A “coon” seeks to be accepted and praised by white people while seemingly enjoying any and all humiliation, marginalization, bias, prejudice or mistreatment expressed towards them by white people.
“Coons” are the bud of innumerable jokes within the black community and at the same time equally loathed by others in the community. For the purpose of providing an example, Omarosa Manigault is widely known as a “coon”. She is a black woman who despite what everyone else sees as an ego-maniacal racist in our current president (who I will not name) decided to join his cabinet as Director of Communications for the Office of Public Liaison for the White House. To some, it just looks like she had a previous relationship with 45 and as a result of their friendship – she took a job she was offered. Sounds simple? Except, there is a little more to it if we dig deeper. I cannot say with any certainty what her specific motivations were for taking a job with the devil himself. However, if I am to use the data that I have available, I will wager that she took the position to further her waning notoriety and influence. The fact that she did that knowing many of the disgusting views her former boss held is why she gets labeled a “coon”. Like a good “coon” she also thought as many of them do – that it would be different for her because she has presented herself as a supportive, non-threatening black woman. She was willing to sacrifice her own self-worth and maybe even some of her natural self-serving ways of being to be associated with a white supremacist. This is seen as self-hatred in the black community and while it has often been reduced to the derogatory nomenclature of “coon” this is the existential problem we are dealing with as it pertains to individuals who follow this pedigree.
In communities of color, individuals are never standing for themselves alone. As a person of color, you represent yourself and your community. It is a heavy burden to bear, but still, it is a fact-of-life we all assume and understand from an early age.
1) You grew up around white people your entire life and were taught that they are vehicles to progress your social status making your mere association with them a positive catalyst for your existence.
2) You grew up being taught “white is right” and that black people are in a constant state of striving towards learning and knowing more, but never achieve mastery when juxtaposed against white people.
3) You were taught that “white people” are trustworthy over people of color in every situation and always have your best interest at heart. Note: This is synonymous with the messaging and positioning of slavery times that Massa was beating you for your own good in an effort to refine your heathen and innate ways.
4) They secretly or unknowingly hate everything about being black or (more generally a person of color) because their conditioning tells them that everything from their religion to cultural norms lies well outside of what white people think is normal, so they choose to manufacture a representative of themselves that they think is more socially-appealing.
Being deemed a “coon” is the extreme of self-hatred black people harbor towards themselves stemming back to slavery times. However, I would wager that all of us whether we are deemed a “coon” or not sacrifice a little of our existence every day in ways that make us cry ourselves to sleep or pray for a “better” way of living. My entire career has included opportunities, trade-offs, and circumstances in which I had to assess whether being loyal to my culture and people was more important than a paycheck. Personally, I have always chosen the people over the perceived losses I may incur. I’m not ignorant to the fear that is attached to walking that road of choosing values, ethics, and community over livelihood and prestige.
Sometimes you have to bite your tongue and get to a certain place before you can exude the bravery. It takes a lot more self-exploration and integrity to honor yourself above self-serving activities that serve to forward a white agenda shrouded as an opportunity for progression for your career, life etc. Trust me, I get it.
Thankfully, I have the courage and license to confidently decline opportunities especially when they are in gross misalignment with who I am and what I stand for. That means if you ask me to take lesser roles on a project or in curating an event where white people who are less qualified than me have the spotlight, the answer will be “no”. If I have to sign-on to do any work that will adversely impact my community in any way, the answer is: “no”. Unfortunately, money and influence are everything to some so much so that they have absolutely nothing without it. That is an existential crisis of epic proportions. Money and influence are great, but at what cost? In Omarosa’s case, she thought she was making a power move and ending up coming up short in the end. How you start is how you end.
When we talk about diversity, inclusion, and equity in the HR world, do not stop short of understanding whether your policies, rules, and culture create cultural pitfalls designed to make people of various marginalized groups choose “white” over choosing themselves. It is a dangerous pitfall and one that breeds resentment. There aren’t enough town halls, focus groups, culture days or employment branding to save your retention efforts if you continue to make people of color choose your agendas over what is important to them. A word of caution.