(graphic clicking) - Welcome back. I hope you found that podcast as fascinating as I did. I hope you've given some thought to the reflection questions I posed beforehand. I'd like us to spend some time discussing the concept of "Deny, Distance, or Dismantle?" That Dr. Lowery proposed as this is how many people process the concept of privilege. Denial is like the "privilege of oblivion", and also includes, "herd invisibility". The tendency of members of social groups ignoring their privilege for their benefit. And willful oblivion. It's the notion that if you don't notice, or feel, the effects, then it must not exist. Distance is the belief that privilege exists, but it doesn't apply to you, because you're unaware of, or unwilling to, explore your other relative privileges. Dismantling, however, moves us towards advocacy. It begins with an acknowledgement of existing privileges and advantages, and a willingness to use them to address systems of inequity. Dismantling privilege invites the use of one social, and political capital, on behalf of others to address ISMS, opportunity limits, and other forms of discrimination or bias. To facilitate movement towards dismantling, it may help to consider these additional questions for reflection. What do you believe is the effect or impact of herd invisibility? Not just on those with the denied advantages, but also on those without privilege. Similarly, what are the implications of privilege distancing for those who don't believe it applies to them, both on those persons, and those others who don't benefit from the same privileges? Are you still grappling with your own privilege intersections? Might you have areas of privilege for one identity or experience, such as ability, and areas of disadvantage for others, such as gender or gender identity? What would it look like to use your privilege to dismantle systems of ISMS, such as sexism, racism, ableism, and heterosexism? How would you want to experience dismantled ISMS for the identities where you lack privilege or advantage? Having given these theories some thought, let's lean into the concept of Change Agency and Advocacy, as a function of dismantling systems of privilege. The first step is to understand "agency", which involves using your identity-based privilege, social power, and spheres of influence, to affect structural change in organizations and social systems, such as: education, media, law, and criminal justice, labor and workforce, the child welfare system, and the like. "Agency" can be individual, which involves self-advocacy and advocacy for others. And agency through coalitions and organizations working towards a common goal. You may be ready to answer the call to be a change agent, but not know where to begin. I offer you one starting point that is applicable to any system, organization, or other entity; and that's equity. You may have seen a version of this graphic that demonstrates the difference between equality, equity, and justice. Equality is a largely 20th-century notion focused on "sameness", just striving for the same opportunities for access. But as you can see from the graphic, giving everyone the same resources, doesn't always meet their needs. Equity, however, is about fairness. It's leveling the playing field so that all can engage regardless of what may be limiting their access or opportunity. And here's an important distinction: fair isn't always equal. Justice is transformation by dismantling and reshaping the systems that require a consideration of fairness, because of opportunity gaps. Liberation, which we'll talk about later, is removal of the fence, which represents barriers to engagement and opportunity, altogether. Here's another way to look at the difference between equality, equity, and justice. Remember the golden rule? "Do unto others the way you want done unto you", right? Well, if you look at equality, it's clear that what works for the people on the right, with more relative vertical privilege, may not work for the person without the advantage of seeing over the fence. The platinum rule, however, is: "Doing unto others the way they want, giving them what they need." This accounts for the disadvantages and advantages of everyone involved so that they can fully engage. Justice, or transforming the barriers, is a form of social responsibility. When we begin to examine structures and systems that create more access and engagement for all groups of people, we begin to transform those systems. And the way advantage and disadvantage manifests and is distributed. One way to practice advocacy is providing public support for, or recommendation of, a particular cause or policy through the lens of equity mindedness. It can involve advocating for leveling the playing field through the framework of policies, programs, practices, and people. Advocates have eight key characteristics that make them effective: always listens and learns, and value support from others, deliberate focus on long-term goals, and the ability to look at and respond to positions and an issue, openness to different ways to share your message, and engaging the public and stakeholders, commitment to partner with different and like-minded individuals, and tenacity to bounce back from negative responses. These characteristics provide the foundation for functioning as good allies and accomplices, critical roles in facilitating systemic change, using one's relative advantages. You've probably heard of being an ally, which is the first step on the continuum of advocacy. An ally is a member of an advantaged group who aims to act against the oppression from which they derive power, privilege, and acceptance. Their role as change agents, working with other privileged members, or in coalition with targeted group members, is an essential asset of eliminating inequality. Allies are earlier in their advocacy journey towards accompliceship. Here are some characteristics of allies, which you'll notice has some overlap with characteristics of an advocate. An ally listens to, and respects, the perspectives and experiences of marginalized group members. This is important as it counters micro-invalidations, as we discussed in the previous module. Allies always believe the often negative experiences of those who are marginalized, rather than attempting to explain them away. An ally acknowledges unearned privileges received as a result of advantage status, and aims, not yet at, to eliminate or change