Privilege has unfortunately become inflammatory in workplace discussions on diversity
Privilege is a useful concept. It forces us to examine ourselves and our actions. If humility leads to better leadership, as Jim Collins’ research inBut privilege has unfortunately become inflammatory in workplace discussions on diversity. That’s why I was intrigued by an attempt to shift the discussion to earned and unearned advantage by consultants Chris Altizer and Gloria Johnson-Cusack.
“In our experience, however, ‘advantage’ initiates a more productive response. Advantage seems well understood without as many emotional or social additives as privilege,” they write in. Breaking advantage down into earned and unearned allows people to argue “I worked for what I have” and “no one gave me anything.” More importantly, they might reflect on the unearned advantage that also runs through their career, and be open to seeing the earned and unearned advantages colleagues have.
Ms. Helgesen urges us to consider alternative, positive scripts when triggered. She cites the all-too-common meeting situation where a woman raises an idea that goes unrecognized until a man, Mark, makes the same point later and is treated as if a genius. The woman might rightfully feel furious at being slighted, her idea stolen by a colleague. But the woman could decide the man intervened because he agreed with her idea and wanted to support her.
Unfair actions are a common workplace trigger. We expect a level playing field, a notion drawn from sports that Ms. Helgesen argues doesn’t translate into how organizations operate. Organizations are always in flux and ground rules can vary situationally. Unlike sports, rules don’t necessarily triumph over positions. Again, she urges restraint: “The fairness trigger can undermine our capacity to make the best of our talents, collaborate broadly, focus on the big picture and enjoy our work.
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