Professional Black Girl: Video Series Celebrates ‘Everyday Excellence’ of Black Women

Professional Black Girl: Video Series Celebrates ‘Everyday Excellence’ of Black Women and Girls and explores the love language shared by black women, and how we twerk and work with unmatched professionalism. 

Episode 1

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#ProfessionalBlackGirl

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DURHAM, N.C. — Dr. Yaba Blay, renowned activist, cultural critic, and producer, launches Professional Black Girl, an original video series created to celebrate everyday Black womanhood, and to smash racist and “respectable” expectations of how they should “behave.”

Seventeen Black women and girls ranging in age from 2- to 52-years-old were interviewed for the series. Each episode features a candid discussion with personalities such as Grammy Award-winning recording artist, Rapsody; Joan Morgan, author of the Hip-Hop feminist classic When Chickenheads Come Home to Roost; and 13-year-old world traveler Nahimana Machen, sharing what it means to be a “Professional Black Girl.”

“‘Professional Black Girl’ looks like Taraji P. Henson at the 2015 Emmys jumping up to hug Viola Davis. It looks like Mary J. Blige and Taraji and Kerry Washington in that Apple commercial. It looks like me rolling up to a room full of people in Berlin to speak with my bamboo earrings on,” explains Tarana Burke, a non-profit consultant and fashion blogger featured in the series.

Limited edition Professional Black Girl merchandise, created in partnership with Philadelphia Printworks, is available now onphiladelphiaprintworks.com. The first full episode, featuring Dr. Blay, will air September 9, 2016, with an episode airing each Friday onYouTube and yabablay.com until December 23, 2016.

The terminology that is often used to describe and define Black girls—such as bad, grown, fast, ghetto, and ratchet—are non-affirming and are words that are intended to kill the joy and magic within all Black girls,” says Dr. Blay. “We are professional code-switchers, hair-flippers, hip-shakers, and go-getters. We hold Ph.Ds and listen to trap music; we twerk and we work. We hold it down while lifting each other up, and we don’t have to justify or explain our reason for being. This is us.”

Follow #ProfessionalBlackGirl across Facebook, Twitter, and Instagram to celebrate and affirm the everyday excellence of Black women and girls.

For more information, or to interview Dr. Yaba Blay, please contact Shakirah Gittens at 718-687-6231 or by email at info@DynamicNLyfe.com.

September 9, 2016. Tags: , , , , , , , , , , , , . #ProfessionalBlackGirl, African Americans, beauty, communication, persuasion, politics, teaching, professional writing, composition, cute, cuteness, design, digital literacy, ethos, fashion, feminism, feminity, gender, hair, media, play, politics, professionalism, race, rhetorics, sexual politics, style, technology, video, visual literacy, YouTube. Leave a comment.

Hold Paula Deen Accountable If You Care About Justice

Clarence "Sunshine" Thomas
Clarence “Long-Dong” Thomas

In my last post I made an appeal to forgive Paula Deenfor her use of the word “nigger” because I was feeling a sense of charity given that my general attitude toward her was already one of low expectations. I glossed over key points also due, in part, to generate a post with brevity and levity. The mild sense of sympathy I felt, however, was countered by a generalized snark and outright cynicism that comes from living as an African American woman living in the South and being a frequent observer (and occasional target) of some individuals behaving like rude, misanthropes all up, in, and through the public sphere. Granted, Southerners are generally very polite people — profusely so, in fact. Southern hospitality is an ethos that most strive to uphold. Though let us not forget, by its very definition, hospitality is a stance that is meant for dealing with strangers or outsiders. Southern hospitality is only an outward appearance; something I call, bless your heart and watch your back. Therefore, for the most part, feelings of snark overtook charity — Christian charity — Southern style.

At any rate, it’s the thing I’ve learned to cope with, dealing with all the craziness of living and working in the South. My first instinct to blow off the gravity of Deen’s actions is the result that comes from years of battle fatigue while trying to avoid bitterness, hypertension, and the gout. For years, I’ve been teaching, learning, working, and living with folk who are oblivious to the privileges and luxuries they derive from inadvertently creating the range of minor inconveniences and insurmountable disasters in the lives of the people of color surrounding them. It happens regularly, without thought, as a simple matter of routine habit. It’s something you simply become accustomed to when you’ve been living in the Carolinas for as long as I have. But of course, as we all know, feelings are emotions. And emotions have a tendency to distort clear thinking. So I write this post to say that my last post (June 25, 2013) is wrong… or at least not entirely correct. That’s right. McFarlane was wrong.

