmers handle the stress of the profession, many existing lifelines are geared toward the approximately 95% of U.S. farmers who are white, downplaying or outright ignoring the specific forms of distress that stem from race-based prejudice. Though a small but vital body of research points to the need for a more inclusive approach, and at least one advocacy group is working to better understand the scope of the problem, few efforts are being made to address the problem on the ground. For now, too many farmers still have nowhere to turn, their suffering largely rendered invisible within the support systems that exist. 

“It’s that psychological impact that I’ve seen happen to many Black farmers,” Angie said. “You have to understand it’s a repeated pattern. It tears you apart mentally and physically.”

The research gap 

In 2021, the USDA announced $25 million to state Farm and Ranch Stress Assistance Networks (FRSAN) to build crisis hotlines, establish anti-suicide trainings, and offer free or low-cost counseling, among other services. It was an important step toward recognizing the emotionally grueling, often isolating nature of farm work. But it did little to respond to the needs of Black farmers, who tend to operate smaller farms, face increased economic pressure, and are routinely exposed to racism in agriculture and beyond. Of the 50 FRSAN projects USDA funded in 2021, only seven programs—in MaineMassachusettsMinnesotaNew HampshireNew MexicoNorth Carolina, and Rhode Island—pledge to make efforts to accommodate the specific needs of communities of color. 

It’s yet another indication that the bulk of U.S. research on farming and mental or behavioral health and stress focuses on white farmers. And while that may partly be a function of demographics—Black farmers make up 1% of growers nationwide, a stat that itself testifies to the exclusionary force of systemic racism in agriculture—important research or diagnostic tools fail to be race-sensitive. Without these mechanisms, it’s difficult to provide informed treatment that responds to the specific needs of Black farmers and could improve their physical and mental well-being. 

The Farm/Ranch Stress Inventory, created in 2002 by Charles K. Welke, then a psychology doctoral student, is a tool that assesses stress, satisfaction and perceived social support among farmers and ranchers. It asks dozens of questions to assess a farmer’s anxiety level and is sometimes adapted for studies of farmer well-being. But its questions focus mostly on financial and family matters; while it inquires about conflict with relatives or community, no question mentions race or racism specifically. In another example, a 2021 Farm Bureau-commissioned study of 2,000 rural Americans found that farmers and farm workers were significantly more likely to have said their stress increased in the last year than their non-farming neighbors. But the insurance and lobbying giant told The Counter that it did not analyze its data by race. 

Laketa Smith manages the Farmers of Color Network of the Rural Advancement Foundation International (RAFI-USA). In collaboration with North Carolina State University, she and North Carolina-based RAFI are conducting a study of farmer mental health and financial stress. Unlike many other studies, that research is intentionally oversampling farmers of color. Though the study won’t conclude until later this year, it will interview 15 Black and Indigenous farmers, respectively, in addition to the same number of white growers (a future iteration will include Latinx subjects). 

While final results aren’t in, Smith said that there’s no indication that suicide is higher among either group. Still, preliminary results suggest that chronic stress is a feature of life for many Black farmers, and that stress can manifest in a variety of ways, from family conflict or separation to substance abuse, depression, anxiety, and ill physical health. 

“Pride is the flip side of shame, and [when money problems happen and land loss is possible], there’s a lot of shame over being in that position,” Smith said. “Farming is often not [simply] what they do. It’s who they are. They’re fourth or fifth generation. And sometimes they think ‘This land’s been in the family for years, and I got us in trouble.’” 

Racism as risk factor 

It’s a realm of lived experience that’s also established science: Being subjected to racism is unhealthy. Even encountering the more subtle, daily varieties can be stressful—and, over time, that stress can impact mental and physical health outcomes in concrete ways. A 2013 article in The Atlantic summarized the current state of the medical literature, which draws links between discrimination and increased rates of hypertension, the common coldcardiovascular diseasebreast cancer, and even general mortality. One study of 30,000 participants found that racism-induced stress is directly related to poorer physical and mental health. It’s a phenomenon that social psychologist Nancy Krieger calls “embodied inequality”—and these damaging linkages have only become better established in recent years.

“The perception of racism, that feeling can have an impact on psychological well-being,” said Telisa Spikes, a cardiovascular researcher at Emory University who has conducted studies on the impacts of financial and racial stressors on African American health. “Your body responds by going into fight or flight mode—blood pressure goes up, heart rate goes up. When you’re constantly in this hypervigilant state it can have a negative impact on health.”

Spikes describes hypervigilance as a heightened response to prior racial trauma that leads African Americans to anticipate negative or discriminatory experiences when they are in predominantly white spaces. 

“You have this stigmatized status as a Black person where you feel you always have to be constantly on watch,” she said. 

Epidemiologist Camara Jones has long made the case that racism is a public health crisis. Notably, she has called on fellow researchers to prioritize data collection by race, urging them to focus their attention on the root causes of racial differences in health outcomes. 

“When we collect data by race, our findings most often reveal significant race-associated differences in health outcomes,” Jones wrote in a 2001 article published in the American Journal of Epidemiology.“The differences are so ubiquitous across organ systems, over the life span, and over time that they do not surprise us or seem to require explanation. Indeed, only when there is a white excess in disease burden, as with suicide, is our professional interest piqued.”

