What began as a school leadership development program ended with the question of how to eliminate systemic racism in a public school system. While this issue was top of mind for quite some time, I’d yet to find an opportunity to address it. Having a long history of experiencing the presence of inequality during my own formative years as a student, no one needed to caution me that this was a volatile conversation to raise. I elected to remain quiet, sighting that, like mastering figure skating in which timing means everything, calling out structured racism may fracture relationships rather than build them.

Instead, the topic was brought into sharper focus from within the pedagogical world of education. This particular occasion inspired me to take notice that the time had finally come for us to give voice to the silent past and raise awareness of the loud approaching future. As I see them, the facts are, that virtually all structured organizations inherited this issue through generations. The institution of education cannot escape. Eventually, the topic would surface, and I looked forward to one day creating the space to open what feels similar to an old war chest left forgotten in a musty attic to be discovered by someone willing to call foul and allow the unpleasant smell to be aired out for all to become aware.

Considering my work coaching executive women, I’m well aware that primary and secondary educators are historically female. Thus, the backbone of education is low salaries and high expectations, where women are often marginalized. I see power struggles and people staying in their plight. I witness the emotions and circumstances that often trigger the ills of racism to rise up like a rainbow after a rainstorm. Only it’s not as pretty a sight as the diversity of color we think of following rain showers. Here is yet another institution where women struggle to find their place and deal with the challenges of an environment where racism and sexism rises to meet their makers. This confrontation leaves people historically excluded from society to defend themselves with less than adequate means.

To gain a deeper understanding of the systemic nature of racism, I’ve found that differentiating racism and oppression is an important distinction. We likely know what overt racism is. We cringe when we read history books that didn’t allow people of color to use the same drinking fountain or come to the public library. We agree that it’s discriminatory to decline someone’s employment because of their skin color. When we misspeak or mistreat someone, we might be ignorant of cultures and discover it necessary to correct our actions when it is pointed out to us. Yes, there are exceptions to these established norms, and I believe in the goodness of human nature. Yet, sometimes we need reminders.

Oppression, by contrast, means to be pressed down. It is a particular person or group being put in an unjust or cruel situation by a person of authority. It is a practice rooted in tradition that we can strive to end. When it is intentional, there are legal means of ending the behavior. When oppression is unintentional, each person can respond in ways that educate without judgment. This is where power comes back to the individual or group, and this is where we start. Simple and powerful tools are at your fingertips. Click the button below and schedule a time to connect with me to determine how we can put those tools in your executive toolkit.

In a workshop recently, a participant bravely spoke up and shared her story. Over the years in her job, she has experienced difficulties adapting to the culture of her workplace. Not wanting to “rock the boat,” she kept quiet. She needed her job and enjoyed the work for the most part. That said, she wasn’t thriving.

As a result, she started to show up ready for a fight. By her own omission, she would show up at work with walls built up, ready to defend herself against any perceived oppression. She was afraid to speak up and tell her truth, and her emotions couldn’t be contained.

Keep in mind that one of the leading causes of illness is stress! Bottling up those feelings takes its toll on your physical body, emotions, and spirit; it can also severely affect your health. It took some soul-searching and courage to speak up finally. 

The advice I would give this participant is to open themselves up to the possibilities of change within themselves. Show up with authenticity and pay attention to what has heart and meaning. Do the work and tell their truth without blame and judgment. Be open to the outcome without the attachment we tend to have out of the desire to avoid change. When confronted with a situation, remind yourself that it is not a competition with others; it is a chance for us to show the world our best self. Once we get out of our own way, there is a silver lining in virtually every situation in which we find ourselves once we stop and observe.

It takes courage to stand up and speak your truth when faced with oppression. A study by the Harvard Business Review states that only 1.4% of employees blow the whistle on wrongdoings. Read more.

There is a chance of repercussions, harassment, loss of your job, and worse.

When facing oppression, build your network and find your allies. Use your network to expand your horizons, as well as find groups to work together to enact change.

As a leader, you have opportunities for change:

• Retool the way your organization handles complaints. Reporting tools need to protect the victim and allow group reporting.
• Make employees feel comfortable by building a culture of safety that focuses on tolerance, tone, and a lack of judgment.
• Let employees know that behaviors will not be tolerated and action will be fair and just.
• Follow up with actions to support your claim.

Above all, stand up to a situation that makes you question your self-worth. Take steps to rectify a destructive situation or explore alternative options. Use your network for support or new opportunities.