Approaches to Power Inequity Within Organizations Share Quick Tips by AORTA Download handout on AORTA’s website. Social Justice Approach Acknowledges systems of oppression and structural and institutional barriers based on racial, ethnic, gender, class, sexuality, ability, age, immigration status, and other differences Understands race, gender, and other aspects of identity to be socially constructed, tied to complex histories, and playing significant roles in how resources and power are distributed Acknowledges the existence of privilege (advantages, access, favors, and benefits to members of dominant groups at the expense of members of marginalized groups) and the opportunity to challenge oppression from a place of privilege—as an ally Committed to an ongoing process of self-education and coalition-building in order to create open and supportive environments and take collective, collaborative action for systemic change. Cultural Competency Approach Focuses attention on valuing unique worldviews of different communities Advocates that people and groups develop their capacity or ability to work effectively across difference by growing culture-specific awareness, knowledge, and skills May rely on generalizations around cultural identity as a means to understand groups and offer a sense of access Multiculturalist Approach Encourages tolerance and conflict-free diversity, often highlights achievements as a way to downplay systemic or structural barriers and inequalities Highlights cultural life, cultural expression, cuisine, dress Downplays race in favor of talking about and celebrating culture Neutrality Approach Dismisses significance of race, ethnicity, gender, sexual orientation, class, immigration status, ability, age Thinks that not seeing race, ethnicity, or “color” is equivalent to not being racist Asserts that everyone is “on the same playing field,” and has equal access to opportunity and advancement based on merit Exclusionary Approach Either proactively or inadvertently reinforces exclusion, disempowerment, marginalization, or discrimination of people of color, LGBTQ* people, women, or other marginalized groups of people Requires those groups to assimilate to norms defined by dominant groups, if they are to participate at all Tries to maintain the status quo for the dominant group By no means a comprehensive list, and the categories above are not static or mutually exclusive. Sources [Adapted by AORTA from a handout from Leadership Development in Intergroup Relations/ Asian Americans Advancing Justice] Blum, L.A., 1992, “Antiracism, Multiculturalism, and Interracial Community: Three Educational Values for a Multicultural Society” Office of Graduate Studies and Research, University of Massachusetts, Boston. “Conceptual Frameworks/Models, Guiding Values and Principles” National Center for Cultural Competence. Eng, David L., “The End(s) of Race” Publications of the Modern Language Association of America 123 (2008): 1479-93. Naber, Nadine C., “So Our History Doesn’t Become Your Future: The Local and Global Politics of Coalition Building Post September 11th” Journal of Asian American Studies 5, no. 3 (2002): 217-242. Song, Sarah. “Multiculturalism”, The Stanford Encyclopedia of Philosophy (Winter 2010 Edition), Edward N Zalta (ed.). Stacks, Jonathan. Andrés Meléndez Salgado, and Sara Holmes. “Cultural Competence and Social Justice: A Partnership for Change” Transitions: Serving Youth of Color. Volume 15, No. 3, January 2004.