More recently, researchers have continued to probe the role that racism plays in lowering Black Americans’ life expectancy. A 2020 Auburn University study concluded that stress caused by experiencing racism accelerates aging at the cellular level; while a study published by Georgia State University in 2019 found that experienced over time, racism and long term anxiety could “wear and tear down body systems,” weighting the body’s allostatic load—the lifelong build up of stress—and putting African Americans at greater risk for chronic illness. 

“Health cannot be separated from the social environment. Many of the disparities that we see are a result of the social environment. And going back to clinical research, you cannot address problems without highlighting the racial demographic and the role that social determinants play in contributing to these disparities,” Spikes said. “Racism is now listed as a fundamental cause of disparities. It may not be experienced in the form of interpersonal racism—I’m going to charge you a higher price because of the color of your skin—but it’s more of the institutional and systemic racism. The trickle-down policies that derive from that is what has negative implications for health: not being able to afford housing in a good school district if you have children; not being able to get a loan for a mortgage,” said Spikes. 

Those risk factors are only magnified and exacerbated within the context of farming, where discriminatory individuals, processes and systems can continually threaten one’s livelihood and land. Combine U.S. agriculture’s institutionalized racism with the profession’s inherent volatility, and there’s an argument that Black farmers are at heightened risk for all manner of stress-related ailments. 

It happened to Lucious Abrams. The 68-year-old Georgia farmer was denied compensation as a claimant to 1997’s Pigford v. Glickman racial discrimination class action lawsuit against the U.S. government. He has filed numerous legal measures since then to delay foreclosure, and rents his farmland to neighbors to keep the taxes paid. After three decades wrangling with USDA, his body became a vessel of agony and apprehension. 

“I had kidney failure. I had a blood vessel burst up in my colon. My wife had a nervous breakdown. There’s no way to tell you the trauma that we have been through over the years. Through God’s grace and his mercy … that’s the only way I know how [we’ve survived],” said Abrams. “It’s been an absolute nightmare.”

Kentucky State University economist and rural sociologist Marcus Bernard worked with farmers in Alabama’s Black Belt region as the former director of a rural training and research center for the Federation of Southern Cooperatives, a nonprofit association of about 20,000 mostly Black farmers and landowners. While completing his PhD at the University of Kentucky, Bernard examined how racism, institutional racism, and class conflict affected Black male farmers. His research identified high levels of acute stress in both African American men and women farmers, typically wives of the male subjects he interviewed. 

The long and well-documented history of Black mistreatment at the hands of the USDA, its partners, and agricultural colleagues also produces well-founded anxieties that bias will put more roadblocks in Black farmers’ way. 

“When you think about a picture of whites farming [and] then think about a picture of Blacks in agriculture, those are two very different experiences,” said Bernard. “The picture with Blacks in agriculture is marred by stigma and labels: a feeling like ‘Someone is always out to get me.’ Like ‘I’m not going to get a fair shake.’ Either ‘I’m going to get shorted on my price,’ ‘Somebody is after my land,’ or ‘I may not get the financing that I need.’”

For decades, USDA and associated lenders withheld critical loans from Black farmers on the basis of race—only one factor among many that gave white farmers an unfair advantage, and a shorter path to profit. Today, countless hurdles remain, from fierce, hyperlocal cronyism that excludes these farmers, to price manipulation that drives down their profits and earnings, and excessive collateral required to secure loans that put them at risk of losing everything if they fall into debt—a shameful legacy that is literally written across Black farmers’ bodies. 

For 26-year-old farmer Tamarya Sims, the anxiety lies not in the fear of dispossession—but in the fear that she may never own land at all. Sims is a landless Black farmer in Asheville, North Carolina. By day, she works for a land trust, managing chickens and bees on a community farm. She runs her own business, Soulfull Simone Farm, on the side. The urban flower and herbal farm takes up less than half an acre of rented land. 

Sims, who experiences anxiety related to attention deficit hyperactivity disorder (ADHD), hopes to one day own 60 acres of forested land she envisions as a “healing space” where she can grow herbs and plants, and visitors of color can attend workshops and feel welcome. She describes the distress she deals with as threefold. 

“There’s the stress of being a farmer, then there’s the stress of being a Black farmer, and then of being a landless farmer,” she said. Added to the anxiety she feels, these stressors can make it difficult for her to focus, sapping her energy and ability to solve problems that may arise on the farm. 

As a Black female agriculturalist in an overwhelmingly white area, Sims has experienced strong feelings of alienation. When she spoke out in the wake of George Floyd’s death, she became instantly and uncomfortably recognizable in her community. 

But invisibility, rather than hypervisibility, has been the norm for her. When white visitors stop by the community farm, they often pass her wordlessly, seeking out the first white face they can find as an authority. When she was shopping for her own tractor, she brought a white male associate with her to the dealership, for fear she wouldn’t be taken seriously or get a fair deal. The sales agent spoke exclusively to the white man and refused to look her in the eye, she said. Knowing she must enlist the same tactic in her search to acquire land is upsetting and tiresome. 

