A troubling practice unfolded within the Baltimore City Health Department, revealed through a collaborative investigation. Employees were reportedly segregated into separate groups – a “White caucus” and a “people of color caucus” – during taxpayer-funded diversity training sessions.
Records indicate the agency engaged outside consultants specializing in racial equity, then acted on their advice to create these racially divided meetings. The intent, according to internal documents, was to foster understanding of “complicity and systemic racism” among White employees.
Between 2022 and 2024, approximately $50,000 in public funds were allocated to the People's Institute for Survival and Beyond for an “Undoing Racism Workshop.” An internal email described the Institute as comprised of “OG radical organizers,” hinting at the ideological underpinnings of the training.
The “White Caucus Group” was explicitly designed as a space for White individuals to “build analysis, awareness, stamina, and strategy to challenge systemic racism and internalized White supremacy.” The rationale was to allow self-reflection without burdening colleagues of color.
Agency descriptions of the meetings emphasized the need for “intentional spaces” where White employees could grapple with their own biases and develop the skills to address systemic issues. This approach aimed to avoid placing the emotional labor of education on people of color.
Taxpayer money wasn’t limited to consultant fees; over $2,000 was reportedly spent on food alone during a three-day racial equity training event led by the People’s Institute in November. This detail underscores the financial commitment to the program.
Defenders of the practice characterize these segregated meetings as “affinity spaces,” drawing parallels to employee resource groups common in the corporate world. They argue such groups boost employee engagement, retention, and improve departmental dialogue.
Proponents claim these spaces provide a safe environment for sharing ideas and feedback, ultimately enhancing problem-solving capabilities within the department. The core idea is that focused discussion within homogenous groups can lead to more productive conversations overall.
The revelation of these racially separated meetings raises fundamental questions about the effectiveness and ethical implications of this particular approach to diversity, equity, and inclusion training. It sparks debate about whether segregation, even with good intentions, can truly foster a more equitable environment.
