Well, it seems that I took a *totally intentional* hiatus from blogging for most of August. But I’m back, woohoo, with super chill book reviews and more. (Hopefully, more = poems, scripture reflections, prayers, sermons. We’ll see.)
For now, I’m excited to share some quotes and general brilliance from Ijeoma Oluo’s 2020 book Mediocre: The Dangerous Legacy of White Male America.
This is one of my favorite nonfiction books I’ve read so far this year. I’ll probably make a list of top recommendations at the end of 2021; I’m not sure what all will be on it, but I know this one will.
I’m also a fan of Oluo’s 2018 book So You Want to Talk About Race. For me, Mediocre takes the awesomeness a big step further. I’m here for it.
Here are a few quotes and other tidbits from Mediocre that stood out to me.
1. The central idea of Mediocre, at least the way I see it, is that there are certain ways of being, certain qualities we admire and perhaps aspire to—or, if not admire, then at least recognize as things that tend to get people “ahead” in our society, land people in leadership positions, etc.—that are actually anything but desirable. These characteristics are far from healthy and good for individuals. And they’re far from conducive to the wellbeing of our society as a whole.
This really resonated with me. I feel like I’ve seen it and felt it, in everything from politics on a national level to people who have been influential in my circles more personally.
Oluo does a great job of pinpointing what some of these qualities are, and why they’re counterproductive. I appreciate how she ties these qualities to both patriarchy and white supremacy—or, as Oluo puts it, to “white male supremacy.” I think this is a useful term, because it helps us see that everything is interconnected. Misogyny and racism are so deeply intertwined. And we need to recognize this, if we want to have any hope of untangling and detoxing from…everything.
Some memorable quotes, to this end:
While we would like to believe otherwise, it is usually not the cream that rises to the top: our society rewards behaviors that are actually disadvantageous to everyone. Studies have shown that the traits long considered signs of strong leadership (like overconfidence and aggression) are in reality disastrous in both business and politics—not to mention the personal toll this style of leadership takes on the individuals around these leaders. These traits are broadly considered to be masculine, whereas characteristics often associated with weakness or lack of leadership (patience, accommodation, cooperation) are coded as feminine. This is a global phenomenon of counterproductive values that social scientists have long marveled over.
The man who never listens, who doesn’t prepare, who insists on getting his way—this is a man that most of us would not (when given friendlier options) like to work with, live with, or be friends with.
And yet we have, as a society, somehow convinced ourselves that we should be led by incompetent assholes (p. 10).
No lies detected there.
As I looked back through our history, I started to see patterns. I started to see how time and again, anything perceived as a threat to white manhood has been attacked, no matter how necessary that new person or idea may have been to our national progress. I started to see how reliably the bullying and entitlement we valued in our leaders led to failure. These are traits that we tell our children are bad, but when we look at who our society actually rewards, we see that these are the traits we have actively cultivated (p. 12).
I feel that. Most people don’t want their kids, or the people they love in general, to be “incompetent assholes” who operate in ways marked by “bullying and entitlement.” But I totally agree that these traits are rewarded—you know, if you’re into things like promotions, fancy job titles, high salaries, success in your field, and the like.
The hard truth is, the characteristics that most companies, including boards, shareholders, managers, and employees, correlate with people who are viewed as ‘leadership material’—traits most often associated with white male leaders—are actually bad for business. The aggression and overconfidence that are seen as ‘strength and leadership’ can cause leaders to take their companies down treacherous paths, and the attendant encounters with disaster could be avoided by exercising caution or by accepting input from others. These same qualities also mask shortfalls in skills, knowledge, or experience and may keep leaders from acknowledging mistakes and changing course when needed. They prevent healthy business partnerships and collaborative work environments. These traits can and do spell disaster for many businesses (p. 182).
Oluo backs these kinds of statements up with all sorts of insights from history and present-day experiences throughout the book. I appreciate that. It’s definitely worth a read.
They’re also statements that, to me at least, just feel true. I realize that this feeling is subjective, and we aren’t always right about these things. (Brett Kavanaugh’s nonsense about judging the “truthiness” of his claims vs Dr. Blasey Ford’s claims during his confirmation hearings back in 2018 comes to mind, and it still makes my blood boil.) But still. I think many of us have felt what Oluo is saying and have experienced it viscerally. If nothing else, we’re still reeling from the extreme example we saw in our four years of Trump.
Oluo puts words so well to what I think many of us—especially those on the underside of power structures—know in our gut.
2. Oluo brings out the idea that a lot of the things that seem so wrong (and are so wrong) with the U.S. are actually, as others have put it, features, not bugs. A lot of the things that seem shocking, like they should be unusual, are actually just evidence of a shitty system working as designed.
What we are seeing in our political climate is not novel or unexplainable. It works according to design. Yes, of course the average white man is going to feel dissatisfied with his lot in life—he was supposed to. Yes, of course our powerful and respected men would be shown to be abusers and frauds—that is how they became powerful and respected. And yes, the average white male voter (and a majority of white women voters whose best chance at power is their proximity to white men) would see a lewd, spoiled, incompetent, untalented bully as someone who best represents their vision of America—he does (pp. 11-12).
This might sound harsh. But it also sounds about right to me.
I’m hoping we can move, together, beyond the “this is not the America I know!” reaction to various bad things the U.S. and its politicians do. I’m hoping we can move toward a realization that, downer though it may be, this is exactly the America that lots and lots of people on the margins have always known.
