As we work
to develop and sustain more inclusive and equitable environments and
relationships for all, it is important to understand that we need to move away
from a power over approach to a shared power approach in our work
together. In many cases, power over has
resulted in groups with the most power setting the cultural norms,
institutional policies and procedures, organizational and community agendas and
who has access to resources and positive life outcomes. Additionally, the power over approach can
support and maintain dominant cultural values such as defensiveness, only one
right way, quantity over quality and fear of complexity and a drive toward
efficiencies, among others. Additionally,
another tendency that I have experienced when talking about shared power
related to race with White people is the belief that the only outcome for White
people who would move to a shared power model would be that White people would
give up their power to People of Color and then People of Color would use that
newly acquired power to oppress White people.
The lack of examples
of how a shared power approach could assist all can contribute to some of these
fears or perceived negative outcomes. So
what would a shared power approach in our relationships across different social
identities look like? Below are a few
examples of shared power approaches:
- Including people or communities of color in defining and prioritizing their own issues, challenges and opportunities
- Supporting and assisting people and/or communities of color navigate systems of power and authority (as a guide or ally)
- Tracking and naming power when it is in play and sharing how it is working to influence processes and outcomes
- Creating collaborative processes to resolve conflict
- Taking the time to build trust, share stories and build relationships whenever possible
- Slowing down processes or providing time for reflection to ensure that those with less power understand and are comfortable with moving forward and those with power don’t move too quickly to action
- Visibly demonstrating the characteristics of shared power in the makeup of the leadership of your program or initiative
- Using accessible language(s) and/or taking the time to develop a common language to inform your work/relationship
- Identifying an individual or group of people of color that become your “accountability” partner(s) to check-in with or help guide/inform your work
- Share concrete resources (i.e., financial, information, contacts/networks, etc.) that assist with access to opportunities
- Identifying and supporting systems of reward, recognition and possible payment for people for their wisdom and community connections
- Creating and supporting processes that take into consideration the complexity of the lives and issues of people and communities of color and the diverse outcomes that may be needed to address these complexities
How many of these characteristics
of shared power are currently a part of your individual or organizational
approaches to working toward greater inclusion and equity?
What other
characteristics of shared power would you add to this list?
What are some of the
barriers and opportunities in your work to include these or other shared power
characteristics?
In what ways would you
or have you seen your work changing if you implement some of these
characteristics of shared power?
Dionardo Pizaña
Diversity and
Personnel Specialist
Michigan State
University Extension
