Are You Oppressing or Dismantling?

This month, my travels have prompted a deep reflection on leadership and systems. I've engaged in numerous conversations about systemic oppression and have explored the dynamics of what it means to work in organizations that pride themselves on being champions of diversity, equity, and inclusion.

In California, I engaged with women of color leaders who shared their stories as university presidents. Some stories were empowering and others were disturbing, confirming why there are so few women of color leaders in higher education. L. Hazel Jack's fall 2023 paper on Black women presidents at four-year institutions added a quantitative perspective to such stories by revealing that there were only 22 Black women presidents at the time, predominantly at Historically Black Colleges and Universities (HBCUs). Dr. Claudine Gay stood out as the sole Ivy League president, following Dr. Ruth Simmons, the former president of Brown University. (Unfortunately, as of January 2024, Dr. Gay no longer held her position.)

Why is the cost of higher education leadership so high, especially for marginalized people? What can be done to eliminate those costs?

Transitioning from that meeting to my comprehensive training as a member of Drexel University’s year-long Executive Leadership in Academic Technology, Engineering and Science (ELATES) program, I encountered a pivotal moment. I grappled with the tensions between perpetuating or dismantling systems of oppression. As my understanding of navigating current systems deepened—through topics such as negotiation and university budgeting—I challenged myself to envision a landscape where negotiating for equitable pay isn't a game but a given right.

Why can’t leaders do right without marginalized people having to play games to earn what they deserve? If an organization prides itself on being excellent, shouldn’t pay equity be the standard, not the exception to the rule?

By the time I attended my third work meeting this month, a large gathering of predominately Black scholars, I was thinking more about disruption and what that meant, especially for people with Ph.D.s, privilege, legitimate power, and positionality (at least the appearance of it). A colleague confirmed my place as a disrupter in our community and as someone with whom people are cautious to engage since I push senior administrators and the status quo. I was initially offended by the label of disrupter until I realized how hungry people are for something that pushes against the complacency of higher education.

Dismantling Oppressive Systems: A Practical Guide

As a scholar-practitioner, one of my goals is to provide actionable advice grounded in research. Here are practical ways to challenge oppressive systems, drawn from the first chapter of my best-selling novel, Never Defeated: Nine Unexpected Lessons from the Workplace Frontlines.

Recognize Workplace Thorns

"Workplace thorns" are individuals who hold and perpetuate oppressive beliefs. If you're in a leadership position and committed to dismantling structures of oppression, it's important to recognize that it's not the responsibility of marginalized individuals to correct these thorns. Change must come from those in power.

Self-Reflect at Work

Reflect on your behavior in the workplace:

• Are you silent about issues you know are wrong?
• Do you disparage those who oppose the status quo?
• Do you prioritize superficial niceness over genuine kindness?

Answering 'yes' to these may indicate that you are reinforcing an oppressive system.

Implement Strategies for Change

To actively dismantle such systems, consider implementing the following strategies:

• Develop policies that challenge conventional work practices.
• Address gaps in current practices that neglect the needs of marginalized groups.
• Vocalize and document unfair practices to expose "hidden" workplace realities.
• Recognize the need for flexibility within systems not originally designed for marginalized individuals to achieve true equity.

Foster Dialogue and Action

The aforementioned strategies are starting points for crucial discussions. As societal and workplace cultural conflicts grow, these conversations become even more essential.

If this discussion has sparked your interest and you're looking for further introspection on your journey, Never Defeated provides additional framing questions to navigate your professional life. I welcome your thoughts and feedback on the book and invite you to subscribe to my Dr. Monica mailing list for updates.

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