We need to be able to see the way things were designed, and not be in denial about it, if we’re actually going to change anything.
3. Another memorable quote:
Even for those who will never don a cowboy hat, the idea of a white man going it alone against the world has stuck. It is one of the strongest identifiers of American culture and politics, where cooperation is weakness and others are the enemy—to be stolen from or conquered. The devastation that the mythological cowboy of the West has wreaked did not stop with the extermination of the buffalo. It may not stop until it has destroyed everything (p. 45).
First, omg, the story Oluo tells about the buffalo. It turns out that white men going West to kill buffalo back in the day wasn’t just a dumb, violent-toward-animals, shortsighted, hypermasculinist thing. It was also—primarily—the government’s attempt to destroy indigenous peoples whose lives were interwoven with the buffalo herds. That got me in all the feels. Lord, have mercy.
Second, I may not be a white dude, but I think part of me has internalized the competitive, go-it-alone mindset, where “cooperation is weakness and others are the enemy.” Yikes.
I want to learn to be my best self in a way that helps others be their best selves too. I want to recognize and live out of the reality that we really are stronger together. The point is not to be better than others, but to figure out how to live in whole, healthy communities together.
I’m not always there. No matter how many times I might say these things, and how deeply I believe them, there’s still something in me that wants to compete. (In an individualistic, unhealthy way, that is—not just, say, in a swim meet, or a 5k. Speaking of which, Burien Brat Trot, anyone?)
4. Sorry for the long quote. But not really sorry, because it’s a good one:
The idea that women were not made for work is only true to the extent that men have ensured that work was not made for women. Men have designed offices that don’t suit women’s needs, have established work hours that compete with child-rearing, have developed education and training programs that regularly discourage women’s aspirations in male-dominated fields, have formed mentoring and networking relationships on golf courses and in clubs, places where women are not welcome or comfortable—or sometimes even allowed.
Men have used these deliberately structured environments to prove why women are naturally ‘not a fit’ for the workplace. Nursing mothers who cannot work in spaces that don’t accommodate breast pumps are ‘obviously not that interested in the job.’ Women who need flexible hours to care for children, in a society that still expects women to do the majority of child-rearing regardless of employment status, ‘lack the work ethic necessary to put in the hours needed for the job.’ Women who have always loved math but were told from primary school on that they would be better at English and art than science and engineering ‘must not be interested in STEM.’ And men who make all their business connections at the country club or through their old fraternity buddies ‘just haven’t come across any women who are as qualified for a job at their company as men.’
As promotion after promotion goes to men, as men are encouraged to start businesses and women aren’t, as men flow into fields that are more open to them, the definition of an ideal worker and leader becomes even more stereotypically male—even if those ‘ideal’ traits and skills are not the most beneficial (pp. 153-4).
Yeah, that feels right. Not sure I have much to add. Maybe just that I really appreciate the intersectionality of Oluo’s analyses in general. I feel like she really gets at the realities of race and gender each in their own right, very effectively—sometimes focusing on gender, like in the quote above, and sometimes on race. And she’s also very effective in getting at the connections between them.
5. I think Oluo has a lot of grace and empathy for white dudes, and I appreciate that. They’re not all bad—but they are stuck, as all of us are, in a toxic white male supremacist system.
To me, Oluo strikes a great balance of sympathizing with the situation white men are in—and the ways our society is toxic to them, too—while also not letting them off the hook for the things they are responsible for.
Another long but good quote (again, sorry / not sorry):
White male identity is a very dark place. White men have been told that they should be fulfilled, happy, successful, and powerful, and they are not. They are missing something vital—an intrinsic sense of self that is not tied to how much power or success they can hold over others—and that hole is eating away at them. I can only imagine how desolately lonely it must feel to only be able to relate to other human beings through conquer and competition…
I don’t want this for white men. I don’t want it for any of us…We have become convinced that there is only one way for white men to be. We are afraid to imagine something better.
I do not believe that these white men are born wanting to dominate. I do not believe they are born unable to feel empathy for people who are not them…I believe that we are all perpetrators and victims of one of the most evil and insidious social constructs in Western history: white male supremacy.
The constraints of white male identity in America have locked white men into cycles of fear and violence—where the only success they are allowed comes at the expense of others, and the only feelings they are allowed to express are triumph or rage. When white men try to break free from these cycles, they are ostracized by society at large or find themselves victims of other white men who are willing to fulfill their expected roles of dominance…
We need to do more than just break free of the oppression of white men. We also have to imagine a white manhood that is not based in the oppression of others. We have to value the empathy, kindness, and cooperation that white men, as human beings, are capable of. We have to define strength and leadership in ways that don’t reinforce abusive patriarchy and white supremacy. We have to be honest about what white male supremacy has cost not only women, nonbinary people, and people of color—but also white men (pp. 273-5).
Curious to hear white dudes’ (or anyone’s) thoughts on this. I like the sentiment of wanting better for all of us, including white men. White guys aren’t the devil. They just tend to be socialized to play a particular role in an evil construct; and, to the extent that they refuse to play that role, they’re often penalized for it. That makes sense to me.
Grateful for Oluo’s leadership in naming all these things and imagining a different way.
Holler if you read the book (or not) and let me know what you think!