Recognizing systemic factors in experiences
In addition to storytellers potentially being ostracized due to their storyline not adhering to the cultural narrative standard, there are other risks leaders need to be aware of. Research has shown that, due to what has been called the ultimate attribution error, behaviours or experiences seen as undesirable are more often attributed to the person’s general disposition or personality when this person is a member of an outgroup (e.g., is of a different ethnicity, gender identity, sexual orientation etc) rather than ingroup (is interpreted as belonging to your group). Minoritized folks who are asked to share their stories are at risk for being blamed for negative experiences, especially in spaces where privilege is prevalent.
In a culture that can be obsessed with individualism, less focus is often placed on the power of systemic factors which can often mark the storylines of those facing marginalization. Central narrative themes characterized by the persistent backdrop that is structural barriers stamped across defining chapters of marginalized folks’ lives can initiate self-appointed editing from audience members who may want to discard or at best, demote such central themes to footnote status. Footnotes, perceived too small to be worthy of notice by those who have enjoyed privilege in life areas the story-teller has not.
Power paints one’s perspective, studies have shown. Psychological research has found that those in power positions (e.g., those with organizational power due to their position but also those with societal power due to their identities) tend to possess less social attentiveness and less perspective-taking ability, which may impact how they receive the experiences of storytellers who hold less power. These factors can contribute to shaping an environment for the storyteller that reinforces past experiences of being undermined, ignored, or ostracized, especially when the majority of audience members are relatively more privileged.
While all of us enjoy both privileges and experience disadvantages, some combination of identities hold significantly more societal privileges. Learning about how our intersectional identities shape our perspectives is crucial in building true allyship for those who do not share the same privilege. Keep the following in mind when developing perspective as an organization:
- Leaders must exercise continuous self-reflection in order to maximize their perspective-taking ability and to understand where they experience limits currently. This continuous development framework when shared openly can set the tone and act as role modeling to others. Humility and openness are major components of this continuous self-reflection practice. For example, while I have my own lived experiences with marginalization, they do not include themes often shared by community members who use wheelchairs, and, thus, I am not as knowledgeable about the structural barriers associated with experiences associated with navigating my neighbourhood with a wheelchair. I may not recognize obstacles, however, this does not mean that they do not exist. While I am continuously learning more about such barriers from folks with lived experience, I know my place as a continuous learner and growing ally in this area. Another example is that I never realized the obstacles that folks who refrain from certain food life styles due to dietary needs or ideology experience in society until I became a vegan. This transition really helped me to realize how much privilege can restrict perspective. Privilege makes it harder for you to recognize potential barriers. The trick is to be open to learn rather than to dismiss.
- Build an organizational culture that notes the collective behind the individual. In other words, balance a focus that may be over-leaning towards individualism with highlighting systemic factors when you can. Someone got a promotion? Praise the individual but also note the team members who helped them along their journey of growth. Did someone mess up? Hold the individual accountable without scapegoating, but rather utilize this as an example to learn collectively-learn how to recognize the interrelated web of factors that may lead to such mishaps. These types of practices help organizational members practice to appreciate context and to look beyond the individual, a practice much needed when receiving stories of minoritized folks.
- Consult the pdf guide shared in the storytelling intro post for additional questions/points to consider.
Now that we have a few key necessities set in place, what happens when we are in situations where we are met with resistance? We all have set-backs. Are we going to live up to our promise to not only build but also maintain psychological safety during the process? Click here for Part 4.