Wednesday, July 16, 2014

Presumed Incompetent: The Intersections of Race and Class for Women in Academia


"Women in academia still face obstacles built up over centuries, but the contributors to Presumed Incompetent have taken a leap toward liberation. Their revelations will enrage you—and open minds and hearts."
—Gloria Steinem
"Presumed Incompetent is undeniably a path-breaking book full of stories of resilience and survival. The editors of this magnificent collection attest to the power of storytelling and add to the testimonios of women in academia such as Telling to Live and Paths to Discovery. Each and every one of the authors survived and in telling their stories they offer hope and solace for young women scholars entering the academy."
—Norma E. CantĂș
"This book felt so painfully familiar I almost could not read it. Those of us who started our careers as firsts and onlys have had to forget much about the cruelty hidden in academic enclaves. Forgetting, a means of surviving, buries pain and erases history, leaving us morally and intellectually flimsy. Thanks to these women for taking the harder path of truth-telling."
—Mari Matsuda
"Exploding the myth that we live in a "post-identity" world, Presumed Incompetent provides gripping first-hand accounts of the ways in which women faculty of color are subjected to stereotypes, fears and fantasies based on the intersection of race, gender, and class. It reminds us that the mere passage of time is not enough to create equitable workplaces for anyone facing institutional subordination."
—KimberlĂ© Crenshaw

Interview: Corporatization of Universities Leads to Increased Academic Career Bias