“One of the main recurring things I’ve went through is being on land and folks seeing me and thinking that I don’t belong just because I’m Black. Even at my job, I’ve had people slowing down in their cars to see what I’m doing.” If they come onto the land, they ignore her just as the tractor salesperson did. “There’s nowhere I can go where people see me and think I belong, or where I feel safe.”

This feeling has been a primary motivator in Sim’s desire to carve out her own piece of land where she can enjoy the restorative benefits of nature that all farmers love: the joy and relief that comes from digging in the dirt, watching a tiny seed shoot out roots long before its verdant foliage begins to show.

“I work through a lot of my life issues in the garden, and I think that everyone should have the opportunity to do that… When you connect people with land, they see the mountains behind them, and they feel comfortable,” she said. It’s a feeling of ease she continues to chase and an irony many Black farmers experience: that working the land can relieve stress, while also exacerbating it. 

Community as coping 

Former cattle farmer Michael Rosmann is a psychologist who has worked with farmers and institutions for more than 30 years to raise awareness about the importance of behavioral health in agricultural communities. His work with the nonprofit AgriWellness, Inc., a partnership initiative between seven Prairie states facilitated by the Wisconsin Office of Rural Health, informed the framework of USDA’s Farm and Ranch Stress Assistance Network. 

“The traits that define successful farmers are a capacity to endure extreme hardship, the capacity to work alone, if necessary, self-reliance for making decisions, and keeping things to oneself. These traits cut across all races and cultures,” said Rosmann. 

However, these characteristics can have a downside: a reticence to divulge thoughts and emotions to behavioral health professionals or scholars who could document farmers’ individual or collective mental health needs. To combat this, Rosmann emphasizes a need for counselors and therapists who have a shared understanding of not only agriculture, but the complex racial and cultural histories these farmers hold. 

In practice, that’s not always easy. Rural communities, where most farms are, often lack the medical resources and services offered in major cities. At the same time, only about 3 percent of U.S. psychologists are Black. For farmers, these factors—the disparity in health care services and the lack of representation among health care professionals—mix with other forms of inequity to create barriers to relief from occupational stress. 

In the absence of doctors they can trust and enough rural mental health providers, many Black farmers like Abrams lean on religion to lessen their mental anguish. 

“There is still within this community of older Black farmers, deeply spiritual, deeply rooted ties to their churches. Their spiritual life is what I believe is the No. 1 thing that keeps them sane and grounded,” Kentucky State’s Bernard said. 

He speculated that faith may offset suicide risk among Black farmers. But because Black farmers are not often studied or written about outside the bounds of their racial experiences, there’s little to no information about the prevalence of suicide and self-harm among them. 

That most Black farmers turn to social networks for support bears out an aspect of Farm Bureau research: in general, farmers are far more likely to tap their friends and family for help than seek a doctor’s advice. 

Kaleb “KJ” Hill, 35, is a fourth-generation farmer from New Orleans and the founder of Oko Vue Produce Co., an agricultural business that specializes in edible landscapes and stormwater management. 

He looks inside and outside his community for assistance. 

“A lot of [farmers] are not very vocal with what they’re going through. They’ll speak in a lot of cliches, like ‘You know, it’s just part of the job.’ But the way I live my life, I share if I’m seeking additional support,” Hill said. 

Though he doesn’t presume to recommend mental health services to his peers, “we usually talk to each other,” he said. 

“That’s important,” he went on. “I won’t say it’s like traditional group therapy or anything that’s facilitated by a professional. It’s just us sitting around in a circle or gathering at the end of the season, and having a little dinner together with some of the things we have left over and just talking about how that was a rough year. It’s an ongoing conversation. You’re venting like ‘Man, that was frustrating, this insect ate up everything. What did you do about it’ That’s a therapeutic session in itself.” 

Still, traditional talk therapy keeps him “in touch with reality and it’s helped me grow as a man. … Sometimes you have these emotions that you don’t necessarily have a word for and that professional does,” he added. 

The Provosts also sought help to alleviate their feelings of despair. Both now speak with a therapist regularly. They say it’s had a marked effect on their ability to cope with the day-to-day stress incurred by attempts to preserve their livelihood. But the fight is long from over. What was once an almost 5,000-acre family sugarcane operationJune’s family owned about 300 of those acres and rented the remainder—is now a mere 36 acres, split between June and one of his brothers. Angie’s civil rights claim remains open, and Congress’s effort at debt cancellation, which would have offered them a much-needed reprieve, remains stalled.

This post originally appeared at The Counter on March 17, 2022. Reprinted with permission.

About the Author: Safiya Charles is The Counter’s future of farming fellow, covering the movement around justice for Black farmers and the pioneering agriculture work being done in communities of color nationwide. She previously worked at the Montgomery Advertiser, the Alabama capital’s daily newspaper. Her work has appeared in The Nation and The New Republic.


Share this post

Service + Solidarity Spotlight: Labor Movement Fighting Anti-Asian Racism in All Forms

Share this post

Working people across the United States have stepped up to help out our friends, neighbors and communities during these trying times. In our regular Service + Solidarity Spotlight series, we’ll showcase one of these stories every day. Here’s today’s story.

Anti-Asian racism has skyrocketed during the COVID-19 pandemic. Working people condemn this vile behavior as a stain on our nation. We will continue to fight these injustices.

