Princeton is an institution that prides itself on tradition, but not all tradition is good. For years, Princeton has been plagued by issues relating to race and equality. As I am confident that we do not live in a “post-racial society,” I also believe that Princeton today is not immune to problems of social and academic exclusivity and inequity.
The notion of privilege is inextricably linked to these disparities. Put simply, privilege allows some people to walk around safely and comfortably without having to worry about, or even think about, how they are perceived. They can be ignorant to the reality that the rights and benefits they receive are not universal. In terms of race in the U.S., the benefactors of privilege are white people. White privilege does not stop outside the FitzRandolph gates — it creates inequalities in experience on Princeton’s campus.
I can only address my personal experiences as a white person. This itself is a privilege — I can share my opinion without being seen as a voice for all members of my racial group. I cannot and do not wish to speak for any community. I simply hope to share what I have learned about the ways in which white privilege has manifested itself at Princeton.
The following are 15 examples of real incidents that have occurred on the Princeton campus, incidents I have learned of through facilitating dialogues, attending workshops and engaging in daily one-on-one conversations about race and ethnicity with my peers, my professors and Princeton alumni. It is important to note that stories that may be true for some individuals of a racial or ethnic group are not universally experienced. But as a white person, I face none of these challenges. As a white person:
1) I do not have to walk to the end of Prospect Avenue to visit the only building specifically devoted to support my cultural interests: the Carl A. Fields Center for Equality and Cultural Understanding. Meanwhile, the LGBT Center and the Women’s Center are centrally located in Frist Campus Center.
2) I can observe that the majority of my professors and preceptors belong to my racial group.
3) I can identify the majority of administrators in top University leadership positions as people of my race.
4) I am never attacked with the question “What ARE you?” by a peer who is trying to identify my race or ethnicity because it is “obvious” to my peers that I am white.
5) I am never expected to be a representative of my race in precept or in discussions with friends.
6) I am never assumed to be able to dance or rap or play the violin.
7) I am never asked if I have “tiger parents.”
8) I am never assumed to be on financial aid.
9) I can hang out with a group of my white peers in Frist without anyone claiming that we are self-segregating.
10) I see a lot of people of my racial group throughout the eating clubs anytime I visit the Street.
11) I am never accused of “acting white” because my actions or thoughts do not fit the stereotypical behaviors associated with my racial affinity group.
12) I have never seen racial slurs targeting people of my racial group in bathroom stalls or on white boards.
13) I can find a diverse array of products to use on my hair at the C-Store and the U-Store and do not have to travel outside of the municipality of Princeton to get my hair cut or styled.
14) I do not have to worry about being stopped by Public Safety or the Princeton Police when I walk back to my dorm at night with a peer who looks like me.
15) I never feel that my intelligence is being questioned by peers who have attributed my acceptance to Princeton to affirmative action.
Princeton needs a culture change and increased institutional involvement if it is to fully overcome its history of racism, prejudice and exclusion. The culture change should be guided by a change in individuals’ actions. Recognize how your privilege affects your interactions with others and how you perceive the world around you. Think before you speak and eliminate offensive language from your vocabulary. If something comes up — as it likely will — and you are offended or you realize you have offended someone, talk about it and learn from it. Do not be afraid of disagreement. Avoiding dialogue about race will not dispel stereotypes, reduce prejudice or eliminate inequities. We need to have brave conversations — not just open and honest discussions — and recognize that there is no way to avoid conflict in any discussion about race. Only healthy conflict will promote growth and inspire change.
Institutionally speaking, more visibility should be given to issues relating to race and privilege, just as mental health concerns have been brought to the forefront of campus dialogue. Past “Reflections on Diversity” panels and subsequent discussions during freshman week have not been effective as they have not challenged students to critically examine their backgrounds and their privileges. I am thrilled with my peers’ recent columns in the 'Prince,' but they will have a limited effect — the 'Prince' does not reach everyone on campus who needs to be thinking about race and privilege.
The Fields Center has the potential to be a greater hub of cultural activity at Princeton, but it is disadvantaged by its distance from central campus. The center needs additional University support to overcome this barrier.
Finally, if and when University committees are established to investigate disparities or concerns relating to diversity, the results need to be well-publicized, not just published, so that they will catalyze dialogue on campus. This dialogue must be University-initiated and maintained and led by trained facilitators if systematic change is to occur.
Princeton doesn't have to be a place where skin color continues to influence feelings of safety, belonging and happiness. Princeton, as an institution “in the nation’s service,” can and should lead the nation in recognizing racial disparities and ensuring that all students feel included and valued on campus.
Hannah Rosenthal is a politics major from St. Louis, Mo. She is a fellow at the Carl A. Fields Center for Equality and Cultural Understanding and a Princeton Prize in Race Relations 2010 winner. She can be reached at hrosenth@princeton.edu.
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