privileges into rights that marginalized group members also enjoy. That said, allyship is a mindset that proceeds action. An ally recognizes that unlearning oppressive beliefs and actions is a lifelong process, not a single event, and welcomes each learning opportunity. This is important. Some people may think that once they have taken a course, such as this one, engaged in some dialogue, or helped to educate another, that they have arrived. Like cultural humility, allyship is a lifelong process, there's always more to learn from others. And there are never-ending opportunities for self-reflection. An ally is willing to be confronted about their own behavior and attitudes, and consider change. To be an ally requires humility, both cultural and personal. This accompanies learning as a lifelong process, which means that you must allow others to be part of that process with you. An ally believes they can make a difference by speaking out, not yet acting, against social injustice. Allies always take the opportunity to call in microaggressions, draw attention to inequality, and educate others about perspectives that may be limited, or not intentionally inclusive. Allies know how to cultivate support from other allies. Sometimes it is hard to go it alone. Allies recognize other allies and work together for change. Accompliceship It is where agency comes in. You've got the ally mindset, and now you're ready to spend your social capital on behalf of others, and engage with dismantling systems and structures that impede opportunity expansion. An accomplice is a member of an advantaged group who does the work of unlearning, actively combating and leveraging privilege against oppression. Accomplices act against the oppression from which they derive power, privilege, and acceptance, and are willing to use and lose some of their privilege to do so. Their role as change agents, working with other privileged members, or in coalition with members of marginalized groups, actively addresses eliminating inequality. Accomplices independently, and proactively, learn and research about the marginalized communities for which they are an accomplice. This means that they're not relying on members of marginalized or minoritized groups to provide the education for them, thereby avoiding the possibility of causing more emotional labor. Accomplices ask insightful questions at the appropriate time when they cannot find the information themselves. Accomplices take control of their own agency, through awareness and education, and have exhausted all resources, including Google, before requesting additional information from the minoritized groups, for which they're advocating. Timing is everything. Because if you choose to inquire or seek clarification in the middle of efforts to move towards action, it can potentially derail the efforts, and potentially undermine your credibility by appearing to center yourself in the conversation. Accomplices believe they can make a difference by actively working against social injustice. The difference here between allyship is that accomplices have moved beyond the mindset of wanting to work against social injustice, into actually doing it. Accomplices are committed to taking action against social injustice, in their spheres of influence, and their own privileged communities to provide respite for the marginalized, so they don't have to. This goes back to preventing more emotional labor for the marginalized. I'll speak from experience here, it's exhausting. Accomplices recognize this, and do the heavy lifting with their own. Accomplices amplify the message of the communities from which they've learned, without expectation of credit or reward. A key difference between allies and accomplices, is that accomplices not only create space for, and give voice to, minoritized groups, they do the work without expecting any recognition for it. They realize that marginalized groups receive no credit, or reward, for their own self-advocacy. If anything, they may be vilified. Accomplices choose to reside in that space without expecting anyone to notice, or give them a cookie. Accomplices are willing to take risks, try new behaviors, and act, in spite of their own fear and resistance from other members of advantaged groups. I want to be clear. The accomplices realize they may, in fact, become as marginalized, among their own, as the members of the groups for whom they are advocating. This can happen with their own families, friends, and social circles, who may give them labels such as, "politically correct", or "social justice warrior". This can be quite disconcerting and even painful, as accomplices may realize that the people they have known their entire lives just don't think like them. Accomplices act against social injustice out of a belief that it is in their own self-interest to do so. There's a famous quote by Lilla Watson that says, "If you have come here to help me, you are wasting your time. But if you have come here because your liberation is bound up with mine, then let us work together." Accomplices understand that when one is oppressed, we all are oppressed. Finally, accomplices know how to cultivate support from other accomplices, much like allies, and perhaps even more so. Accomplices must find others who share their passion and interest, not just to enhance their own efforts, but to provide support and community for the difficult tasks ahead. Having learned these ally and accomplice characteristics, you may be wondering how you can use them. Let's reflect for a moment. Can you think of an area within your organization that could be made more equitable, or intentionally inclusive? More specifically, think of your organizational policies, practices, programs, or even the composition of its people. Now consider what allyship or accompliceship characteristics would it take to facilitate change towards intentional inclusion or equity? Which of these characteristics do you already possess? Which of these characteristics are you willing to develop? With whom can you engage within your organization to support you? Who are the other allies and accomplices? What resources exist to help expand your knowledge and perspectives? To be sure, these are questions that may take some time to answer. The first step, however, is deciding that you want to be an agent for change. From there, you can create your own path, and build community with others along the way. (graphic clicking)