Asian Pacific American Labor Alliance National President Monica Thammarath (NEA) stated, “It is not right that Asian Americans are afraid to be alone in public, especially our elders who live in poverty and depend on access to community services, and our young people who live in places where there are few community spaces to turn to. We grieve for the elders who have been assaulted in Chinatowns across the nation. We grieve for Vicha Ratanapakdee, an 84-year-old Thai man who was attacked on one of his daily walks in San Francisco. We send our love to Noel Quintana, a 61-year-old Filipino American who was attacked on a Manhattan subway car, and to the 52-year-old Chinese American woman who was attacked outside of a Flushing bakery. We grieve for Christian Hall, a Chinese American teenager who was murdered by the Pennsylvania State Police. We grieve for Angelo Quinto, a 30-year-old Filipino American who was murdered by Antioch, California, police. Our communities are hurting, and we are more agitated than ever to create change.”

“The entire labor movement is appalled by the continued rise in anti-Asian racism across the country. Acts of physical violence, yelling of racial slurs and intimidation tactics used against our Asian American friends, family and communities must be called out and stopped,” said AFL-CIO President Richard Trumka (UMWA). “Anti-Asian rhetoric is only hurting our nation more during this pandemic, and we all must stand up and condemn in the strongest terms possible that racism in any form is unacceptable.”

“Racism in any form is wrong. Plain and simple. I have been so incensed to see the attacks on our Asian brothers and sisters that I could just scream,” said Clayola Brown (Workers United), AFL-CIO civil rights director and A. Philip Randolph Institute president. “For those of us of color who have endured systemic racism for 400 years, it is scary to see this unrelenting targeting and denigration happening to another group. The kind of ugliness we’ve seen happening to members of the Asian community as they simply go to the store or gather in a park to visit is disgusting and must be stopped. To watch elderly people come under attack and no one come to their aid shows we still have so much more work to do. Humanity must prevail. As Martin Luther King Jr. said, ‘The time is always right to do what is right.’ We must all take responsibility to make sure that no one is targeted, tormented or harassed because of their ethnicity. Until we learn that lesson, we all pay the price for racism.”

This blog originally appeared at AFL-CIO on March 8, 2021. Reprinted with permission.

About the Author: Kenneth Quinnell  is a long-time blogger, campaign staffer and political activist whose writings have appeared on AFL-CIO, Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere.


Share this post

Union President Says Minneapolis Is Trying to Punish Transit Workers Who Wouldn’t Help the Police

Share this post

In late May, as Minneapolis and St. Paul erupted in protests against the police killing of 46-year-old Black man George Floyd, members of the Twin Cities’ Amalgamated Transit Union (ATU) Local 1005 publicly refused to transport protesters to jail. “As a transit worker and union member, I refuse to transport my class and radical youth,” Minneapolis bus driver Adam Burch told the labor publication Payday Report, which first reported the refusals on May 28. “An injury to one is an injury to all,” said Burch.

ATU Local 1005 also issued a statement in solidarity with the protests on May 28. “This system has failed all of us in the working class from the Coronavirus to the economic crisis we are facing,” the union declared. “But this system has failed People of Color and Black Americans and black youth more than anyone else.”

The union’s public support for the uprisings, and some members’ public refusal to do work that helps the police, sparked praise and inspiration around the country. As the Black Lives Matter protests spread, so did transit workers’ refusal to assist in police crackdowns. In New York, bus drivers refused to transport people arrested at protests, as crowds cheered them on. “None of our bus ops should be used for that,” J.P. Patafio, vice president of New York’s Transport Workers Union Local 100, told Motherboard on May 29.

The impacts of the uprisings are already being felt, particularly in Minneapolis, where a veto-proof majority of city councilors pledged to disband the police department, under pressure from activists. In These Times spoke with Ryan Timlin, the president of ATU Local 1005, about the impact of the union’s actions on the lives of its members, and on the political climate. “It wasn’t just the bus drivers’ union, it was all the protests,” Timlin said. “Even though the military came in, the protesters kept marching forward.”

Sarah Lazare: Has your union faced retaliation for showing solidarity with the protests?

Ryan Timlin: We are working on a class-action grievance, because they cut the pay for those who refused to transport state troopers. MetroTransit said they’re not going to do mass-arrest bussing because of the petition we did, but they did do some transporting of state troopers. A lot of our low-seniority members got stuck doing that, and we reached out to them to make sure they understood the right to refuse. I don’t know an overall number, but some of them refused, mostly over the issue of safety. I’d put it at around a dozen who refused.

As a result of our petition, they stopped having bus drivers transport protesters. They went and got decommissioned metro and mobility buses, and some police ended up driving them.

Sarah: So the grievance was about being docked pay?

Ryan: Anybody who refused to do the work, they did not pay them. They paid them if they showed up and were there for three or four hours at the garage, they paid them for that work. But if they got called to do a run and they refused, their pay got cut: They used vacation time or sick time. The company said they weren’t going to pay people for not doing anything. Well they had sent 90% home and paid them to stay home. They forced the lower seniority transport state troopers. We filed the grievance and are going to collect the data about who is impacted. As soon as I got a phone call that someone got their pay cut, we got paperwork ready.

