Podcast
Questions and Answers
What is a primary reason dominant groups often fail to recognize privilege as a problem?
What is a primary reason dominant groups often fail to recognize privilege as a problem?
- They lack the intellectual capacity to understand the complexities of social inequality.
- They actively seek to understand the perspectives of marginalized groups, but struggle with empathy.
- They are not directly affected by its negative consequences and are insulated from needing to address it. (correct)
- They believe that privilege is a myth perpetuated by those seeking undue advantage.
The 'tin cup' approach to addressing privilege and oppression is described as appealing to which of the following?
The 'tin cup' approach to addressing privilege and oppression is described as appealing to which of the following?
- Fear of social ostracism and public shaming.
- A sense of decency, fairness, and goodwill. (correct)
- Legal requirements and potential lawsuits.
- Economic incentives and potential profitability.
What is a key limitation of relying on the 'business case' to address issues of privilege and oppression?
What is a key limitation of relying on the 'business case' to address issues of privilege and oppression?
- It is difficult to quantify the financial benefits of diversity and inclusion initiatives.
- It requires extensive data collection and analysis, which can be time-consuming and costly.
- It often leads to superficial, short-lived programs that do not produce lasting change. (correct)
- It alienates employees who are not motivated by financial incentives.
What underlying belief do dominant groups hold when they consider the trouble of privilege a 'personal problem'?
What underlying belief do dominant groups hold when they consider the trouble of privilege a 'personal problem'?
What is the first step towards meaningful action, that most are unwilling to face?
What is the first step towards meaningful action, that most are unwilling to face?
Why might focusing solely on the potential benefits of privilege reduction be insufficient for creating lasting change?
Why might focusing solely on the potential benefits of privilege reduction be insufficient for creating lasting change?
What makes short-run competitive thinking an obstacle to solving long-term injustice?
What makes short-run competitive thinking an obstacle to solving long-term injustice?
What contributes to the frustration of human resource managers working to end privilege and oppression?
What contributes to the frustration of human resource managers working to end privilege and oppression?
The author suggests dominant groups avoid the problem of privilege due to anger, fear, resentment, entitlement, detachment, inattention, and ignorance. What ties these reasons together?
The author suggests dominant groups avoid the problem of privilege due to anger, fear, resentment, entitlement, detachment, inattention, and ignorance. What ties these reasons together?
What is the missing component to create true obligation toward struggling with privilege?
What is the missing component to create true obligation toward struggling with privilege?
Flashcards
Why don't dominant groups see privilege?
Why don't dominant groups see privilege?
Dominant groups often don't realize privilege exists because they are not exposed to its effects or fear being labeled troublemakers.
What is the 'tin cup' approach?
What is the 'tin cup' approach?
The 'tin cup' approach involves appealing to decency to help those less fortunate, but it often fails due to its dependence on sporadic generosity.
What is the 'business case' approach?
What is the 'business case' approach?
Addresses privilege and oppression by improving organizational effectiveness, attracting talent, boosting morale, and mitigating legal risks.
What is needed to solve issues of privilege?
What is needed to solve issues of privilege?
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Why acknowledge trouble?
Why acknowledge trouble?
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What is thinking of others problems as personal problems?
What is thinking of others problems as personal problems?
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Study Notes
- The author attended a three-day meeting of human resource managers from diverse backgrounds, all committed to ending privilege and oppression.
- Despite their commitment, the managers expressed frustration at the slow progress and the difficulty of engaging those with the power to shape organizational culture, and that those with power are often white, heterosexual, non-disabled males.
- Men need to acknowledge sexism as their problem, white people must acknowledge race as their issue and non-disabled people must acknowledge ableism as their problem.
- Dominant groups often fail to recognize privilege as a problem for various reasons
Reasons why dominant groups don't see privilege as a problem
- Lack of awareness: They are oblivious because they don't seek information about it or fear being labeled as troublemakers.
- No need to: Privilege insulates them from negative outcomes, facing no compulsion to act beyond potential lawsuits or disruptions.
- Personal Attribution: They believe success is due to individual merit, attributing disparities to personal shortcomings.
- Protecting Privilege: They are aware that they benefit from the current system and resist change.
- Conscious Prejudice: They harbor hostility towards marginalized groups, viewing it as a reasonable response, reinforcing their sense of superiority.
- Fear: They worry about criticism, incompetence, guilt, or being seen as disloyal for addressing equity issues.
- Members of dominant groups always pay attention to privilege and oppression in spite of all the reasons not to.
- Progress is reliant on two strategies that are effective only to a limited degree and not for very long.
The "tin cup" approach
- It appeals to decency and fairness, which helps people, but it depends on generosity, which comes and goes.
- It rests on a sense of "us" and "them", creating a separation.
- The act of being able to help affirms the social distance between the two groups.
- It relies on principle rather than connection, resulting in disconnection, and the good feeling is unlikely to sustain actions.
The "business case" approach
- Roosevelt Thomas suggests acting because it makes organizations more effective.
- It helps businesses compete for customers and raises morale but it often manifests as a short lived "flavor-of-the-month" program, being only as good as the results it produces.
What is needed
- A binding sense of ownership and a reason to feel committed to change.
- The stake in issues of privilege has to run deeper.
- A third choice is needed to remove barriers and end the source of suffering.
- This begins with facing the impact of privilege, power and difference.
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