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How a Banned Book Changed My Life

Melissa Crum • Feb 18, 2022

Black authors have something to teach us.

Many conservative activists are contradicting themselves. On one hand there is a push for “free speech” and “honest” education. But there is also a demand for silencing authors and removing information from our schools and universities through local and state government systems. A common approach are book bans. These bans are attempts to censor books in libraries and schools. In 2021, the Burbank Unified School District permanently removed five books from the English curriculum: Harper Lee’s “To Kill a Mockingbird,” Mark Twain’s “The Adventures of Huckleberry Finn,” John Steinbeck’s “Of Mice and Men,” Theodore Taylor’s “The Cay” and Mildred D. Taylor’s Newbery Medal-winning young-adult classic “Roll of Thunder, Hear My Cry.”

Disproportionately, the bans target books that center non-white and gender non-binary characters - characters that many diverse students can relate to. So, what might be the impact on students who can’t see themselves in their curriculum?


I believe in the power of stories. Not just the stories we read, but also the stories we tell ourselves. These stories explain who we are, who we are to others, how people are different from us and justify how we respond to them. These stories shape every choice we make in our lives. We likely believed in a story that helped us choose the type of neighborhood we live in — whether that story is accurate or not. We believed in a story that helped determine if we hire or promote that person or not. Stories also shape what we think about our schools, the students in them, the parents that care for them, and the communities they live in. Those stories shape if we, as educators, will invest in certain students over others or work to make a change from our spheres of influence.


I love to read. I’ve always loved to read. Matter of fact, in elementary school, the day I looked forward to every year was the book fair. I would receive a newspaper-thin catalog of all the books available before they arrived. I eagerly circled all the books I wanted, added up the cost, and made my monetary request to my mother. She always gave in. I never got name-brand clothes, and all my shoes came from Payless, but she would always spend money on books.


One way I chose the kinds of books I wanted was if it was a Newberry Medal Award winner. These books had a shiny gold seal on the bottom right side of the cover. In second grade, I was in love with Beverly Cleary’s books. She was a woman who wrote about Ramona Quimby — a nine-year-old rambunctious and creative troublemaker who lives with her middle-class white family in Oregon. Her full-time job is to drive her big sister Beezus and all the adults out of their minds. I felt aligned with Ramona so much. I was mischievous, loud, questioned authority, and highlighted inconsistencies in adult actions just like Ramona did. My goal was to read every book in the 11-part series.


The day came, and finally, it was the book fair. I excitedly walked with my class to the library, covered with rows of new books. I had my crumpled heavily-circled catalog in hand, ready to find my pre-determined selections. My second-grade teacher, Miss Whitehurst, found me in one of the distant aisles. She was my first African-American teacher — a small older brown-skinned woman who often wore her hair like Coretta Scott King. I also gave her a lot of grief. She said Beverly Cleary writes some entertaining books, but have I seen this one? She hands me a paperback novel with a young black girl on the front. The title was “Roll of Thunder, Hear My Cry” by Mildred Taylor. I had not heard of this book, but I noticed it had one of those fancy gold seals on the front, so I decided to forgo one of my selections for this one.


“Roll of Thunder, Hear My Cry” is one part of a series of stories that center the Logans - a tight-knit multi-generational African American family. The story is told from the perspective of Cassie Logan — a nine-year-old girl who lives with her family on a Mississippi farm in the middle of Depression-era Jim Crow. She constantly tries to make sense of the interpersonal and systemic racism her family continues to encounter as they try to save their farmland and stay safe from white vigilante violence.


Cassie has a temper, speaks her mind even if she knows it’ll get her in trouble. She notifies people of inappropriate racial slurs in her textbook. She notices injustices, which sometimes leads her to want to fight boys. A memorable moment in the book was when Cassie was forced to apologize to Lillian Jean Sims, a white girl, because Lillian bumped into her. Cassie’s parents attempt to explain to her the dangers of the “night men” who can harm them. They said this while simultaneously ensuring Cassie has a sense of self-respect. Cassie learns that the whites in her town don’t judge Black people based on character or behavior. Instead, everything is based on a manufactured story of white superiority that Lillian and others have chosen to believe. To which Cassie responds, “Well, they ain’t!”