Sunday, 13 July 2014 00:00
By Mark KarlinTruthout | Interview
Presumed Incompetent is a courageous, ground-breaking book by women of color that exposes the destructive secret of academia: Universities frequently are biased against bestowing tenure on professors who are not white and of the upper and middle classes. Not only that, nonwhites - people who have worked their way up in higher education from the lower classes - and LGBTQ academics, in general, are frequently looked down upon, viewed as not being as competent as white "members of the club." They are considered - in many cases - "trophy hires" to meet diversity goals, but let go before receiving tenure.
Truthout Progressive Pick of the Week Editor Mark Karlin recently interviewedPresumed Incompetent coeditor Angela P. Harris, a law professor at the University of Califonia at Davis, about the challenges facing nonwhite and nonheterosexual academics and the increasing impact of the corporatization of universities:
Karlin: What was the motivation of you and your Presumed Incompetentcoeditors to debunk the general public perception of universities as liberal bastions of academia that embrace professors on merit without regard to gender, class, race or sexual orientation?
Harris: To be honest, we were motivated by our own personal experiences. As women of color faculty ourselves, all of us had faced the "presumption of incompetence" in our own lives, and we suspected the four of us were not alone. We hoped that pulling together a collection of empirical studies, literature reviews and personal stories and essays would help other individual women who were struggling, as well as providing a resource for administrators and others who have power to change procedures and affect the culture of their institutions.
Were you surprised at the strong grassroots response to the book in academia, from women of color, on social networks, in commentaries and at academic association meetings when Presumed Incompetent was first published in 2012?
I think all of us were stunned by the response to the book. Speaking for myself, I certainly was! Wherever we have gone to promote the book, women have come up to us, thanked us, and shared their own war stories. Moreover, even though it's been out for two years now, we are still getting regular requests to speak. It's incredible to me how much of a "long tail" Presumed Incompetent has had for an academic book. It's really been a catalyst for taking this conversation out of hallways, bathrooms, and hospitality suites and bringing it into public spaces.
A review in The Feminist Wire earlier this year said of Presumed Incompetent: "Few texts in recent years have had such a rippling effect in the non-self-reflective world of academia, and the book has inspired a tsunami of support for change within the system." Do you see evidence of the primarily white patriarchal hierarchy of professors and university administration cracking open a bit?
I would like to say, Absolutely! But the truth is that we are dealing with a problem that exists at all levels, from the individual to the structural. At the individual and interpersonal levels, many people have told us that the book has made a difference in their lives, and that's great. But change is always going to be slower and more difficult at the institutional and the structural levels. It's going to take a very long time to institute policies and procedures at every college and university that recognize and reward women of color faculty for the work that they do.
And it's going to take a long time to eradicate the presumption of incompetence in everyone's psyche. A few months ago I was talking to a faculty woman who is moving into administration at her university. She's talking about requiring every undergraduate student to get trained in the science of implicit bias. That's a very big project, and not one that can be accomplished right away. And undergraduates are likely more open to change than tenured professors, most of whom believe that they don't have any biases and so don't need any training! So it's going to be a long struggle.
The book also touches upon discrimination against LGBTQ academics? Can you expand on that?
It's so clear that the presumption of incompetence, like other forms of discrimination, never operates in isolation. Although as academics we like to believe that we are guided only by objective standards of "merit" when we judge students and one another, the truth is that like anyone else, we are personally affected by implicit bias, and we also teach and write in institutions that were designed to preserve certain kinds of hierarchy. That includes heteronormativity and the dominance of cis over trans. Queer scholars, especially gender-nonconforming queer scholars, have to deal with the discomfort of homophobic people, which can affect hiring, promotion and tenure, as well as perceptions of collegiality.
A friend of mine who spends a lot of time counseling queer graduate students talks about how crappy she feels when she has to tell them that if they want an academic job they have got to go into the closet, or at least "cover" to use Kenji Yoshino's term - that is, make your appearance, your manner, your C.V., your research agenda appear to conform to homophobic standards. And it doesn't stop when you get hired. One of our contributors writes about being told that her work was "too feminist, too lesbian, too controversial" for a pretenure candidate.
Again, none of these forms of discrimination happen in isolation. Another contributor to our book, a white woman, talks about how her coming out in academic settings as working class has been received more poorly than her coming out as a lesbian. But for people of color, again especially gender-nonconforming people of color, being perceived as a sex/gender "other" can be the thing that tips you over the edge, makes you feel completely alienated and alone in your department, and induces people to act crazy toward you.
The book is astonishing in its breadth, depth of detail, courageousness of the authors, and the sheer number of contributors (about 30) of such high academic caliber. As one reads the book, it becomes clear how pervasive and engrained the problem of academic discrimination is, weeding out people of color even before they become eligible for teaching and conducting professorial-level research. What persuaded so many academics of color to "come out of the closet"?
