Racial affinity group meetings, or caucuses, can be effective tools for human service agencies to address cultural responsiveness or shift their organizational paradigm toward antiracism. The development of such caucuses is seldom undertaken, however, often due to concerns about resources and the difficulty of envisioning the concrete benefits. This article describes the formation, implementation, and functioning of a White antiracism caucus, facilitated by the authors, in a large social service agency. Organizational context, group development, and attempts to address institutional racism are presented. Issues of professional identity development, the reification of White privilege, and internal systems of accountability are described.