When the Outside World Comes Into the Office

When the Outside World Comes Into the Office

How Social Dynamics Impact Workplace Progress

Whether we are conscious of it or not, organizational culture and dynamics are reflections of how the society around them operates. So, not only do the ills of the world trickle into the workplace, they become the workplace. If racism, sexism, and classism are rampant in society, what makes us think these limiting ideologies won't also dictate how to work and interact with one another? Workplace interoperations are microcosms of the world at large, so great emphasis is given to changing and improving these cultures. 

Many who criticize the movements around workplace progression frame their gripes as "bringing all the social stuff into the office." On the surface, the frustration is understandable, though misinformed. There is such a focus on improving workplace culture because outside of our households and surrounding communities, it's the only environment we have the potential to impact positively, and that positive impact will trickle outward to become the world around us. That's the goal, at least. 

If we aren't aware of how social structures, ideologies, and dynamics influence our organizations, or if we believe that, through our current progressive efforts, we are somehow above or beyond this influence, we will only undermine our institutional goals and ultimately perpetuate inequality. 

Where do these structures and dynamics come from?

Typically, the conversations around inequality and discrimination revolve around prejudice and bias because it's individual, and it's easier to wrestle with those concepts vs. larger, systemic, and institutional concepts. Addressing individual matters also brings hope for change. If everyone has the capability to be biased, whether conscious or unconscious, this also means that, if handled properly, we have the capacity and power to make positive change. Mentally, institutions and systems feel out of reach, almost impossible, but most people believe individual evolution can happen. 

Where the conversation rarely goes and lacks development when it does, is when those biased individuals create and enforce the social hierarchies on which systems or institutions are based, leading us to Social Dominant Theory. 

What is Social Dominant Theory? 

"Social dominance theory was put forth by two researchers, Jim Sidanius and Felicia Pratto, in 1999 that attempted to explain how and why social structures seemed to be supported by an unspoken hierarchy of groups based on a number of different traits. These multiple hierarchies may be based on gender, race, age, economic status, and other characteristics, either naturally recurring or obtained.

According to social dominance theory, these hierarchies influence how equitable the allocation of resources is and how the distribution of undesirable work and/or roles are assigned."

Social dominant theory may appear overly academic, but we've seen and expressed this exact theory in conversations surrounding capitalism and gender dynamics and when we explore the history of race and gender in this country. If you've ever said "the haves and the have-nots," argued against antiquated gender roles or gender ideals, or have an understanding of US history, then social hierarchies and dominance are already concepts we understand. 

Social hierarchies, like harmful ideologies, become the social norms. These hierarchies of inequality become the models and templates for every aspect of society, e.g., policing, employment, education, housing, healthcare, and social treatment. Outside of laws and policies, social structures, and attitudes, the quiet inequality that's born is a privilege. Just like bias, we all may have or experience privilege. Still, the distinguishing factor is that if you're a part of the dominant group, those biases and privileges can impact someone's future incredibly. 

What is privilege? 

Privilege is unearned rights, access, or advantages granted to specific groups of people solely because of their membership within that particular group. Unfortunately, for privilege to have such great power, it's become a chaotic and often misunderstood topic. There's so much emotion attached because when someone is told they have a particular privilege, it gets interpreted as an accusation or personal indictment, and the human impulse is to respond, defend, and deny. Or people view privilege in a fanciful way, as a literal bag of gold or riches or absolute protection or access, which makes the conversation ridiculous, which is a way to deny its existence, validity, or severity. 

The power that privilege grants is assumption - the acceptance of something without proof. If you have privilege, the assumptions are positive and in your favor, but if you're on the opposite side of privilege, the assumptions are negative. 

How does privilege influence the workplace?

Following social norms, being informed by assumptions, and operating under privilege are all quiet, unconscious activities. Even the most progressive environments can fall victim to perpetuating inequality and undermining their own organizational goals when they aren't mindful, and these concepts go unchecked. 

Take away the magnitude and complexity of social dominant theory, the idea that certain people are more suitable for specific lower-level tasks, titles, or positions and that other people are naturally better, or the natural default, at the higher end is real and something we experience all around us. 

What does it look like? 

(These are all examples that surveys, reports, and other forms of analysis have supported) 

White men looked the natural leader or competent

White women's assumption of innocence

Women's voices and opinions being invalidated or ignored 

Black women's assumption of anger

Black male assumption of aggression or inability

And countless other examples of how stereotypes and prejudices mindlessly guide us. 

How can we correct this?

Correcting inequality seems like an insurmountable mountain to climb because we view it as requiring intense struggle and expertise, but it's simpler than we assume. Effectively facilitating change to create greater inclusion at the individual, interpersonal, team, and department levels is a three-part approach.

The three-part approach:

The Will. Before anything substantial can be done, there has to be a sincere desire to create change. This is where most organizations fail to achieve their DEI or other organizational goals. They're either driven by force - meaning, they feel they have to "not get in trouble" - or they aren't fully committed. And total commitment isn't being perfect or changing the world or knowing and fixing everything DEI addresses; it's just a commitment to creating a fair, equal, and inclusive environment. When we put it that way, that's not that much to ask. 

Mindfulness. Work to be more aware of the issues and dynamics around us. Once we are mindful, we can recognize problems and disparities as they arise and be in a position to take action. If we are aware many women and minorities don't feel heard in the workplace, then we can actively make space for their voices. If we are mindful of our own bias and prejudice (because we are human), then we can internally address it and correct it so we don't unknowingly perpetuate the very behaviors we are working to fix. 

Creating a system. A system is how we ensure fairness and equality regardless of outside factors. It's rules, policies, and a transparent framework that everyone can understand, follow, and be equally held accountable. 

It's common for the onus of correction or improvement to be on those from marginalized groups - that they have to do the brunt of the work to fix it or either that the issues aren't that serious and that they should work harder, or "pull themselves up by their bootstraps." "Bootstraps" was never intended to be a call to work harder or as a cudgel used against oppressed and marginalized people. It was meant to be a ridiculous notion because it's literally impossible for someone to pull themselves up by their own bootstraps. 

The only way to pull yourself up is by holding onto a structure set firmly in place that can bear weight, i.e., a rail or a wall, or you can pull yourself up with the help of someone standing and who can support you by extending a hand. 

So, if we are committed to progress at the institutional levels without our organizations, we must ask ourselves if we are willing to create change, moving mindfully, and we must ask if we are building structures that ensure equality and if we are extending our hands to others to ensure equality.