Acknowledging Privilege
Have your career advancements been truly earned, or could hidden privileges be tipping the scales in your favour? How much of your position and income might be attributed to unearned advantages?
By Grishma Jashapara, Managing Partner at Fusion Associates.
Privilege refers to unearned advantages or benefits granted to individuals based on aspects of their identity, such as race, gender, socioeconomic status, or other characteristics.
Privilege can be difficult to recognise because it often functions as a normative baseline for those who possess it. Individuals with privilege may not perceive the benefits they receive as unearned or exceptional, viewing their experiences as the standard. This invisibility can perpetuate ignorance and resistance to recognising privilege, as those who benefit from it may not readily see the disadvantages faced by others.
Privilege awareness involves recognising these advantages and understanding how they shape experiences and interactions in daily life.
Different Types of Privilege
Racial Privilege: Advantages based on race, such as the societal benefits often afforded to white individuals in many Western contexts.
Gender Privilege: Benefits associated with being male in patriarchal societies, including higher pay and more leadership opportunities.
Socioeconomic Privilege: Advantages stemming from wealth or social status, which can affect education, healthcare access, and professional opportunities.
Sexual Orientation Privilege: Benefits heterosexual individuals receive, such as the assumption of normativity and fewer legal and social challenges.
Ability Privilege: Advantages that come from being able-bodied, including ease of access to physical spaces and fewer daily obstacles.
Psychological Impact of Privilege Awareness
Increased Self-Awareness and Humility: Recognising one's privilege often leads to a heightened sense of self-awareness. Individuals may become more conscious of how their identity influences their experiences and opportunities. This awareness can inspire humility, as they acknowledge that their achievements may not be solely due to personal effort but also to unearned advantages.
Potential for Guilt or Defensiveness: Confronting privilege can provoke feelings of guilt, especially if individuals realise they have benefited at the expense of others. Alternatively, some may become defensive, denying or downplaying their privilege to maintain a positive self-image.
Changes in Empathy and Understanding: Awareness of privilege can enhance empathy, as individuals better understand the challenges faced by those without similar advantages. This understanding can lead to more supportive and inclusive behaviours, creating a more equitable environment.
Shifts in Interpersonal Relationships and Communication: Privilege awareness can improve communication and relationships by encouraging more respectful and considerate interactions. Individuals may become more attentive to the perspectives and needs of others, reducing instances of microaggressions and nurturing a more inclusive atmosphere.
Manifestation of Privilege in the Workplace
Hiring Practices and Promotions
Privilege often influences hiring and promotion decisions, consciously or unconsciously. For instance, hiring managers may favour candidates who share similar backgrounds or educational experiences, perpetuating cycles of privilege.
Promotion criteria can also reflect inherent biases, giving undue advantage to those from privileged backgrounds who may have had more opportunities to showcase leadership or high performance.
Access to Opportunities and Resources
Employees from privileged backgrounds may have easier access to valuable networks, mentorship, and sponsorship opportunities. These networks can significantly impact career progression and access to high-profile projects.
Unequal access to professional development resources, such as training programs or educational opportunities, can widen the gap between privileged and non-privileged employees.
Case Study: Blind Recruitment Processes
Some companies have implemented blind recruitment processes to minimise bias. By removing identifying details from applications, such as names and educational institutions, organisations aim to evaluate candidates based solely on their skills and experience.
Redacting names and photos helps hiring managers avoid biases based on age, ethnicity, or gender.
Removing photos prevents favouritism towards attractive candidates, known as the halo effect.
Redacting employment dates and years makes it harder to guess a candidate's age, reducing confirmation bias.
Redacting university names prevents assumptions about a candidate’s socioeconomic background, avoiding stereotype bias.