Hidden Agenda
(Copyrighted 2021 for educational purposes and please use/share)
By Noreal Armstrong, PhD, LCMHCS, NCC, LCDC
&
F. Catie Beaulieu, MBA, LCMHC
The Hidden Agenda was created to assist people in recognizing colonialism present in policies, structures, processes, and systems that continue to oppress people with less power and in marginalized, social groups. Those of us in leadership roles, who create policies, who write the rules, and the enforcers of ‘what is best’ for the company, are in a position of privilege to not have to be aware of how our power (whether we are aware that we have it or not) is hidden in our language, hidden in our work-culture and community, hidden in our colonialism of self and organization, and perpetuates a culture of privilege and oppression. The Hidden Agenda can be used as a medium that engages policy makers, agencies, leaders, non-profits, and other organizations to explore the glitches in the system and work with those whom the system was not created for to support access to a more equitable system.
Hidden Agenda
1. Do not question us--policies and processes stay broken because no one is trying to investigate a better way of doing it. For whom and for what reason was the policy written? For whom and for what reason was this process developed?
What it can look and sound like: “this is our policy” or “this is the way it has always been done”.
What it can mean: it is what it is and do not question how we do things.
2. The policy or process only applies to those who created it: (Double Standard)-Using a particular tone, language, or action because there is an inherent belief and understanding that the same rules only apply or don’t apply to BIPOC and marginalized culture.
What it can look and sound like: the work-policy states you need a doctor’s note when you’re sick. Dominant culture or those with social power do not have to provide a doctor’s note when they’re sick and that’s ok. A person of color or someone with lesser power doesn’t provide a note and they are breaking company policy.
What it can mean: there is enforcement of policy or process for dominant culture when it benefits dominant culture and does not enforce policy or process when it benefits dominant culture. It can also mean enforcement of policy or process for marginalized groups to benefit dominant culture or oppress marginalized groups and do not enforce a policy or process for marginalized culture to oppress marginalized culture or to benefit dominant culture.
Ask yourself if you would type that phrase if you were talking to a white person?
3. Assuming expertise
What it can look and sound like: a decision is made about Diversity, Equity, and Inclusion, yet no one in the room represents marginalized groups.
What it can mean: the assumption that we/policy makers/you/organizations know best or are the expert on marginalized culture.
4. Do not trust the word of others without proof, but blindly follow the word of the policy maker(s) or the process
What it can look and sound like: “Well, let’s get Tom on the phone to verify” Or “What do you have to support your claim or idea for moving forward with (any process)?”
What it can mean: the belief that in order to be listened to or trusted one must be of the majority or of those who created the policy (Cultural Encapsulation, Hays and Erford, 2018).
5. Distraction/diversion/delay
What it can look and sound like: when marginalized culture questions the process of who is getting raises and who is not. Then dominant culture says, well, we really can’t look at raises until quarter 2 anyway so let’s touch base then.
What it can mean: dominant culture focuses on anything, but power, privilege, and oppression. When power, privilege, and oppression are brought to light, distractions and delays are brought in.
6. Creating a confluential environment
What it can look and sound like: “this is a safe space” or when a leader says, “any comments, questions, or concerns?” (not pausing to hear if there are any and continuing to speak)
What it can mean: setting up an environment that agrees with everything leadership puts forward creates an oppressive field where others do not feel safe to express dissent or disagreement of any kind. Therefore, when no one is giving feedback, when someone does, they are scapegoated and/or we/the person/organization doesn’t grow.
7. Protectiveness/defensiveness
What it can look and sound like: ‘you misunderstood me. I meant...’
What it can mean: resolution can’t be met and/or communication comes to a standstill, because we aren’t listening to hear and resolve the issue, rather we listen to defend and then use the policy, process, or structure that caused harm.
8. Projection and accusations--taking experiences and triggers and placing them onto someone else.
What it can look and sound like: ‘since you expressed feeling unsafe in the training, we are respectfully removing you from receiving the video of the training.’
What it can mean: When there is difference or disagreement expressed and absolutely no mention of cancelling or abuse and someone says you are participating in ‘cancel culture’ and says it is bold of you to call them ‘an abuser.’
9. “Let’s have a conversation”
What it can look and sound like: ‘I'm reaching out to see if we might set up a meeting to discuss your concern.’
What it can mean: educate us for free.
10. Lack of transparency
What it can look and sound like: ‘I know you think you applied for a therapist position, but we want to hire you for a communications team member. We really just need someone to introduce us at conferences and because you’re not hired for a therapist, there’s a $20,000 pay cut.
What it can mean: we need a model minority to check the diversity box.
11. Ethnocentricism
What it can look and sound like: a group of white, cis-het, men around a table creating policies and procedures.
What it can mean: Eurocentric foundation is the white way of which all things are compared “Normed”.
12. Turning a critical comment or feedback into a personal attack by the person with lesser or perceived lesser power
What it can look and sound like: replying ”but he/she/they are a good person!”
What it can mean: when an assessment of work is critiqued, this can distract from the issue and make the conversation personal.
13. Deflecting the message because there is charge
What it can look and sound like: someone requests all-gender bathroom signs and yells because they asked 3-times already and haven’t been acknowledged.
What it can mean: dominant culture doesn’t take the message as important because the person is triggered and needs to deal with their anger thereby their request is dismissed or ignored.
-Not to be confused with white fragility when white people are using tears as a means to deflect the conversation because they are not comfortable and/or because they have not confronted their racism.
14. No explanation or communication is owed to those other than the policy makers
What it can look and sound like: those in power cashing a monthly check by a marginalized person that was for the incorrect amount, a mistake made by those in power, and not saying anything until the person with less power addresses the additional charges on the new statement.
What it can mean: even if we are aware there is an issue or something we should correct, it will be the ‘other’s’ responsibility to seek us out and ask for information.