I think the time was just right. We are now well past the moment when we could imagine that as soon as we got a "critical mass" of people of color and women hired, our institutions would automatically change. Our book is not about that first generation, "pipeline" problem . . .  although as you point out, qualified people are still not making it into the pipeline! But our book really focuses on those second generation problems - problems of retention and promotion, problems of unequal service obligations, problems of "chilly climate." I think that's where we are right now in the conversation.
I also want to note that a lot of our contributors are now post-tenure, in a place where they are able to tell their stories more fully. A few years ago, there were far fewer enough women of color at that stage. In that sense, we do have a "critical mass" - of people who have enough job security to be honest about their experiences!
Is there a difference in prejudice toward women of color and men of color in academia. Is it bias in general or is there less of a bias against men of color?
It's so hard to rank oppressions in that way. I would make a couple of general observations. First, a lot depends on the discipline and the department. In a department and/or discipline that is very heavily male, yes, a man of color might be better received than a woman of color. But, second, all of these situations are affected by intersectionality. What if the man is gay, trans or gender-nonconforming? Then a straight woman of color might be better received, even in an otherwise all-male department.
We were particularly interested in telling the story of how women of color fare in academia because there are a number of books and studies on sex discrimination and race discrimination, but far fewer on the intersection of gender and race. I would love to have solicited more essays from men of color for a comparative perspective - but then the book would be even longer than it already is!
How do class issues play into advancement up the academic ladder?
This is a fascinating topic that I also wish we had been able to say even more about in the book. I mentioned before that one of our contributors felt that being working class made her feel like more of an outsider than being lesbian. I've talked to a number of other working-class women who similarly feel like class makes much more of a difference than is commonly acknowledged. Since it's also the case that white privilege and class privilege are intertwined, a lot of academic women of color also have working-class backgrounds and have a dual struggle.
In general, our contributors suggest that the culture of academia is very upper-middle-to-upper class. This means not just that faculty members tend to have elite educational credentials, but that formal and informal interpersonal relations follow typically upper-middle-class norms of indirection, understatement and a "cool" emotional tone. It's considered inappropriate in a lot of academic settings to speak bluntly, call people out, swear, tell broad jokes or laugh too loudly. Also, most academics are not from poor places, either rural or urban; they may casually put down tastes, recreational activities and habits that are associated with those places.
But as is typical in our society, none of this is really talked about openly. Academics don't think of themselves as belonging to a specific class, even though they do. So people from a working-class background have to try to figure out the cultural norms without anyone telling them. And if they make a mistake, it will be held against them as indicating a personality problem or a problem with "collegiality."
What about the issue of tenure. Explain how many universities use women of color and other marginalized academics as "trophy" faculty but deny them tenure?
Being treated as a token or a trophy is extremely common in the university. It's what happens as a response to two different incentives. On the one hand, women of color and other marginalized folk are presumed to be incompetent, as we document in the book. On the other hand, "diversity" is practically an institutional religion in higher education. Everyone is for diversity, and everyone wants their organization, department, program or other endeavor to appear diverse. So what happens, for example, is that a department starting on a search will reach out to people of color, including women of color, and include them in the pool of people to be interviewed. That looks good later when the chair has to report on the demographics of the pool for federal affirmative action purposes. But when it comes time to actually make an offer, the presumption of incompetence begins to operate. Again, it's usually implicit.
Questions get raised about the woman of color in the pool, and the committee picks up its fine-tooth comb. Maybe her book didn't get picked up by the most prestigious university press; maybe she got some bad teaching evaluations as a graduate student; maybe she has a white male mentor who is more excited about someone who looks like him, and so wrote an unenthusiastic recommendation letter. Maybe some people didn't like the job talk, or felt like she wasn't that much fun at dinner. Pretty soon the person who looks more like everyone else in the department gets the job, and the committee tells itself, "Wow, we really tried hard, and we had such a diverse pool. The quality just wasn't there."
The same thing can happen at the dean search level. There are a lot of women of color now who are putting themselves out there to be deans, and they're getting interviews. But there's an open question about when the search committee is serious about you, and when you are just there to make the pool look diverse.