Sarah: Do you think your union’s actions had an impact?

Ryan: I hope it helped protesters. To be honest, I don’t know if it did. It clearly excited people, especially the letter of solidarity we wrote. We got so many phone calls, and we got a lot of thank yous. It was overwhelmingly supportive, just a few people called pissed off. We got lots of thank yous coming in—I wish we had kept a better list. I remember I saw an email from the RMT, the union of British railway workers, and a lot of other random people. There were a lot of individual letters.

It wasn’t just the bus drivers’ union, it was all the protests. Even though the military came in, the protesters kept marching forward. More and more unions came in and started to speak out, that movement led to the change of charges for the murder of George Floyd. It’s the movement that’s been keeping all these politicians accountable.

Sarah: How do your members feel about the Minneapolis City Council’s  pledge to disband the police?

Ryan: I can’t say our union has spoken specifically on disbanding, but I think there’s a strong feeling inside the union that too much money has gone into the police and more money needs to go to public services like education, transit itself, and even the postal service.

Sarah: Do you think having a union made you feel secure enough to take this action?

Ryan: They knew that they had some form of protection. If you don’t have a union, and you’re a workplace that is not organized in any way—no workers’ center or anything—the more you stick together, the more protection you have, the less isolated you are. the union is a legal body that gives you protection to exert your rights.

Sarah: Did you have discussions within your union about racism?

Ryan: Even before this, racism has been a discussion in the union anyway. I can’t really give details, because it hasn’t gone through arbirtration, but we have a case dealing with discrimination, where there was discrimination in the workplace. We recently had a meeting about discrimination, and there were people who didn’t support us, people who did. It became clear to them why the union had to take it forward and couldn’t walk away from it. This was going on against the backdrop of what’s happening in Minneapolis.

A lot of our members face racism on a daily basis. The workforce is diverse,especially if you get to operations, not just maintenance. We have Somali and Hmong, a lot of black drivers. Those members face racism on the bus, but also they come from the third precinct and have to deal with how police treat them. One coworker told me a story of how he had to have his paycheck in his glove box to be able to prove to police he could afford the car he was driving. i have heard so many stories over the years, that one’s the one that stuck out the most.

This blog originally appeared at In These Times on June 11, 2020. Reprinted with permission.

About the Author: Sarah Lazare is web editor at In These Times. She comes from a background in independent journalism for publications including The Intercept, The Nation, and Tom Dispatch. She tweets at @sarahlazare.


Share this post

What #MeToo Can Teach the Labor Movement

Share this post

My first #MeToo memory is from the kitchen of the Red Eagle Diner on Route 59 in Rockland County, N.Y. I was 16 years old, had moved out of my home, and was financially on my own. The senior waitresses in this classic Greek-owned diner schooled me fast. They explained that my best route to maximum cash was the weekend graveyard shift. “People are hungry and drunk after the bars close, and the tips are great,” one said.

That first waitressing job would be short-lived, because I didn’t heed a crucial warning. Watch out for Christos, a hot-headed cook and relative of the owner. The night I physically rebuffed his obnoxious and forceful groping, it took all the busboys holding him back as he waved a cleaver at me, red-faced and screaming in Greek that he was going to kill me. The other waitress held the door open as I fled to my car and sped off without even getting my last paycheck. I was trembling.

Although there were plenty of other incidents in between, the next time I found myself that shaken by a sexual assault threat, I was 33 and in a Manhattan cab with a high-up official in the national AFL-CIO. He had structural power over me, as well as my paycheck and the campaign I was running. He was nearly twice my age and size. After offering to give me a lift in the cab so I could avoid the pelting rain walking to the subway, he quickly slid all the way over to my side, pinned me to the door, grabbed me with both arms and began forcibly kissing me on the lips. After a determined push, and before getting the driver to stop and let me out, I told the AFL-CIO official that if he ever did it again I’d call his wife in a nanosecond.

These two examples underscore that behind today’s harassment headlines is a deeper crisis: pernicious sexism, misogyny and contempt for women. Whether in in our movement or not, serious sexual harassment isn’t really about sex. It’s about a disregard for women, and it shows itself numerous ways.

For the #MeToo moment to become a meaningful movement, it has to focus on actual gender equality. Lewd stories about this or that man’s behavior might make compelling reading, but they sidetrack the real crisis—and they are being easily manipulated to distract us from the solutions women desperately need. Until we effectively challenge the ideological underpinnings beneath social policies that hem women in at every turn in this country, we won’t get at the root cause of the harassment. This requires examining the total devaluation of “women’s work,” including raising and educating children, running a home and caring for the elderly and the sick.

It’s time to dust off the documents from the nearly 50-year-old Wages for Housework Campaign. The union movement must step in now and connect the dots to real solutions, such as income supports like universal high-quality childcare, free healthcare, free university and paid maternity and paternity leave. We need social policies that allow women to be meaningful participants in the labor force—more of a norm in Western Europe where unionization rates are high.

Sexist thought is holding our movement back

Sexist male leadership inside the labor movement is a barrier to getting at these very solutions This assertion is sure to generate a round of, “She shouldn’t write that, the bosses will use it against us.” Let’s clear that bullshit out of the way: We aren’t losing unionization elections, strikes and union density because of truth-telling about some men in leadership who should be forced to spend out their years cleaning toilets in a shelter for battered women. And besides, we all know the bosses are far, far worse—and have structural power over tens of millions of women in the United States and beyond.

