Create a circle not a ladder

One of the things we talk about a lot in our work with organizations is building a circle not a ladder.

What do we mean by this?

Well, a ladder is a hierarchy. There are people on top and people below. Often, those higher up on the ladder think that DEI work means extending a hand down to those below to help them up the ladder.

Um, no thank you.

While this may be a well-intentioned, it is actually patronizing and hurtful, and very much falls in the “saviorism” or “white saviorism” category of things. It’s often done to assuage guilt, or to look good, or both - it still centers the needs of those in power and assumes that those who less aligned with power have the same needs. It’s the golden rule of treating others as you yourself would like to be treated which assumes everyone has the same needs and wants to be treated the same way - it assumes homogeneity rather than diversity. And when homogeneity is assumed, what is often really happening is that it is being enforced.

Instead, the platinum rule of treating others as they would like to be treated allows for different people to have different, self-identified needs.

It also means creating a circle not a ladder.

This means creating space for others BY creating space for yourself. It does NOT mean creating space for yourself by negating others, nor does it mean creating space for others by negating yourself.

DEI work in organizations isn’t just to improve things for BIPOC staff - at least that is not how we approach it. Again, there is so much saviorism and presumption in this approach.

Yes we do center on the needs of those who are most impacted by systems of oppression and by inequitable workplace culture, which invariably means BIPOC. But we do that because we believe it’s the best and most effective way to make things better for everyone. It’s the best way to give everyone what they need to do their best and most impactful and energizing work in service of the organization’s mission.

But also, and this is important - generally it’s not actually BIPOC or other marginalized staff who need help! They need support, yes, and relief. But it’s generally white and other staff that align with power and privilege who have no idea what to do to be less harmful and more equitable and inclusive. They’re the ones who need help, but it is NOT the job of BIPOC staff to provide that help.

This is, however, one of the roles we play as DEI consultants, facilitators and coaches. And there are so many other opportunities to learn as well - workshops, books, podcasts, blog posts.

Here is our starter list of recommended resources and you can also look around our blog, or sign up for our free email series, 30 Days of Courage. These resources are not just for white folks, we all have socialization to undo and our own DEI journeys to go on.

Let’s build that circle rather than a ladder together.

Banner photo by Javier Esteban on Unsplash

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