During a public discussion Tuesday about community leaders’ role in addressing racial inequality, District 5 Supervisor Leroy Brooks raised the discord among the Lowndes County Board of Supervisors as a “clear example of systemic racism” and proof of leaders’ failed attempt to promote racial diversity.
Brooks, who participated in the third “Let’s Talk Columbus” discussion as a panelist Tuesday at the Municipal Complex, has repeatedly called for diverse leadership among supervisors. Over the past four months, he has urged for the resignation of District 1 Supervisor Harry Sanders — who made racist remarks in June that Black people remained “dependent” since slavery ended — and the election of a Black president in Sanders’ place. Despite his protests, the board voted 3-2 along racial lines last month to elect District 2 Supervisor Trip Hairston, who has served on the board for 10 months, as president.
“That’s an example right there of the most blatant racism I can imagine in my 37 years on the board,” Brooks said.
Hairston, who was also on the panel Tuesday, did not respond to Brooks’ criticism and could not be reached for comment by press time.
In addition to the two supervisors, other local officials — including Assistant Police Chief Doran Johnson, District Attorney Scott Colom and Columbus Municipal School District Board Secretary Jo Shumake — also served as panelists. Other community leaders, such as Maj. Dorethas Bracey-Bean of the Columbus Air Force Base, Dr. Mike Turner of Physicians and Surgeons and Mississippi University for Women counselor Karen Clay participated in the discussion as well.
The series of events, which began in August, aims to normalize talks about race relations within the community during a time of social unrest, Mayor Robert Smith told The Dispatch. The previous discussions focused on addressing racial inequality both in the workplace and personal life.
“The long-term goal is to improve racial relationships within the city of Columbus,” Smith said. “Once (people) listen and get an opportunity to see some open dialogue, hopefully it’ll change some minds.”
Changing people’s minds, Colom said, requires further education. Reflecting on Sanders’ remarks, Colom told the panel the thinking behind those remarks exposes the need for education in American history. People who share Sanders’ view, he said, credit the social disparities between Black and white people to slavery.
“What that does, though, unfortunately, it forces you to ignore the history of our country,” he said. “Because racism didn’t stop at slavery.”
Pointing at disparities in the mortgage market, where studies show the Black population receive loan denials at a disproportionately high rate, Colom noted the phenomenon did not emerge during slavery.
“African Americans were not able to build the wealth that white people were able to do. … That didn’t happen in the 1860s. That happened in the 1960s,” he said. “… We have to be truthful about these disparities. We have to educate ourselves.”
Addressing the problem
With a focus on leaders’ role in addressing racial equality, panelists agreed the first step should be identifying the disparities among the people they lead.
Shumake said leaders should look beyond the numbers of employees from different backgrounds and investigate if there’s a sense of inclusion.
“(The numbers) can give you a false picture,” she said. “… You have to have a leader who, say, in office with a diverse population, is able to talk and speak with people under him or her and get a feel of whether they feel included or not.”
Johnson added that leaders should examine if people are given equal opportunities.
“Most people, they just want opportunities. They don’t want special treatment,” he said. “When they can see that there’s opportunities available to them, they feel included.”
To address disparities, Bracey-Bean said, there should first be diversity at the leadership level.
“When people that we are serving don’t see people that look like them, then they’re not sure if they can get to that place in that same leadership position, or if their leaders actually understand what it is that they go through,” she said.
Others added that leaders should also have honest conversations with their employees or constituents in light of the disparities. Hairston said it is important people’s voices are heard.
“It’s important for people to put themselves in other people’s shoes and try to place themselves in other corners around the room,” he said. “… If you don’t listen, or if you refuse to hear or discount people’s opinions … just because you don’t agree with them, and try not to understand where they are coming from, I think you’re doing that person a disservice.”
Moving forward, some panelists said the combination of the pandemic and social unrest can prove challenging for leaders. Brooks, however, said he thinks it’s great timing.
“You have the opportunity to be a part of the change that’s coming,” he said. “Those communities that have a true conversation about where they are are going to be the communities that’s going to move forward. Those communities that’s in denial and don’t want to address the issues, they are going to be stymied.”
Yue Stella Yu was previously a reporter for The Dispatch.
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Quality, in-depth journalism is essential to a healthy community. The Dispatch brings you the most complete reporting and insightful commentary in the Golden Triangle, but we need your help to continue our efforts. In the past week, our reporters have posted 46 articles to cdispatch.com. Please consider subscribing to our website for only $2.30 per week to help support local journalism and our community.
