ACTIVITY 32
Leverage Your Privilege

“When we identify where our privilege intersects with somebody else's oppression, we'll find our opportunities to make real change.”

—Ijeoma Oluo

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Thanks to an executive order by John F. Kennedy in 1961, Affirmative Action began to shift the tide for people of color in the workplace. Affirmative Action prohibited discrimination in the workplace based on race, disability, gender, ethnic origin, and age. Sixty-plus years later organizations continue to struggle to create and sustain diverse workforces. Discrimination remains alive and well as cultural bias toward White supremacy persists. Consider the research cited in the previous activity stating that the workforce in the United States is comprised of 78 percent of White people. Something is clearly wrong when according to the 2020 census data, White people represent 57 percent of the total U.S. population. Even when companies manage to improve representation, people of difference are made to feel like outsiders through assimilation, hostile environments, and prejudicial policies and systems, thus creating unearned, unacknowledged rights, benefits, and opportunities for the dominant culture while systemically oppressing everyone else.

Diversity practices focus on attracting and hiring members of underrepresented groups, while equity and inclusion is the practice of retaining them. The intent behind diversity, equity, and inclusion efforts is for employers to ensure that everyone can fully participate through fair practices and equal opportunities to advance. The privilege of the dominant culture is something that is highly visible and obvious to people of difference as we face life-diminishing, life-threatening, or life-ending circumstances regularly that our White counterparts only hear about. There needs to be a better understanding of what White privilege is and how it impacts someone's life, both inside and outside the workplace. Those with privilege must decide whether they want to do the work to dismantle systems of oppression and make the conscious choice to no longer perpetuate them. I find that White people are aware of the disadvantages of being Black, Hispanic, Asian, or indigenous but often fail to see the advantages of being White until it's called to their attention like with the highly publicized murder of George Floyd in 2020. On a more personal level, my White friends who have children with Black and brown people have been truly awakened to their privilege, as they realize the perils that their brown-skinned children will face based on the color of their skin. Some have even been ostracized for their decision to marry outside their race. I'm appreciative and yet amazed by those who privately show support and empathy as doing so publicly could cost them dearly. However, many White people will argue that White privilege is not real and has nothing to do with their success. After all, they worked hard for everything they have. That said, non-White people work harder for the same level of achievement and must navigate systems designed to disadvantage us in hopes that we can overcome them. I was once told by an employer that I could not be considered for promotion to a sales manager position because they had reached their quota. So, I asked whether there was a quota for White people, and the reply was no. I have a Latina colleague in a middle manager role who was talked down to by a White, male intern. It was clear to her that he felt entitled to do so because of her gender and race. She never heard him speak in that condescending tone when speaking with White people, and he was reverential when in the presence of leadership. Sometimes White privilege can be more subtle like when White people are given the benefit of the doubt and non-Whites are judged more harshly when mistakes are made.

While systems have been built to create advantage and privilege for White people, everybody else has some level of privilege based on class, ability, education, or sexual orientation that can be utilized to help others. Consider seeking opportunities to support gay rights, advocate for more accessibility for individuals with disabilities, or mentor individuals to help elevate their career. Use privilege to inform conversations, become more empathetic, and connect with people on a more personal level. Privilege empowers us to speak up and take action on behalf of those without it. Champions of inclusion are aware of our privilege and leverage it to provide life-enriching, life-changing, or life-saving experiences to others.

Actions

Know Your Privilege

Reflect on the parts of your identity that you think about least. Do they afford you safety and make you feel valued and welcomed in every situation throughout your day to day? Consider going to a conference. Are you mindful of pronouns people use when they refer to you, will skin color impact an opportunity or experience, or must you consider an accessible route from point A to point B? Answers to typical questions like these can help you identify your privilege. Notice how it impacts your day. This exploration can enhance your empathy for those who don't share the same privilege.

Leverage Privilege Regularly

Privilege exists in many situations, within different lifestyles, and among every demographic. It's important that we understand that not everyone has equal privilege. Educate yourself on the challenges of individuals and communities that lack privileges that you may have based on your identity, lifestyle, education, etc. Seek opportunities to show up and make an impact—from confronting bias to raising awareness of issues and introducing a point of view that may not organically emerge in discussions at work. Be willing to share time and resources. Ask yourself, “What am I willing to do to use my power or privilege in a way that improves someone's lived experience today?”

Raise Awareness Through the “Privilege Walk”

You may be aware of or even participated in a “privilege walk”—an activity to help us recognize how power and privilege affects lives even when we are not aware it is happening. It's centered around the ability to identify both obstacles and benefits that everyone experiences. After watching the video What is privilege?, reflect on the questions asked to identify your privileges or lack thereof. Consider the role they played in your current state of life. Connect to any emotions you have during the reflection to build empathy or understanding. If you're feeling inclined, organize a privilege walk. The Transfer Leader Institute offers a great resource: www.eiu.edu/eiu1111/Privilege%20Walk%20Exercise-%20Transfer%20Leadership%20Institute-%20Week%204.pdf#:~:text=Instructions%3A%20Everyone%20will%20stand%20in%20a%20horizontal%20line,step%2C%20they%20have%20the%20option%20to%20remain%20still.

Action Accelerators

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