Dismantling Systems: A Call to Lead and Empower

As an academic, I’ve sat in numerous classes that have taught me about organizations and how to build systems. I’ve also taught courses on leadership, policy, and organizational change. Over time, I’ve realized that one of my gifts as a scholar is synthesizing disparate types of information and translating it for people in practical, digestible ways.

While the term "dismantling" is often used in equity circles, people have various interpretations of what it means. According to Merriam-Webster, to dismantle means to “disconnect the pieces of.” Since most systems in the U.S. were created to uphold principles of white supremacy (such as perfectionism and operating with a sense of urgency), dismantling from an equity perspective often refers to tearing down elements of that system and replacing them with more inclusive ones (e.g., thoughtful discussions about controversies and transparency in actions).

I often tell people that the absolutes of dismantling make it nearly impossible for dismantling to become a reality. Some elements of current systems are robust and beneficial. Some keys to creating inclusive systems are identifying which elements are problematic and what processes need to be implemented to ensure effective and sustainable practices at work.

In our journey to challenge and dismantle oppressive systems, it’s essential to understand the dynamics at play and the steps we can take to disrupt them effectively. Below are some actionable steps and strategies to create meaningful change.

Differentiate Human Rights and Insubordination

As you grapple with what needs to be dismantled in a system, it’s important to recognize the difference between insubordination and human rights. The distinction between human rights and insubordination in the workplace lies in the context and intent behind an employee's actions.

Human rights protect fundamental freedoms, such as the right to express opinions, work in a safe environment, and be free from discrimination. These rights are essential and must be respected, even within the confines of workplace policies.

In contrast, insubordination occurs when an employee deliberately disobeys reasonable and lawful instructions from their employer, often without just cause. Unfortunately, many workplaces haven’t done enough to address human rights violations (e.g., microaggressions) or to put measures in place to prevent such violations from occurring repeatedly.

When human rights aren’t centered, many systems cover their tracks in ways that often feel unethical to employees. Many offer payouts, but this isn't an apology or an attempt to correct the mistake—it’s a silencing tactic. When an organization fails to correct itself, it sends a message that what they did wrong is worth sweeping under the rug. They may offer compensation to keep someone quiet, but this still doesn’t address the root of the workplace problems. It’s business as usual, and the issues in the system that need to be dismantled often aren’t.

But what if someone chooses not to be silent? What if they see injustices in a system and disrupt that space instead of complying with it?

Refuse to Be Silenced

The first step in dismantling systems is to refuse the “carrots” that are offered to silence you. When the system offers you money or incentives to keep quiet, it’s not for your benefit—it’s a tactic to ensure that the injustices you’ve faced don’t come to light. I’ve seen this play out in many situations.

A colleague once faced severe workplace discrimination, and instead of fighting back, she was offered a large sum of money to keep quiet. She took it, but in doing so, she also took on the burden of silence. That’s what the system relies on—your acceptance of their terms.

But imagine if she had refused to be silenced. Or if she had taken the buyout and then spoken out about what happened to her in that space? Although there's no guarantee she could have led a charge to disrupt the system’s wrongdoings, her voice might have sparked a change or might have inspired others to come forward. (Please note this suggestion isn't for everyone, so use wisdom as you pursue this option.)

To disrupt, we must be willing to focus not only on ourselves but on others, saying “No, I won’t take your carrot only for my benefit. I won’t let you silence me.” By doing so, we begin to shift the power dynamics in workplaces and challenge the status quo.

Secure Your Financial Future

Another powerful way to dismantle systems is by ensuring your financial independence. When your livelihood isn’t dependent on the system’s rewards, you are in a stronger position to resist its attempts to control you. In my career, there have been times when the system tried to punish me by taking away raises, titles, or status. But because I had my finances in order, I was able to stand firm and say, “You know what? I don’t need that anyway.” I used my financial privilege to speak up and speak out. This independence gave me the freedom to care more about how my voice could transform policies than to remain silent about unjust policies out of fear of being isolated and pushed out of the system. By the time I reached that point, I didn’t need the system to validate me as much.

I encourage you to work toward financial stability that isn’t tied to the system’s approval. This might mean saving more of your income or starting a business. That means never allowing your job to be your only source of income or to hold your identity hostage. This not only empowers you to resist unjust treatment but also enables you to focus on your higher calling without fear of economic retaliation.

• Subscribe to my listserv to get your free guide with 10 Ways to Be More Transactional at Work

Empower Others to Craft Their Dismantling Narrative

Finally, it’s crucial to educate and empower others to recognize their power and potential. Call it mentoring, coaching, or sponsorship, but make it others-centered. When we see ourselves as capable of building something beyond the confines of the system, we begin to dismantle the very foundation that keeps us trapped.

I often use Audre Lorde’s metaphor of being in the "Master’s house.” Yes, we may work in the house (i.e., organization) now, but when you look out the window of that house, look for the land that belongs to you. When you’re ready to build on your land, believe that you can establish something that represents you and what you believe. You have the power to create something that truly belongs to you.

I hope I offer a blueprint to help others see that they don’t have to stay confined. For some, freedom may be speaking out. For others, it could be a departure from the physical space. You must define freedom for yourself and then build your community with the resources that matter to you. You don’t have to remain in mental, emotional, and physical spaces that don’t serve you—you can be liberated in your lifetime.

Dismantling systems is not just about identifying the problem—it’s about taking concrete steps to disrupt and rebuild. Whether it’s refusing to be silenced, achieving financial independence, or empowering others to see their potential, each of us has a role to play in this work.

So, I ask you today: What steps will you take to disrupt the system that seeks to silence you?

Drop your comments below.

If you’re ready to take action and want to learn more about how to navigate these challenges, I offer consulting packages. Fill out this form to refine how you work and gain practical advice to disrupt and dismantle the systems that no longer serve you. It’s time to move forward, empowered and determined, as you create spaces where we are not only seen but also valued and liberated.