None of this seems logical to Cassie. Ultimately, Cassie gets into a brutal fight with Lillian pulling her long, blond hair. In the end, Cassie makes Lillian apologize to her. Although this was a story of nine-year-old girls being children, they were trying to navigate a complex society, and I understood that. My teacher in my small Southern town knew I could benefit from a different story.


Ramona’s home in Oregon felt like some distant land, but Mississippi felt really close. Probably too close. As a girl who grew up in small-town Florida, I saw much of what Cassie had seen. If Cleary helped me think through what it means to push boundaries through Ramona, then Taylor directed me to see what boundaries needed to be pushed through Cassie. Although I was only in the second grade, there was a maturity shift. I never got to read all 11 of those adventures of Ramona. But I found myself diving headfirst into any book I could find that told me the story of people who look like me. As a result, I won an award for checking out the most books in the library at my school. But I don’t recall anybody asking me what I was reading or why.


Today I still love to read. However, I use the information I gather to support educators in strengthening their relationships with their students by helping them find curriculum and stories that encourage learning and curiosity. Educators can find out what their students are interested in and discover alongside them, or even learn from their students. But I also help educators recognize that the stories they have for their students and the communities their students come from impact their choices in the classroom. Such as if that student is having a bad day, do you offer them support or not? Who gets disciplined or removed from the classroom, and who gets a conversation for understanding? Who gets the benefit of the doubt, and who does not? Who gets detailed feedback, and who gets an unexplained grade? What does it mean to recognize the Ramonas and Cassies — or the Melissa’s — in your classroom and see their personality as an asset not a liability?



What does it mean to support students like Jack Petocz, a high schooler at Flagler Palm Coast High School, who organized the protest against a book ban in his district? His protest began after a school board member in Flagler County, Florida, filed a complaint with the sheriff’s department against George M. Johnson’s book, “All Boys Aren’t Blue,” a memoir about growing up Black and queer.


The growing demand to censor literature relating to race and LGBTQ identity is how states and school districts legalize the erasure of works from Black creatives and intellectuals, such as Martin Luther King’s “Letter from Birmingham Jail”, James Baldwin’s “Go Tell it On the Mountain”, Maya Angelou’s “Know Why the Caged Bird Sings”, Toni Morrison’s “The Bluest Eye” to name a few.


My hope is that concerned conservative parents consider if their anger is actually the result of their discomfort around difficult conversations. Just because you are uncomfortable doesn’t mean you or your children are unsafe. And just because you want the freedom to say and feel what you want doesn’t mean you have the freedom to erase the contributions of writers who highlight the experiences of people who aren’t you.

