Understanding Your Power
This week, I want to share some thoughts about a topic that is a little more “hot-button-esque” than I usually do. I want to invite you to think about the topic of DEI – Diversity, Equity and Inclusion. Whether or not you are already engaged in DEI work, have heard about it but chosen to leave it to others, or have no idea what it entails, I believe it’s important for you to dive a little bit more deeply in this realm. Trust me; this is a topic that matters to us all.
At its core, DEI work is about dismantling systems of oppression, and this can feel like a daunting task. These systems are centuries old and deeply entrenched. For many folks and in many spaces, the oppression is so deeply entrenched, it’s invisible. And then, when attention is called to it, there can be a way that folks shudder with mixed fear, concern and denial. After all, on the surface, things seem to be working. They’ve seemed to be working for so long. Why mess with something that’s working? Why “fix” what isn’t obviously in need of fixing?
Here's the thing: while the need for a new system may not seem obvious to you, it has been obvious to those in marginalized groups for a long time. And the world is collectively waking up to issues of injustice; so, it behooves you (and me) to learn more.
Which brings us to another challenge: when we’re talking about systemic issues, issues that are undeniably entrenched, where does one even begin the work of implementing change? Honestly, I’ve watched as leaders find themselves in the energetic equivalent of freezing in a space of uncertainty. Turning a blind eye. Pretending that the issues don’t ACTUALLY exist and ultimately hoping that the world will right itself without any energy expended from them. I, myself, have had such moments. Sadly, that’s not how it works.
So, what’s the entry point? When issues seem so daunting, when one is paralysed with fear, unsure of what to do, and how to make a difference, where does one start? While there are many potential answers to that question, here’s what I want to offer: start with understanding your power.
I know, you’re under the impression that you don’t have any power, or that the power you hold doesn’t matter. Trust me when I say, in matters of DEI, understanding what your power is, and how it impacts relationships and the space around you is essential.
A few things to know: one, there are lots of different kinds of power. Two, whenever there is a power differential (perceived or real), relationships are impacted. Three, power resides within the dominant culture, and what is held as dominant is a factor of which aspect of power you are looking at. Here are a few examples of types of power:
Positional Power: if you are in an organization and hold a managerial or leadership role, you have positional power.
Gender: in our world, men are the ones with power as opposed to women.
Sexual orientation: heterosexuality is held as the norm.
Race: being white or perceived as white gives you more power than being racialized.
Age: from an age perspective, those in the “middle” of the human lifespan are the ones with power; neither youth nor the elderly are held with the same regard.
Ability: if you are able-bodied you have more power than someone who isn’t.
These are the more obvious examples of power. There are others, some more nuanced than those mentioned above. And when there are intersections between these areas, power gets held differently. Dominant culture also changes depending on where you are in the world. In other words, issues of power and DEI concerns exist globally, however, the dominant culture changes in various spaces and places.
Why is it important to know all of this? From where I stand, the way to dismantle systems of oppression is for each and every one of us to understand what power we hold, and consider how we use that power – whether we are wielding it as a weapon or using it in service of equity. This is such a complex issue; for example, when I go into a workshop space, a space where I have been retained to do training with a group, I hold positional power. I must be mindful of that, and ensure that I am not abusing that power. Yes, I am a woman of colour, and as such there are two “strikes” against me (being female and racialized) when it comes to power. But positional power is a big deal – and how I hold it has enormous impact. I need to be mindful of this.
Why am I sharing all of this? Because one of the things I know is that nobody can do the work of DEI as a solo endeavour. Partly because it requires a lot of energy, but also because systemic ideas live in all of us. And how we each live out those systemic ideas is the responsibility of each of us as individuals, as well as all of us as broader groups.
Bottom-line: our collective understanding of what it means to be human is expanding. As a result, issues of diversity, equity and inclusion must be addressed. While the work can seem daunting, getting introspective about who you are, what power you hold, how you hold that power and how you might use it to support the collective growth is imperative. Learn to look at the intersections of your identity; doing so will help you to understand your particular brand of power. Once you understand that, you can use your power more effectively.