On navigating difficult equity conversations

After last week’s email—which discussed a disagreement I once had with a funder about the definition of “healthy food”—I received a question from a reader about how to navigate difficult equity conversations with collaborators who hold power.

My answer: It depends.

Here are some questions to ask yourself—and answer with honesty—when these situations arise and you need to consider your ability to engage in difficult conversations:

• What power and privilege do I have within my organization?
• What’s at stake if I use my voice to advocate for more equitable approaches? What is at risk if I don’t?
• What are my intersecting identities (e.g., race, class, gender, sexuality, disability status, education level) and how might these impact my experience and efficacy if I speak up or strategically push forward equity considerations?
• What do I have control and/or influence over? (These are different—and both can be powerful.)

Then consider the following:

• If I do have power and/or privilege, how can I strategically use that to speak up?
• What does it mean for me to take on more “risk” for speaking up than someone else on my team—perhaps someone with less power and privilege—might be able to?
• If I don’t feel like I’m in a position to push, who can I work with strategically? Is there a partner or advocate willing to take some of that on? (Reminder: Leadership isn’t always the person standing on stage. Leaders show up in all sorts of ways, in various strategic positions.)

This reflection process is important, and I know it may open up some questions for folks. Want me to cover a question on your mind? Let me know!

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