Talking about privilege is uncomfortable, but it's important to bring us closer to self-awareness. Find out how to address this issue at work.
If you Google news about my country, you will know that it is not going through its best moment. In fact, the situation is such that it is experiencing one of the largest mass migrations in Latin America. I was born and raised in Venezuela.
Like many Venezuelans looking for a better life, I had to flee. And although things are good at the moment, I can't help but think that being an immigrant is one of the factors that may determine where I am going or what I can achieve (or not) in this society.
I'm gay, Latino and an immigrant and I come from a background of poverty.... And I know that even so, I didn't get the narrowest part of the funnel.
Lack of privilege is a hidden status that emerges with bitterness when you try to kiss someone you love in public, deal with the police force, discuss your salary, try to make your voice heard, look for a job, and a myriad of other daily activities become real challenges.
Hell, even screwing up without major consequences is a privilege that few can afford.
According to Courtney Sears [ENG], "the effects of failure are not the same for everyone. For socially marginalized students, failure has the potential to reinforce any bad images, prejudices, or stereotypes they are facing."
That's fucked up.
So, while it may be controversial to touch on the issue of privilege, addressing it, especially from the top down, is the first step toward equality. It is a first step, not a definitive solution, but an action that can trigger awareness and potentially generate a ripple effect.
With a simple activity, self-awareness and privilege can be brought to the table at work. Although a controversial activity, it can lead to interesting discussions (we've tested this ourselves with the Fuckup Nights HQ team 😉 ).
It is about creating awareness and a healthy recognition of the privileges we possess. It can open our eyes to an understanding of where we are, and how we can help.
For this activity, each person is awarded 100 points. Thirteen questions are asked about privilege, and/or access to resources. These questions refer to socioeconomic status, gender, location, access to education, family context, income, access to health, etc. For example:
With each question, those with less privilege lose 10 points. Thus, they leave the most privileged close to 100.
At the end of the survey, we review, individually, the score. It is not necessary to share the results of the survey, but we ask how they felt during the exercise and now with the final result.
1: PRIVILEGE IS NOT SOMETHING WE SHOULD BE ASHAMED OF... it is something to be aware of:
It is to understand our privilege (or lack thereof) and how, from our position, we can open spaces for other groups. Awareness is important, it helps us to empathize with other people, see their issues from another perspective and become allies. The simple action of being aware of other people's problems is a huge step towards inclusion.
2: Everyone is fighting a battle you know nothing about? ALWAYS BE GENTLE:
No matter how high or low you are on the ladder of privilege, everyone experiences the same emotional problems generated by insecurity, prejudice, social criticism, and so on. For example, you might complain that people with better quality education cope better with emotional stress. But instead of fighting against each other, it should be against the system.
That established system determines who gets what and when, we are all part of it. Kindness could be that bridge that unites divided social groups to reunify and structure popular beliefs and old practices that used to divide.
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We have previously talked about diversity and inclusion in the workplace, why companies are interested in this topic and some tips for creating more diversity. But it's also important to talk about how companies address gaps between groups.
Minorities may have less access to resources, including quality education. This directly impacts individuals when it comes to getting a job. The less educated I am, the less qualified I am for certain jobs.
Some companies implement professional development programs, which create career plans within the company, including the necessary resources to develop talent. This involves training, courses, etc. and allows individuals to have access to more job opportunities and grow within a company.
Another good practice is to become mentors to people outside the company. This means providing time to train recent graduates with less privileged backgrounds and teaching them about entrepreneurship, particular topics or general guidance, etc.
Some companies even assign new hired talent to some people on the team, for training and growth. If the new talent shows considerable growth in a given time, both receive benefits (bonus, vacation, etc.).
Being a diverse/inclusive company is a challenge. It takes time and extra work. You're up against a system that was not designed to be inclusive. You'll face educational inequality, unconscious bias, imposter syndrome, and other obstacles.
But it will make a big difference, in your company and in the world. The ability to see everyone as equal, regardless of our differences, starts with individuals and then with companies. The ability to positively impact society strengthens our humanity, makes us more capable of loving, respecting, accepting and supporting others regardless of our differences to build a better future.
Now I am more aware and understand how my privileges feel. Even my educational background (which is one that I was able to achieve according to my circumstances), has determined how many times I have been able to get a job, whether or not I have been promoted... whether or not I have the opportunity to break the system, slip through the cracks to the other side and have a better life.
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Let's transform our perception of failure and use it as a catalyst for growth.
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