Forgiveness is a good thing, but redress is too. The reason my earlier post missed the mark is because I, like most others, was focused on the media hype. Whereas attention to the more sensational aspects of Paula Deen being politically incorrect and quite possibly rude is one thing, the fact of the matter still remains that Deen was engaging in flat out employment discrimination, which far exceeds the problem of poor interpersonal skills or bad manners. The deposition that brought Deen’s behavior to light involves sworn testimony about Deen using the power of her corporation to place white employees in the front of her business while keeping black employees in the back. In other words, Deen practiced racially discriminatory institutional policies as a matter of workplace procedure. What this means is that Paula Deen actively assigned people to differential labor categories on the basis of race — if not soley, at least partially. In so doing, Deen actively made the decision to foreclose on people’s lives, thereby limiting individual employees’ economic and social chances in life — both long and short term — including (and by no means limited to) their ability to secure reasonable housing, attain decent educational opportunities for themselves and their children, as well as achieve dignified retirements free from poverty. This is the significant issue at hand and flaws in Deen’s individual personality are only tip of the ice burg.

To look at the case of the Paula Deen, here is racism and this is how it works. It works through the material benefits and tangible privileges received by one phenotypical group at the expense of another, wherein you work other folk to death and hurt their children and their children’s children into perpetuity . However, the claim of employment discrimination is seen as altogether different from proving it, says the U.S. Supreme Court. We can thank Clarence Thomas for this little nugget of injustice. Back before Thomas was on the Supreme Court, he headed the Equal Employment Opportunity Commission (through the auspices of a Ronald Reagan affirmative action appointment, no less) it became federal policy to disregard claims of racial discrimination based solely on outcome. Merely demonstrating (statistically, or otherwise) that all the employees who happen to be African American get assigned to the back kitchen is irrelevant. The burden of proof demands more than that. Recent politicization of the judicial branch has resulted in numerous close split decisions. This was the EEOC policy that was legitimized once Bush 40 appointed Clarence Thomas to the high court. From the SCOTUS bench, Thomas continues to rule with other conservatives. Thomas’ record of decisions for key racial discrimination cases tends to favor the accused/offending parties. Burden of proof  rest with victims. The plaintiff/victim must not only show damages or unfavorable outcomes, but must prove it’s being done on purpose. Paula Deen’s funny little nigger jokes show how she intentionally disqualified black employees from receiving fair labor compensation. The point is this: it does matter that Deen used the n-word, but not for the reasons the media would have us believe. The outcomes of personal and symbolic racism, such as the derogatory language used by Deen in the institutional context of a public, corporate establishment effectively translates into actual and real institutional racism and substantively proves intent to discriminate. In this particular context, Deen’s use of the word “nigger” equals the kind of racism that causes infant mortality and malnutrition, premature death from stress and overwork, destroys families, shatters dreams, perpetuates intergenerational poverty and social unrest, and fundamentally undermines what it means to live in a civil society based on democratic values. Therefore, if we really care about what we allege America to be, then we have no choice but to hold Paula Deen accountable for saying nigger— even if it was in the context of telling stupid jokes.

When all is said and done (and I think we can all agree at this point that a lot was said and even more was done), the bottom basic point is that Paula Deen ought not be allowed to use the power and wealth of corporate systems to institutionalize social caste groups—not if we are to live in an ethical, fair, and meritocratic society.

June 28, 2013. Tags: , , , , , , . African Americans, civic culture, Civil Rights Movement, communication, communication, persuasion, politics, teaching, professional writing, discrimination, economics, ethos, history, information design, media, persuasion, politics, race, racism, religion, rhetorics, SCOTUS, Southeners, space, space & spatiality, spatial rhetorics, Uncategorized, White Studies. 1 comment.

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