Can We Protect Everyone's Humanity at Work?
At first glance, the statement "protect everyone's humanity" might seem noble and inclusive. Still, when we consider the very real power and privilege dynamics at play (especially at work), it can pacify white fragility and uphold white supremacy.
Let’s talk about it …
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Here's why:
The Flaw in "Protecting Everyone's Humanity"
False Equivalence: The idea of protecting everyone's humanity implies that all groups face the same level of threat or dehumanization, which is not true. In reality, historically marginalized communities, especially Black, Indigenous, and People of Color (BIPOC), face systemic oppression, violence, and discrimination that white people do not. By suggesting that everyone's humanity needs the same level of protection, we ignore the disproportionate impact on historically marginalized communities and create a false equivalence.
Pacifying White Fragility: White fragility refers to the discomfort and defensiveness that white people often exhibit when confronted with racial issues. The phrase "protecting everyone's humanity" can be a way to avoid uncomfortable conversations about race and privilege. It shifts the focus from addressing historically marginalized communities' specific injustices to a more general and less confrontational call for universal humanity. This can soothe the discomfort of white individuals, allowing them to avoid engaging deeply with their own complicity in systemic racism.
Upholding White Supremacy: White supremacy thrives on the denial and minimization of racial injustice. By focusing on "protecting everyone's humanity," we may inadvertently uphold the status quo. This language can dilute the urgency of addressing the specific needs and rights of historically marginalized groups, perpetuating a system where white individuals remain at the top of the social hierarchy. It detracts from the necessary work of dismantling structures that privilege whiteness.
Erasing Specific Struggles: Historically marginalized groups face unique and systemic challenges that require targeted solutions. By adopting a universalist approach, we risk erasing these communities' specific struggles and needs. The statement fails to acknowledge the historical and ongoing injustices that have systematically dehumanized certain groups while privileging others.
Acknowledging the Caveat
Recognizing the distinction between "protecting everyone's humanity" and being inhumane is essential. Engaging in cancel culture, not allowing space for mistakes and growth, and quickly assuming the worst in people is not the outcome we want in our workplaces.
We are advocating for a more nuanced approach so we can have more equitable, diverse and inclusive outcomes. This means acknowledging the complexities of human interactions and the importance of empathy while also understanding that prioritizing the protection of one group's humanity, regardless of our best intentions, might inadvertently dehumanize another.
We are not suggesting that leaders tolerate harmful behaviour but rather that we should foster environments where constructive dialogue and genuine accountability can occur. True progress involves balancing the protection of historically marginalized groups with the need for individuals to learn, grow, and make amends. We need to recognize that people are yes, human, and work towards building more trust, compassion and grace in our workplaces by recognizing this balance.
Why We Need to Do Better
To effectively combat racism and dismantle white supremacy, we must be willing to acknowledge and address the specific power dynamics and privileges at play. This means:
Centering Marginalized Voices: Prioritizing the experiences and needs of those most affected by systemic oppression, rather than generalizing the conversation to include everyone equally.
Recognizing Privilege and Power: Understanding that certain groups hold systemic power and privilege and that addressing racial injustice requires confronting these imbalances directly.
Fostering Discomfort for Growth: Encouraging white individuals to engage with their discomfort and defensiveness as part of the learning process, rather than avoiding it through pacifying language.
What This Looks Like at Work
This means implementing policies and practices that explicitly address and dismantle systemic inequities in the workplace. For example, companies should provide targeted support and development opportunities for employees from historically marginalized groups, ensuring they have access to the same career advancement and leadership opportunities as their white counterparts.
This includes mentorship programs, bias training, and transparent promotion processes. Additionally, fostering an environment where open, honest conversations about race and privilege are encouraged can help address and mitigate white fragility. It's about creating spaces where mistakes are seen as part of being a human and an opportunity for growth rather than immediate grounds for punishment, while still holding individuals accountable for harmful behaviour.
By prioritizing anti-oppressive practices and sustaining realistic expectations, organizations can move beyond platitudes and work towards genuinely protecting the humanity of all employees, especially those who have been historically marginalized