Dr. Joi Lewis is a leader in higher education and an example of a change agent for social justice. She graciously agreed to share some of her passion and energy on leadership, diversity and inclusion. I hope you find her words as powerful as I have found my conversations with her!
I am honored to write about what I believe leaders in higher education should know about diversity, inclusion, and social justice. These issues are foundational to my life’s work and my core values. As a Student Affairs practitioner-scholar and a social justice activist one thing I know for sure is that as human beings we were created to be in community and be connected with each other, the earth and the universe. I also know for sure that systems of oppression hurt all of us, regardless of our privileged or marginalized identities.
Storytelling is a great way to share the complicated nature of these issues and help us to embrace their contradictions. Our stories connect us and remind us of our humanity; they prompt us to build the muscle in our heart that allows us to forgive, heal and experience the hurtful feelings that oppression produces. Here are some of my life lessons in: Life, Love and Leadership.
Lesson 1: I will share an often hidden secret: we all have both privileged and marginalized identities but we are most practiced at organizing around the places where we are marginalized. We are keenly aware of the places where we get targeted. For example as a Black Woman, I am very aware of how my intersected identities of race and gender often set me up to get targeted.
Lesson 2: Even though I possess some identities that have historically been marginalized, I still have much more work to do around interrupting the places that I have privilege and run my oppressor patterns. The term “oppressor patterns” sounds so harsh; it is not an identity that we are eager to take on. The lesson is that we all have oppressor patterns.
Lesson 3: The good news is that even though we all possess oppressor patterns we can use our “special powers” for good and employ our cultural capital to influence institutional decision making that brings greater equity to everyone. That is better than “super powers” and we all have the ability to do it. Decisions we make about budget, who gets promoted, what programs get supported, or what policies are adapted can be used to positively support more people.
Many years ago I attended a diversity workshop at Metro State. The topic was spirituality and the facilitator was Dr. Jamie Washington. There were about thirty folks at the workshop. I was one of only three persons of color in the room. Jamie asked us to raise our hands if we were Christian. I raised my hand. He then said for the rest of the workshop, which was scheduled for three hours, he only wanted those of us who raised our hands to speak from our identities as Christians. I quickly raised my hand again and said “No that will not work for me. I am black.” Jamie, who is also African-American, said to me, “I see that you are black, but for the next three hours I am not interested in that identity.”
I was furious! What did he mean, how could he expect that of me? He was asking me to sit in my privilege for those three hours as a Christian and to think about all the privileges associated with the being a Christian (days off for the holidays that I celebrate, Christmas music playing in the malls as early as November, generally no work day on my regularly scheduled worship day of the week, The Bible in hotel rooms, etc.). This gave me pause for the many things I had not considered. We discussed much deeper issues and folks shared examples of how they and their loved ones had been persecuted for not being Christian and their religious beliefs. I heard about the small things that I just don’t notice, like the way auto-type automatically capitalizes Christian, but does not capitalize Muslim. This experience changed the way I looked at my multiple and intersecting identities. Although I do not think playing a game of oppression Olympics is useful, it is important to note that all of our identities matter. It is important for me to do my work around places where I have privilege, not only personally, but also in my role as a leader. This work allows me to have compassion for others who may have a privileged identity that I do not possess and who are sometimes unaware of how their privilege may be running negatively in my direction.
Further, it is helpful to have this lens as leaders when we are making critical decisions that affect our staff and students. We must be aware of how our privilege may make it difficult for us to see how we may run our oppressor patterns towards others.
What can you do to use yourself as instrument:
- Build authentic relationships across differences.
- Pursue opportunities to place yourself in situations where you are not in the privileged group or the majority.
- Read books and articles that will stretch you.
- Embrace discomfort, this will spread the discomfort and lighten the load for those who may feel marginalized.
- Do take this work seriously, but don’t take yourself so seriously.
- Never stop learning.
- Make it a point to connect with someone who has a different social identity than you (race, class, gender, sexuality, religion, national origin, etc.)
- Take risks.
- Be curious.
- Have Fun!
Finally, know that this work is a process not a destination. You will make mistakes, get disappointed, have hurt feelings, laugh, cry, get angry, laugh, get upset, laugh and smile, mess-up, laugh again. Just keep at it. Repairing our humanity is worth it. Our institutions, our students and our communities are depending on it.
I am enjoying this journey of Joi and Pain; please join me as we move forward.
Dr. Joi Lewis