Some of the sexual harassers who see women as their playthings are men on “our side” with decision-making roles in unions. This mindset rejects real organizing, instead embracing shallow mobilizing and advocacy. It rejects the possibility that a future labor movement led by women in the service economy can be as powerful as the one led by men in the last century who could shut down machines. Factories, where material goods are produced by blue collar men are fetishized. Yet, today’s factories—the schools, universities, nursing homes and hospitals where large numbers of workers regularly toil side by side—are disregarded, even though they are the key to most local economies. Educators and healthcare workers who build, develop and repair humans’ minds and bodies are considered white and pink collar. This workforce is deemed less valuable to the labor movement, because the labor it performs is considered women’s work.

While presenting on big healthcare campaign wins at conferences, I’ve had men who identify as leftists repeatedly drill me with skeptical questions such as, “We thought all nurses saw themselves as professionals; you’re saying they can have class solidarity?” I wonder if these leftists missed which workers got behind the Bernie Sanders campaign first and most aggressively. I’ve hardly ever met a nurse who didn’t believe healthcare is a right that everyone deserves, regardless of ability to pay.

When I began negotiating hospital-worker contracts, which often included the nurses, I routinely had men in the movement say things like, “It’s great you love working with nurses. They are such a pain in the ass at the bargaining table.” These derogatory comments came from men who can’t stand empowered women who actually might have an opinion, let alone good ideas, about what’s in the final contract settlement. Many hold a related but distinct assumption: that the so-called private sector is more manly—and therefore, important—than the so-called public sector, which is majority-women. This belief also contributes to the devaluation of feminized labor.

Capitalism is one economic system, period. The fiction of these seemingly distinct sectors is primarily a strategy to allow corporations to feed off the trough of tax-payer money and pretend they don’t. This master lie enables austerity, which is turning into a tsunami post-tax bill. And yet white, male, highly educated labor strategists routinely say that we need totally different strategies for the public and private sectors. Hogwash.

This deeply inculcated sexist thought—conscious or not—is holding back our movement and contributing to the absurd notion that unions are a thing of the past. These themes are discussed in my book No Shortcuts, Organizing for Power in the New Gilded Age (Oxford, 2016).

The union movement has increased the number of women and people of color in publicly visible leadership positions. But the labor movement’s research and strategy backrooms are still dominated by white men who propagate the idea that organizing once worked, yet not anymore. This assertion is presented as fact rather than what it is: a structuralist argument. The erosion of labor law, relocation of factories to regions with few or no unions, and automation are the common reasons put forth. The argument omits the devastating failure of business unionism, and its successor—the mobilizing approach, where decision-making is left in the hands of mostly white male strategists while telegenic women of color with “good stories” are trotted out as props by communications staffers.

If you think these men are smarter than the millions of women of color who dominate today’s workforce, then an organizing approach—which rests the agency for change in the hands of women—is definitely not your preferred choice. Mobilizing, or worse, advocacy, obscures the core question of agency: Whose is central to the strategy war room and future movement? As for loud liberal voices—union and nonunion—that declare unions as a thing of the past, the forthcoming SCOTUS ruling on NLRB v Murphy Oil will prove most of the nonunion “innovations” moot. Murphy Oil is a complicated legal case that boils down to removing what are called the Section 7 protections under the National Labor Relations Act, and preventing class action lawsuits.

Murphy Oil blows a hole through the legal safeguards that non-union workers have enjoyed for decades, eviscerating much of the tactical repertoire of so-called Alt Labor, such as class-action wage-theft cases, and workers participating in protests called by nonunion community groups in front of their workplaces. The timing is horrific and uncanny: As women are finally finding their voices about sexual harassment at work, mostly in nonunion workplaces (as the majority are), Murphy Oil will prevent class action sexual harassment lawsuits.

Unions can’t win without reckoning with sexism and racism

The central lesson the labor movement should take from the #MeToo movement is that now is the time to reverse the deeply held notion that women, especially women of color, can’t build a powerful labor movement. Corporate America and the rightwing are out to destroy unions, in part, so that they can decimate the few public services that do serve working-class families, including the Children’s Health Insurance Program (CHIP), Medicaid, Medicare, Social Security and public schools. Movements won these programs when unions were much stronger. It makes sense that unions, and the women’s movement, should throw down hardest to defend and grow these sectors, largely made up of women, mostly women of color, who are brilliant strategists and fighters.

The labor movement should also dispense of the belief that organizing and strikes can’t work. It’s self-defeating. Unions led by Chicago teachers and Philadelphia and Boston nurses, to name a few, prove this notion wrong. The growing economic sectors of education and healthcare are key. These workers have structural power and extraordinary social power. Each worker can bring along hundreds more in their communities.

Another key lesson for labor is to start taking smart risks, such as challenging the inept leadership in the Democratic Party by running its own pro-union rank-and-file sisters in primaries against the pro-corporate Democrats in safe Democratic seats, a target-rich environment. As obvious as it might sound, this strategy is heresy in the labor movement. Women who marched last January should demand that gender-focused political action committees, such as EMILY’s list, use support for unionization as a litmus test for whether politicians running for office will get their support. No more faux feminist Sheryl Sandberg types.