Finally, some faculties think that they want "diversity," but they don't realize that true diversity might mean having to change the received wisdom about what constitutes a valuable project. For instance, some of our contributors write about having a deep commitment to a racialized or tribal community, the kind of commitment that shapes their research interests and the way they do their research. These women are doing serious scholarship - community-engaged scholarship - but their departments may not value it because the work doesn't look like work that's been done before. I've talked to several faculty members who feel frustrated because they were recruited because they think outside of the box, and yet when they go outside the box they are punished for it.
What role does the increasing corporatization of universities play in the struggle to achieve a true meritocracy in academia?
As Carmen GonzĂĄlez and I discuss in our introduction, higher education is in a very precarious place right now. Depending on how things shift in the next few years, things could get better for marginalized people in the academy, or they could get a lot worse for nearly everyone. The shift toward teaching by adjuncts and lecturers rather than by tenure-track faculty, the pressure to cater to the desires of corporate employers, the destabilizing effect of high student debt loads, the move toward online education . . . in a few years we could have a winner-take-all market for faculty, where a tiny number of superstars at the most prestigious schools command large salaries and enjoy full participation in governance and job security, while the vast majority of academic workers are adjunct faculty with low salaries, no job security, no control over their intellectual property, very little autonomy, and no voice in institutional governance. If that's where higher education is headed, it's very unlikely that many of the superstar faculty will be women of color.
So these conversations really belong together. We can't think through the question of fairness for marginalized groups without answering the tough questions: What is higher education for? Who should be paying for it? How should it be structured?
In the last chapter (30), psychology Professor Yolanda Flores Niemann includes advice and recommendations on how to end the "dirty little secret" of the ivory tower. Can you identify some that you think are most salient?
Gosh, there are so many! When I talk about the book on panels and at workshops, I offer different recommendations depending on what audience I'm talking to.
At the personal level, I would say to individual faculty members, whether you're a woman of color or not, that the best thing you can do is educate yourself about the presumption of incompetence. For women of color, know that you're not alone; for others, just remember life that we never know the burdens that others are carrying anyway, and that is even more true in this society where gender, race, sexuality, class identity, disability, age make such a difference as to how we see the world, and how we are treated.
The next most important thing for faculty women of color is to take care of your physical and mental health. I'm continually struck by how the stress generated by the presumption of incompetence takes a toll on people's lives. It's important not to let that stress disable you.
At the interpersonal level, I would say that if you are an administrator, be aware of and ready to respond to some of the common problems that our research identifies. Know, for example, that the student evaluations of women faculty of color tend to be bipolar; there may be extremely negative and vicious evaluations alongside glowing ones. Figure out a way to address that fact, both with the faculty member and with tenure committees. Be careful about assigning your female faculty of color to too many committees, even though it always looks good for committees to be "diverse." Be proactive about communicating and applying leave policies and other kinds of practices, like stopping the tenure clock, that can help women of color juggle the dual burden of work and life. Be sensitive to signs of stress on the part of your women faculty of color and have an open-door policy. Be sensitive to signs of trouble in the student body and among faculty. It's much better to identify and address problems while they are still small than to wait until a decision point.
And if you are a dean, be forthright about supporting your faculty, if and when students complain about their teaching style. Support your faculty in being the best teacher they can be; but also make clear to students that if their complaints are amorphous - the teacher is "too different," or teaches from materials they don't like, or talks about issues that make them uncomfortable, or is just "the worst teacher ever," with no details given - dealing with that teacher maybe is part of their learning process.
If you are a colleague who doesn't share the same identities, be a mentor and a friend. Speak up in public ways on some of these issues, rather than waiting for the people who are personally affected to do so - but listen more than you talk, and make sure your friend is on board before you start trying to fix things for her. Let her pick the battles, not you. If you are a dean or other administrator, be alert for signs of stress, trauma and burnout in your minority faculty. Don't wait until the person has a breakdown before getting them some relief.
At the institutional level, I tell people to work for better policies that allow faculty to appropriately balance work and life - for everyone, not only mothers. Make sure your school has a good parental leave policy, and make sure that everyone who is eligible takes it. When there is a policy on paper but no one makes use of it because they are afraid that it will send a signal that they're not serious, then you don't have a real policy.
If you have the power to make institutional change, consider developing and advocating for policies that recognize and reward faculty for excellent teaching, for mentoring, and for service - not just for research. Be open to rethinking what a good tenure file looks like. Realize that numbers matter. Having a "critical mass" of women in a department, of people of color in a department, of open sexual minorities in a department, sends the message that it is OK to be yourself, and reduces the hypervisibility of "tokens" and the stress that comes along with that hypervisibility. If you have the power to affect student culture, consider antibias and anti-bullying training.

