Diversity

Where Is ‘Responsibility’ in the Training for Diversity, Inclusion, and Equity?

illustration by Fynnley Loewen (Author’s son)

The burden of respon­sibility to promote social justice (antiracism, equity, etc.) should fall more heavily on those who benefit most from their complicity — than those who benefit less, the marginalized.

This is a sentiment Bob Pease shares in his 2019 book “Facing Patriarchy: From a Violent Gender Order to a Culture of Peace.” (not affiliate).

It’s a sentiment shared by many. It is also not popular with many.

Pease’s book, based on decades of work and experience in the social work sector, is focused on preventing violence against women. Yet, perspectives, research, and recommendations are transferable for various social challenges including sexism, racism, ableism, and various other -isms.

I’m curious if anyone has come across, participated in, or designed education, with a view to social justice, that discusses the “responsibilities” of those with privilege.

Pease (a Social Work scholar) writes:

“Many attempts at engaging mem­bers of privileged groups in struggles for social justice endeavour to avoid threatening them so as to minimise their resistance.”

This is where the euphemisms of diversity, inclusion, and equity (DIE) have taken a stronghold. These become comfortable topics. The acceptable topics.

Why?

Probably because those in privileged identities or groups stand to lose the most in terms of status and resources when it comes to organizational reform and pursuing actual social justice (a contested term).

A basic challenge when discussing privileges and responsibilities is that these often become ‘personalized’. Thus, as the image (drawn by our youngest son), the process of discussing and breaking down ‘responsibility’ and privilege are viewed as explosive 💥 topics to avoid.

The word responsibility has roots related to “sponsor”, which comes from the Latin word spondere meaning “to pledge”.

That combined with ‘re-’ (meaning: “back”), suggests response and responsibility mean to “promise in return, answer to”. Thus, to have a “responsibility”, from its original 17th-century meaning: “that for which one is accountable or answerable; a trust, or a duty.”

The root of duty is related to debt — something owed. Privilege is a private benefit.

There are ways, and many needs, for engaging privileges and responsibilities that focus less on the acts of individuals and more on collective contributions that members of privileged groups make to systemic and structural patterns of privilege (e.g. sexism, racism, etc.).

This type of work also raises many emotions and is most likely why it’s avoided by most organizations. It’s viewed as dynamite 🧨 in the hallowed halls and Board Rooms.

I wonder at times if this is maybe similar to many LinkedIn and other social media posts?

For example, keep the focus on the positives. Keep emotions and personalizing to a minimum. Unwritten norms.

A critical component of responsibility is developing ‘response-ability’. Coming to terms with unearned privileges is a lifelong task — as is using that privilege to break down inequities.

Have you participated in training that covers responsibility in the work towards increasing diversity, inclusion, or equity?

David Loewen is a writer and researcher that has an eclectic career trajectory. Along the Pacific coast, he has worked in the forest industry, fisheries, healthcare, and higher education, and is, or has been, a faculty member in several disciplines: human resource management, technical writing, communication, personal development, and tourism.

Find him on Twitter, LinkedIn, and Instagram. He also publishes a free weekly newsletter: Box Cutter.