It’s time for unions to raise expectations for real gender equality, to channel the new battle cry to rid ourselves of today’s sexual harassers into a movement for the gender justice that women in Scandinavian countries and much of Western Europe enjoy. To think of winning what has become almost normal gains in many countries—year-long paid maternity and paternity leave, free childcare, healthcare and universities, six weeks’ annual paid vacation—is not pie-in-the-sky. To fight for it, people have to be able to imagine it.

The percentage of workers covered by union-negotiated collective agreements in much of Western Europe, the countries with benefits women in this country desperately need, is between 80 percent and 98 percent of all workers. This compares to a paltry 11.9 percent in the United States, as of 2013. This is far beyond a phased-in raise to $15 and hour—still basically poverty, and a wage that most women with structural power in strategic sectors already earn.

Women can’t win without building workplace power

There’s enough wealth in this country to allow the rich to be rich and still eradicate most barriers to a genuine women’s liberation, which starts with economic justice in the workplace. Upper-class mostly white women drowned out working-class women, many of color, in the 1960s and 1970s. The results of second-wave feminism are clear: Even though some women broke corporate and political glass ceilings and won a few favorable laws, individual rights will not truly empower women. Unions—warts and all—are central to a more equal society, because they bring structural power and collective solutions to problems that are fundamentally societal, not individual.

Women in the United States are stuck with bosses who abuse them, because to walk out could mean living in their cars or on the streets—or taking two fulltime jobs and never spending a minute with their kids. Similarly, women are stuck in abusive marriages, because the decision to stop the beating means living on the streets. European women from countries where union contracts cover the vast majority of workers don’t, to the same extent, face the decision of losing their husband’s healthcare plan, or not having money to pay for childcare or so many of the challenges faced by women here. This country is seriously broken, and to fix it we must build the kind of power that comes with high unionization rates, which translate into political—not just economic—power.

Naming and shaming is not sufficient. Women need to translate the passion of this moment into winning the solution that will help end workplace harassment. A good union radically changes workplace culture for the better. The entire concept of a human resources office changes when a union is present. For example, when entering the human resources office, women aren’t alone: They’ve got their union steward. Union contracts effectively allow women to challenge bosses without being fired. Good unions do change workplace culture on these and many issues. Why else would the men who control corporations, and now the federal and most state governments, spend lavishly on professional union busters and fight so damn hard to destroy unions?

It’s going to take a massive expansion of unions again—like what happened in the 1930s, the last time unions were declared dead—before we can translate #MeToo into a demand that raises all workers’ expectations that this country can be a far more equal society. If we commit to this goal, we can achieve it. This time, the people leading the unions will be the same people who saved the nation from Roy Moore, because women of color are already at the center of the future labor force.

I went from sexual harassment in male-heavy restaurant kitchens to sexual harassment as a rare woman allowed into the kitchen cabinet of many successful campaigns. Whether it is union leaders ignoring the experience and genius of workers in today’s strategic employment sectors of education and healthcare, politicians following the corporate line or individual bad bosses harassing their employees, all of it comes down to a disrespect and disregard for women, especially women of color. If we focus on the power analysis, the answer is staring us in the face. There is no time to waste. Everyone has to be all-in for rebuilding unions.

This article was originally published at In These Times on December 27, 2017. Reprinted with permission.
Jane McAlevey is an organizer, author and scholar. Her first book, Raising Expectations (and Raising Hell), published by Verso Press, was named the “most valuable book of 2012” by The Nation Magazine. Her second book, No Shortcuts: Organizing for Power in the New Gilded Age, published by Oxford University Press, was released late in 2016. She is a regular commentator on radio and TV. She continues to work as an organizer on union campaigns, lead contract negotiations, and train and develop organizers. She spent the past two years as a Post Doc at the Harvard Law School, and is presently writing her third book—Striking Back—about organizing, power and strategy, forthcoming from Verso.

Share this post

Civil Rights and Labor: Two Movements, One Goal

Share this post

“A community is democratic only when the humblest and weakest person can enjoy the highest civil, economic and social rights that the biggest and most powerful possess.”

— A. Philip Randolph
One of our most celebrated labor leaders, A. Philip Randolph, an organizer of the 1963 March on Washington, knew the connection between the labor movement and the civil rights movement was key to a truly inclusive democracy. He stood for access at the ballot box as well as to economic security—ideally through a good job with decent benefits and a union. Today, we find ourselves back in a place where our civil, economic, political and social rights are under constant attack. The violence we see against black youth—the heart-wrenching killing of Trayvon Martin, the homicide of Jordan Davis–the passage of “right to work” laws in states like Michigan, Missouri and Iowa that have deeply racist and divisive roots, and the constant attack on immigrant communities by the current administration affirm we still have work to do.