Finally, at the structural level, I would say, recognize that the current upheavals in higher education have implications for the lives of faculty women of color and for the "diversity" mission more generally. Beware of structural reforms that undermine faculty freedom of expression, that "casualize" faculty labor and increase vulnerability to bias. And I would argue that the "diversity" mission should not be seen as separate and distinct from the "excellence" mission of the university. We won't do ourselves or our women faculty of color any good unless we can explain how a diverse, fair and inclusive workforce is not just a good thing to have in the abstract, but how it is central to the purpose that higher education serves.

Presumed Incompetent

The Intersections of Race and Class for Women in Academia
Edited by Gabriella Gutiérrez y Muhs, Yolanda Flores Niemann, Carmen G. Gonzålez, Angela P. Harris
Book Review The Feministwire Feb 2014 / By Kieu-Linh Caroline Valverde
Book Review American Association of University Professors, A Politics of Color Jan-Feb 2014 / Carol E. Henderson
Book Review Peitho Journal (pdf) Vol. 15, No. 2 / Hui Wu
Book Review The Review of Higher Education (pdf) Winter 2014 / Nadia M. Richardson
Book Review Transnational Literature October 2013 / Maja Milatovic
Book Review Harvard Journal of Law & GenderNovember 2013 / Professor Wendy B. Scott
Book Review Harvard Journal of Law & Gender October 2013 / Kate Aizpuru
Book Review Women's Review of Books (pdf) September October 2013 / Stacey Patton
Book Review Feminist Philosophers August 2013 / Teresa Blankmeyer Burke
Book Review Psychology of Women Quarterly
September, 2013 / Joan M. Ostrove
Interview with Carmen G. GonzĂœlez Feministing May 13, 2013 / Gwendolyn
Book Review London School of Economics (LSE) Review of Books April 2013 / Sin Yee Koh
Book Review Women in Higher Education (pdf), March 2013 / Sarah Gibbard Cook
Book Review Inside Higher Ed, March 5, 2013 / Afshan Jafar
Book Review Huffington Post Books, March 4, 2013 / Khanh Ho, Writer, Scholar, Activist
Book Review Choice Editor's Pick Choice, v.50, no. 07, March 2013 / R. Price, Duquesne University
Book Review La Bloga Sunday, December 2012 / Amelia ML Montes
Book Review Canadian Association of Univeristy Teachers October 2013 / Camille A. Isaacs

Presumed Incompetent is a pathbreaking account of the intersecting roles of race, gender, and class in the working lives of women faculty of color. Through personal narratives and qualitative empirical studies, more than 40 authors expose the daunting challenges faced by academic women of color as they navigate the often hostile terrain of higher education, including hiring, promotion, tenure, and relations with students, colleagues, and administrators. The narratives are filled with wit, wisdom, and concrete recommendations, and provide a window into the struggles of professional women in a racially stratified but increasingly multicultural America.


Marvin X rocks University of California, Black Arts Movement Conference: Don't Mess wit Kim, Leave Kim Alone!


I will never forget how often Professor Sherley A. Williams told me she was isolated from her white colleagues at UCSD. She once told me she hadn't talked with them in years, especially white women professors. Sherley was so bright (see her book Give Birth to Brightness) she was tenured without the PhD. When she died, Dr. William H. Grier sent me a message through his son, Geoffrey, "Tell Marvin Sherley didn't die of cancer. She died from the hostile environment at UCSD." In short, white supremacy academia will kill you! The police recently beat down the sister professor at the University of Arizona.
--Marvin X
Marvin X told the audience at the BAM reception to lighten up on conference planner Kim McMillan.  He first declared BAM is a revolutionary movement and must be seen in this light, not as some art for art sake or Negro Renaissance that patronized white people. He thanked UC Merced for having the nerve to bring a group of uppity Blacks to the little country town of Merced. This was a bold move on their part and we congratulate them but they put too much pressure on Kim. He told how other sisters were destroyed by the hostile environment of the UC system, including, e.g., UC professors VeVe Clark, Barbara Christian, June Jordan and Sherley Ann Williams, all deceased. So don't mess with Kim, he told the mostly white audience. Don't make me bring the BAM army back to UC Merced.
While in Harlem for a reception in his honor, Marvin X told the folks that UC was stressing out Kim. We got Kim on the phone and a brother told her to stand tall because she was standing on the shoulders of the ancestors. The BAM conference begins at 9am on Saturday and runs through Sunday afternoon.

