Decentering Whiteness:
How to Step Back Without Disengaging
By: Vix Burgett-Prunty
Centering whiteness happens when conversations, policies, or everyday interactions automatically shift focus to European Americans feelings, perspectives, or experiences. Especially in discussions that should be about racism or marginalized communities. It’s like turning a spotlight back onto whiteness even when the topic is supposed to challenge its dominance. This pattern keeps racial inequities in place by making sure white voices and comfort remain the priority, often without anyone realizing it.
European Americans' experiences are often treated as universal or neutral, while non-white experiences are seen as deviations that need explanation. For example, workplace dress codes that label Black hairstyles as "unprofessional" or school curricula that focus overwhelmingly on white history while treating other cultures as optional.
Discussions about race are frequently softened or avoided to spare European Americans discomfort. Schools might downplay lessons on slavery or colonialism because they don’t want white students to feel guilty. Workplaces might avoid addressing microaggressions because they worry about making white employees defensive. This leads to lack of consideration for the feelings of Black students and how they experience racism daily but coddle European American children's feelings.
Black, Indigenous, and people of color are often expected to educate European Americans about racism, reassure them they’re not bad, or mediate racial tensions. This puts the burden on marginalized groups to fix problems they didn’t create. This dynamic has been forced on Black and indigenous and other people of color because European Americans have refused to address racism when they see it in their family members and friends.
When systemic racism is brought up, a common derailment tactic is to point out exceptions. Saying things like, “But my white friend is nice!” shifts the conversation away from systemic issues and toward individual defensiveness. There are no lengths that we will not go to defend a European American who has done a racism
Even in spaces meant to address racism, European Americans often dominate the conversation. For example, European American executives might design diversity initiatives without consulting employees of color, or European American activists might speak over Black and Indigenous leaders about what solutions are needed and the strategies necessary to achieve those solutions. European Americans will go as far as to prioritize their needs in movements necessary because of them.
Centering European Americans reinforces existing power structures by keeping the focus on white perspectives. It drains energy from marginalized people, who end up managing white emotions instead of pushing for change. It slows progress because discussions get stuck on the reactions of European Americans rather than actionable solutions.
How to Recognize and Shift the Pattern
Pause and Reflect. Before speaking, ask yourself: Is this about my feelings, or am I genuinely contributing? If the conversation isn’t about you, listen instead of steering it back to your perspective.
Instead of relying on Black, Indigenous and other people of color to explain racism, seek out books, articles, and workshops to educate yourself. Process your feelings with other European Americans rather than expecting marginalized folks to reassure you.
Handle discomfort without making it someone else’s problem. If you feel defensive or guilty when racism is discussed, sit with that reaction instead of derailing the conversation. Journal about it, talk to other white people, or read more to understand where those feelings come from.
Pass the mic in group discussions, especially those about race, notice how much space European American voices are taking up. Step back and intentionally create room for Black, Indigenous, and other people of color to speak. If you’re in a leadership role, amplify marginalized voices instead of speaking for them.
For everyone in group settings set clear discussion norms. In meetings or workshops about race, establish guidelines upfront. For example: “Today, we’re centering Black, Indigenous , and other people of color voices. European Americans, please listen first and speak last.” This prevents the usual dynamic where white perspectives dominate.
Redirect gently but firmly when a European American person derails a conversation, call it in without making them the villain. Try saying, “I hear you, but let’s keep the focus on the issue at hand.” This keeps the discussion on track without escalating defensiveness.
Encourage European American accountability groups for processing their racial learning with each other, not rely on Black, Indigenous, and other people of color to guide them. Form groups where you can ask questions, make mistakes, and grow without placing that labor on marginalized people.
Common pushbacks and how to respond to European Americans who resist these changes, often with arguments like:
“Shouldn’t everyone’s voice matter equally?”
Response: “In most spaces, European American voices already dominate. This is about balancing that imbalance, not silencing anyone.”
“I don’t want to walk on eggshells.”
Response: “If you’re worried about saying the wrong thing, focus on listening first. Anti-racism isn’t about perfection, it’s about impact.”
“This feels like reverse racism.”
Response: “Racism is about systemic power, not individual feelings. Centering marginalized voices isn’t discrimination, instead it’s correcting an existing imbalance. The systemic power in the United States is controlled by European Americans.”
Centering whiteness is so ingrained that many people don’t even notice it happening. But the result is that racism persists because the conversation stays stuck on the feelings of European Americans rather than meaningful change. The goal isn’t to shame European Americans, but to recognize that progress requires stepping back so others can step forward.
Real change happens when European Americans accept that their voices don’t need to be in every conversation, especially those about racism. It’s uncomfortable at first, but that discomfort is necessary. The more we practice shifting the focus, the more we create spaces where marginalized voices can lead, and real equity becomes possible.