As trade unionists, labor leaders, parents and civil rights activists, we have dedicated our time, talent and resources to advancing the agenda for people who are simply working for a better life. We believe there has never been a more critical point in our nation’s history when it is so crucial for us to reconnect deeply the movement for working people with the movement for civil and human rights. We cannot forget that the March on Washington was about freedom, economic equity and good jobs. The intersection of human rights, civil rights and workers’ rights has always been a part of our struggles for independent power both here and abroad. We must continue to uplift those movements in an intersectional way to ensure we are able to win justice at the workplace and the ballot box to make a difference for those we serve.

This summer, one of the oldest and largest civil and human rights organizations, the NAACP, will come to the city of Baltimore for its annual convention. The NAACP has stood as a coalition partner to the labor movement since 1909. There are many organizations we as a movement value and partner with through shared program and the NAACP remains one of those core allies, despite the shifts that happen in the world around us. We have great leadership within both the labor movement and the NAACP. We have seen how powerful it is when leaders like AFT’s Lorretta Johnson stand shoulder to shoulder with the Rev. William Barber, leader of the NAACP North Carolina State Conference. We know our journey together must continue as we fight to assure that “the humblest and weakest person can enjoy the highest civil, economic and social rights that the biggest and most powerful possess.”

We must expand our vision by creating solidarity without borders so that working people will be treated with the respect we are due. Thus our history and our very purpose demand that we be in the forefront of the struggle to assure first-class citizenship to all people, of all colors, and all creeds without regard to sex, sexual orientation or gender identity. Our struggles are one; our hopes are one; our dreams are one. The past is not dead, it’s not even past.

This blog was originally published at AFL-CIO on May 25, 2017. Reprinted with permission.

About the Authors: James Settles Jr., also known as Jimmy, serves as a vice president and member of the Executive Board at the UAW. He is a national board member and Labor Committee vice-chair of the NAACP. Robin Williams serves as the national vice president of the United Food and Commercial Workers (UFCW). She is a national board member and Labor Committee vice-chair of the NAACP. Richard Womack Sr. is the emeritus assistant to the AFL-CIO president and former director of the AFL-CIO Civil, Human and Women’s Rights Department. He is a national board member and Labor Committee chair of the NAACP.


Share this post

Executive Council Creates Labor Commission on Racial and Economic Justice

Share this post

Image: Mike Hall“America’s legacy of racism and racial injustice has been and continues to be a fundamental obstacle to workers’ efforts to act together to build better lives for all of us,” says the AFL-CIO Executive Council in a statement announcing the creation of a Labor Commission on Racial and Economic Justice.

The statement, released today at the council’s winter meeting in Atlanta, acknowledges “an ugly history of racism in our own movement” and adds:

“Yet at the same time the labor movement has a proud history of standing for racial and economic justice. When we have embraced our better selves we have always emerged stronger in every sense. And whenever we have succumbed to the temptation to see some working people as better than others, we have always ended up weaker.”

Pointing to today’s dramatically increasing economic inequality, decreasing union density and growing instability for the majority of Americans, the council says, “The need for all workers to strengthen common interests in achieving economic justice is clear.”

“At the same time our different experiences organized around race, gender identity, ethnicity, disability and sexual orientation often challenge and complicate this shared experience. If we are to succeed as a movement, the full range of working peoples’ voices must be heard in the internal processes of our movement. To be able to stand together we have to understand where all of us are coming from.”

The council points to the unemployment rate for African Americans—10.3%, more than twice as high as that for whites—the criminal justice system and educational inequities that are large parts of a “world divided in many ways by color lines.”

“At the same time working people share a common experience of falling wages and rising economic insecurity. To build a different, better economy we need power that can only come from unity and unity has to begin with having all our voices be heard, on all sides of those color lines. We have to start by acknowledging our own shortcomings and honestly addressing issues that are faced by the communities in which our members live—both the problems and the solutions. We have to find a way to see with each other’s eyes and address the facts and realities.”

The Labor Commission on Racial and Economic Justice will:

  • Facilitate a broad conversation with local labor leaders around racial and economic disparities and institutional biases, and identify ways to become more inclusive as the new entrants to the labor force diversify;
  • Engage in six to eight labor discussions around the country, with local labor leaders, constituency groups and young workers addressing racial and economic issues impacting the labor movement and offering recommendations for change; and
  • Attempt to create a safe, structured and constructive opportunity for local union leaders to discuss issues pertaining to the persistence of racial injustice today in the workforce and in their communities, and to ensure that the voices of all working people in the labor movement are heard.

This blog originally appeared in aflcio.org on February 25, 2015. Reprinted with permission.

About the Author: Mike Hall is a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journal and managing editor of the Seafarers Log.  He came to the AFL- CIO in 1989 and has written for several federation publications, focusing on legislation and politics, especially grassroots mobilization and workplace safety.


Share this post

Subscribe For Updates

Sign Up:

* indicates required

Recent Posts

Forbes Best of the Web, Summer 2004
A Forbes "Best of the Web" Blog

Archives

  • Tracking image for JustAnswer widget
  • Find an Employment Lawyer

  • Support Workplace Fairness

 
 

Find an Employment Attorney

The Workplace Fairness Attorney Directory features lawyers from across the United States who primarily represent workers in employment cases. Please note that Workplace Fairness does not operate a lawyer referral service and does not provide legal advice, and that Workplace Fairness is not responsible for any advice that you receive from anyone, attorney or non-attorney, you may contact from this site.