UC Professor/author Sherley Ann Williams, deceased

 UC Professor VeVe Clark, deceased

UC Professor Barbara Christian, deceased

UC Professor/BAM poet June Jordan, deceased



 UC Merced graduate student and BAM project director, Kim McMillan


Monday, July 14, 2014

Seattle: the Human Earthquake Hit on Schedule, 3pm, Saturday, July 12








THE TRUTH WILL NOT BE TELEVISED
somehow Netanyahu appeals to the weakness in Obama, each is a devil in his own way, smiling, telling lies, smiling, telling everyone, it’s o.k. they are only doing what they have to do to preserve peace, to protect their people, to stop terrorism, as their rockets slam into children, into hospitals, into mothers and fathers, helpless to stop the carnage, but they go on, and the blondes on American t.v. keep smiling, and talking about the weather, about jayz and bouncy beyonce, or the world soccer championships, as if beyonce, soccer, jayz, obama’s iftar dinner for muslims at the blackened white house is important, giving another check to Netanyahu for $4 billion dollars, smiling, as they lie again, as they hold each other’s balls in their hands, praising each other for their manhood, just like hitler and Goebbels, the same, even honest jews are appalled, ashamed, one went so far as to say, mr. kaufman, a british jewish mp, said, “Israel is like hitler who killed my grandmother in her bed in Germany,” so it goes on minute after minute, hour after hour, day after day, but we know, it is only a matter of time before the people in france, in England, in America, in Canada decide to rebel, and then the bloodbaths will come, and it will not be shown on t.v., as gil scott-heron said in the 1980s, “the revolution will not be televised,” but it will be bloody and that is the only way the devils can be stopped.

© sam hamod, 7.14.14









After stopping downtown Seattle for breakfast, I came upon a Muslim rally protesting the latest escalation of  genocide in Gaza. I have always supported the liberation of Palestine, so I was happy to join the protest of the Gaza concentration camp.

After awhile, I left the rally to catch the bus to my reading/book-signing at the Life Enrichment Bookstore on Rainer Ave. South. Guests were served a delicious meal of chicken, rice and salad, the human earthquake began his talk.

After addressing the audience for two hours on the process of establishing a mental health peer group to recover from the addiction to white supremacy, the human earthquake concluded his talk due to the extreme heat of the day, after all, he was drenching with sweat, his shirt soaking wet. His host had provided him with a cold towel which he used to wipe his face throughout his talk.

 Human Earthquake Marvin X hits  Seattle WA at Life Enrichment Bookstore,
Saturday, July 12, 2014


Seattle hosts, bookstore owner Vickie (yellow blouse) and audience members at the Human Earthquake reading/signing


He concluded his talk with questions and answers. A man asked what he thought about Seattle? Marvin X replied, "Well, as per the addiction to white supremacy, the irony is that in Seattle the Blacks are white and the Whites are black!


Surely, those who know Seattle, know full well the racial paradigm is of mixed breed. One can see whites walking with black babies and Blacks walking with white babies. True dat! But check this out. One can hear jazz music everywhere, on the elevator in Macy's, Norstroms, etc. This is a hip city.

A mental health worker asked, "Mr. X, you said the Black psychologists are trying to get certified in African holistic healing methods. How does one go about that and still be certified in white supremacy healing? You can contact the National Association of Black Psychologists, but I don't think the white supremacy boards of certification give a damn about African holistic methods as per the recovery of North American Africans from the ravages of white supremacy Type II."

Marvin X's oldest sister, Donna Jackmon Hart, oldest of his six sisters. Their mother, Marian M. Jackmon, gave birth to nine children, six females and three males, Marvin is the second oldest. The oldest is Ollie, a year older. Ollie was a part of Black history. He was in prison during the time of George Jackson, Eldridge Cleaver, and Sundiata Willie Tate of the San Quentin Six. Sundiata Tate told Marvin a few years ago, "Man, the last time I saw your brother, Ollie, was in San Quentin, 1968.

Marvin's sister Donna wasn't sure there was air conditioning so she didn't make it. Big Sis was right, there were only a couple of fans and Marvin cut short his lecture because of the heat. By the time he ended his lecture, he was sweating like James Brown. But his sister told her white friend to attend and she told Donna about it. Donna texted her brother, "The lady said you're a powerful speaker and you enlightened her about whites and blacks, so kudos to you!"