By Melissa Crum 01 Feb, 2024
You’re great at what you do, I am sure of it. But I bet there are som e elements of your job that you struggle with (because you are human after all!). And while I don’t know what those are for you, the one challenge I see over and over again in my workshops is how to manage people. Because most managers are not trained on how to be a “great manager,” they’re promoted to manager because they’re great at what they do, which is an entirely different skill set. Add race to the picture and well, your job just got a whole lot harder ! I’ve got one tip for you… After leading workshops in more than 200+ businesses, organizations, and schools across the country, it’s this: When you dismiss someone, demote someone, or give someone life-changing negative news in the workplace, it should not be the first time they hear the reason why. Workplaces need to have a system in place to give consistent feedback (following inclusive practices) so bosses can talk to employees about their shortcomings and offer training on those areas long before it reaches the critical stage. And that requires bravery. Why? Because it is so much easier to say nothing than to call someone into your office and be transparent about their shortcomings. You will feel a bit awkward, a bit vulnerable in those conversations. And they may not always be very pleasant. But that bravery will help individuals grow, as long as training and helpful support is also offered. And then you’ll have a team that is not only happy but has an enviably low turnover. Because you, are officially an awesome manager! If you’re not a manager and you worry about being on the receiving end of bad news like this in the workplace, I can email you some tips and thoughts to help you in my next post if you like? Let me know! Warm regards, Melissa PS I’d love to know if you have any burning questions that I can help you with… If you’ve got a situation at work that you’d like some DEI advice on, drop me a quick reply now because I’d be happy to address it for you in a future blog post (and I’d keep you 100% anonymous of course!).
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Dear Northstar Cafe, On Jun 15, 2020, The Columbus Dispatch informed us that 50 protesters held a sit-in at your Short North location. It was an opportunity to offer ways Northstar might use its sphere of influence to address police brutality, such as removing your police discount, supporting frontline service workers with a physical tip jar, and requiring company-wide anti-racist training. Because you are my favorite restaurant, I became interested in what you are saying about people who look like me, a Black person. The sit-in protest came after you posted this message on your Instagram page : We stand with the Black community. We stand against police brutality. We stand committed to amplifying the voices of our Black colleagues and working alongside them to dismantle systemic racism in the restaurant industry and in our communities. Your pain, your voices, and your lives matter. Your statement reminded me of the words of Nona Jones , who is a Black woman, pastor and Head of Global Faith Partnerships at Facebook. Jones asked a colleague to explain what was meant when they said they “stand in solidarity” with her. She stated her colleague “made the mistake of confusing proximity with solidarity… Going from proximity to solidarity requires going from feeling to action.” Are you educating yourself for the purpose of mobilizing your influence and resources in the direction of change? In the case of the protestors at Northstar, they were peacefully demanding that you prove that you knew the difference between proximity and solidarity. Although the murder of George Floyd and Breonna Taylor gained national attention and shed light on state-sanctioned violence, the issue of police brutality isn’t new for Columbus. In 1999, the U.S. Justice Department sued the Columbus Police Department , accusing it of a pattern of civil rights abuses that included excessive force, false arrests and improper searches. Twenty years later, a study conducted by an external company found that CPD uses force disproportionately against minorities . If you believe that the request for the permanent dismissal of the police discount is about not allowing police to only spend $7 for a Northstar Burger instead of $14 you are missing the point. I was once asked “if a small percentage of looting rioters discredits the entire movement, then what does a small percentage of bad cops do?” If the issue is ridding CPD of a “few bad apples” then how long are those most impacted by those apples supposed to wait? How do you differentiate community support for “good” vs “bad” police officers who come into your restaurant? The question isn’t the presence of “good” police officers. There are plenty (depending on how you define “good”). What is being asked of you is why are you supporting a law enforcement system that allows the bad apples to thrive? How do you define a “good” officer if the system doesn't require those doing harm to be held accountable? Discounts are your sphere of influence. Keeping them is a way of saying that you are complicit with the law enforcement institution causing harm to your employees, patrons, and fellow human beings, even those who you may never meet. Therefore, you want to make it clear that you do not support an institution that doesn’t seek to protect and serve everyone. The removal of the discount, along with the other demands, asks you to use your sphere of influence. Your influence can demonstrate that until an institution that has proven to be oppressive to Black people fix themselves so that we can know that the “bad apples” are being held accountable for their action, then you are not willing to offer support. This position is important because we don’t know if you are discounting the meals of abusive officers and their enablers. After I posted the June 15th article on my social media, I received numerous messages from Black friends and strangers telling me about their negative and scary experiences working for Northstar and Brassica (both under the same ownership). Companies can't make sincere public statements about standing with Black people when the ones in closest proximity are saying that you are standing on their necks . The statement is not only ironic, its gaslighting. Be honest . Honesty could be that the owners are more interested in profit over people. Or honesty could be acknowledging the harm you’ve caused directly or allowed to happen to your employees who are members of the Black community and those who support us. Accountability is required. That might be beyond what you budgeted for and it will likely be uncomfortable. 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