you know it when you see it
Why can some people clearly see racism, sexism, transphobia, and other forms of inequality, while it's seemingly invisible to others?
Partially because inequality and stratification are dependent on being unacknowledged.
As I teach a diversity and inequality course (in the US context) this semester as a practitioner, I'm grateful for what I'm learning, un-learning, re-learning, and applying. I'm excited to share it with you.
The painful reality is that many people DON'T know it when they see it.
**Trigger Warning** In unpacking these concepts this blog makes plain violent tropes about many of us. If you hold one or more marginalized identities please take care as you choose to read...or not read further. Much love. -Dee
To further make inequality visible, let's unpack three types of inequality (old-fashioned, symbolic, and systemic), share examples of each, and unpack what we can do about it. Examples of these four social systems will be utilized:
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First, the definitions.
Old-fashioned inequality (individual ism, and Jim Crow) is the belief in a group’s biological inferiority or that there should be segregation.
Symbolic inequality (new racism or inequality) is the belief that a group behaves in a way that conflicts with one’s own cultural values.
Structural inequality (systemic, institutional, or ingrained) gives social group(s) a systematic disadvantage over others. It's rooted in social practices, laws, regulations, and government policies.
Let's unpack each type of inequality, share examples, and consider how we can address each type.
In the dominant US context we like to think we've eschewed old fashioned or overt racism, even going so far as to claim that we are post-racial. While this is horrifically inaccurate, often in conversations about race, racism, or inequity (when we aren't legislating making it illegal to talk about these topics) it's common to hear people claiming colorblindness or claiming that they aren't racist. However, old-fashioned racism is all too prevalent.Examples of old fashioned racism include derogatory statements about women, trans people, Black people, Hispanic/Latine people, people with disabilities, or poor people, jokes or other slurs such as the n-word, and dehumanizing beliefs about Palastinians, Muslims, Arabs, or migrants to the southern US border.
We address old fashioned racism by actively changing our internal attitudes and attitudes of others that are overtly perpetuating stratification (hierarchy) by identities such as race, gender, sexuality, and class. Ore (2023) writes that we need to examine not only our own internalized oppression but how we have internalized oppressive attitudes about others.
Structural inequality (racism, sexism, heternormativity, transphobia, classism, etc.) is demonstrated by racist federal policies and practices such as red-lining, Chinese Exclusion Act, genocide Native Americans and boarding school horrors, criminal justice and judicial practices with racialized outcomes such as mandatory sentencing, stop and frisk, and overpolicing of Black and Brown neighborhoods. Symbolic inequality allows for a system of racism without racists; people don't need to be overtly racist for a racist system to continue.
Systemic, institutional or ingrained inequality is addressed changing the system that is inequal and perpetuates inequable outcomes.
Symbolic inequality can be the most tricky to notice. Without seeing it, we can't address it.
Symbolic inequality is the belief that a group behaves in a way that conflicts with one’s own cultural values. It can be seen everywhere in contemporary U.S. society, and is particularly visible among family, friends, and social groups such as faith communities. It's sneaky because this type of inequality can have a sense of logic to it. Logic based in inequality, but sneaky logic nonetheless. I see it everywhere, from political ads to dinner table and water cooler conversations.
Ore (2023) shares that the dynamics of our interpersonal relationships as a source of leverage in seeking to transform inequality. Examples of symbolic inequality include:
I'm not against Black folks, as long as they take care of their property.
Homeless people should just get a job.
Paying more than minimum wage will cause businesses to close.
Women are too emotional to lead a church, organization or country.
Poor people are lazy; they should just work harder.
Kids should't be indoctrinated with a trans agenda by having access to books about being transgender.
Unfortunately the list goes on and on. You can hear it everywhere. In social gatherings everywhere, even to presidential rallies, things like this are stated, with an ability to say "but that's not racist (queer phobic, trans phobic, classist, abelist, etc.) it's just the truth!"
Have you heard other examples of symbolic inequality? Have you shared some yourself? Where did you hear them? With whom? How did people react? How did you react?
Symbolic inequality can be addressed by not tolerating or perpetuating but changing the culture that oppresses. It not easy to change culture, especially when symbolic inequality is displayed by loved ones. But by speaking up and actively promoting alternatives, we see gradual cultural change.
Next week's blog will unpack three steps to work toward equality including developing awareness, understanding, and action (Weber, 2007).
When we are increasingly able to see, or focus on, all forms of inequality, particularly symbolic inequality, we can then grow skills to disrupt it.
I'd love to hear your thoughts in the comment below.
Fellow leaders and learners, I wish you courage, rest, and beloved community for the journey.
Together we catalyze a brave, bold, and liberatory future.
Dee (Deanna) Rolffs (they/them), Owner & Principal Consultant at L3 Catalyst Group, is a coach, strategist, facilitator, and change agent applying the Process Consulting approach with anti-oppression and liberatory frameworks. Specializing in crisis and change leadership, they support brave and badass leaders and teams illuminate underlying issues, infuse learning, envision a just future, and walk a transformational path forward. Dee is committed to equitable systemic outcomes, healthy humans, and thriving teams. Dee serves on the board of their local Pride Center, is messily learning to practice medition, and is always up for truth telling about oppression and living life in liberatory joy.
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