Donna was a witness to Black history: she worked at the poverty program where Bobby Seale and Huey Newton worked when they formed the Black Panther Party. She remembers when Little Bobby Hutton was recruited at the office. As we know, little Bobby became the third member of the BPP at sixteen. Donna also remembers being introduced to LeRoi Jones, aka Amiri Baraka, by her brother, circa 1965.



Uncle Marvin X and his Seattle nephews who hosted the event and are planning for their uncle's return
ASAP. Marvin wants to bring his BAM 27 City tour to Seattle and the northwest, including Tacoma WA and Portland ORE.

More Notes on Sleepless in Seattle


I took Amtrak to Seattle WA, wanted to enjoy the slow (24 hours) ride from Cali to the Northwest, see the mountains, valleys, green trees, meditate on the beauty of life and nature. It was summer so there was no snow in the Cascade Mountains. The only snow was on Mount Rainer as the train finally neared Seattle. Remember Rainer Ale, we used to call it Green Death. As a teenager in Fresno CA, my closet was full of empty quart bottles of Rainer Ale. Mama said, boy, why don't you get them bottles out your closet!




My host, Hakeem,  picked me up at the Amtrak station. He is  my nephew who is a husband and father with five children, two recently adopted, a worker who is trying to do consciousness raising projects.



He took me to my lodging and we agreed to hook up the next day to promote my reading and book signing.

Donna has a vivid imagination in the oral tradition. She could sell you the Brooklyn Bridge any day of the week. And you would be convinced she gave you a valid bill of sale, authentic title.


Early the next day I hooked up with my sister Donna, oldest of my six sisters (I also have  two brothers, one a year older, Ollie, and one younger than myself, Tommy). Donna drove me around so I could reorient myself with Seattle, Capital Hill, Central District, West Seattle, South, etc. We went by Pike's Market, famous for "flying fish". I used to hustle the homeless paper there at twenty dollars per.

Up the street at 3rd and Pine was McDonalds, used to be and still is the dope spot. But the entire area near Pike's Market is dope fiend heaven, known for heroin, meth, crack, weed, whatever. I set up Academy of da Corner in front of McDonalds, the meeting place for Africans in Seattle, let us say, Africans of the lower class, or perhaps dope dealers, dope fiends and hustlers. The sidewalk was grimy as  the streets of San Francisco's Tenderloin, even the windows of Mac looked dark and grimy, like soul food cafes used to look, you know dirty windows certify  Soulfulness! Food tastes better with dirty windows, right?

I passed out promo cards to the Africans. Immediately, I saw the addiction to white supremacy Type I and II. The blacks were hesitant about taking a card, the whites wanted to see what I was passing out. In short, the Northwest is a flip of the racial order: whites want to be black and blacks want to be white! But you know how I do things with my aggressive style. "Here, man, take the card!" A brother took a card after I forced him, then read it and came back to tell me, "Thank you man for making me take the card. I'm coming. See you tomorrow!" I laughed and said, "Be there or be square!"

The wheelers and dealers at 3rd and Pine were unbothered by the many police present, yes, the boyz and girls from the hood have a symbiotic relationship with popo. Call it survival, everybody does their job in a kind of dance drama. There is no interaction except when necessary. So the dealers and addicts do their thing and the police do theirs. The police said nothing to me but nodded as they passed on their bikes. It was a very hot day so everybody was out and about the streets in the 90 degree weather, I especially liked looking at the girls in their cut off jeans. Some people took the promo card, some did not, some simply were not interested, too busy doing their thang, getting their smoke on, pills, who knows, anything to escape the black poverty of the mind, body and spirit. Much like San Francisco's Tenderloin, this downtown area of Seattle is a space where the poor gather to catch busses cross town, and yet in one direction is Pike's Market, Nordstrom, Macy's and other stores in the rich shopping district, a clear demarcation line between poverty and wealth.