Recently I experienced a museum exhibit called “What load do you carry?” that brought alive how privilege works:

Participants get large clear bags labeled, “Me” and “Someone Else.” Also on the table are pairs of beanbags describing different parts of one’s identity. The instructions are to put the beanbag that best describes you in the “Me” bag, and put the other beanbag in the “Someone Else” bag.

For example, there are two green beanbags: one reads, “I’m male” and the other one reads “I’m female, trans, or non-binary.”

One gray beanbag reads “I’m white” and the other gray beanbag reads, “I’m not white.”

For each pair, you pick the one that describes you.

We’re not all carrying the same load.

I grabbed the gray beanbag that reads, “I’m white” and put it in the large clear “Me” bag. The “I’m white” bag was much lighter than the “I’m not white” one. I also picked up the beanbag that read, “my gender identity is the one I was assigned at birth” and put it in the “Me” bag. That one was light also.

Out of curiosity, I picked up some of the beanbags on the right side – representing the not privileged identity. They were heavier.

As the exhibit explained, the lighter weight beanbag represents a privilege – a source of power and benefits that you may or may not experience.

When we understand privilege, we begin to acknowledge how systems and structures in every part of our society give advantages to people with privileged identities.

When we acknowledge this, we can work on moving towards Equity and Justice.

Equity compared to diversity.

Some sources about nonprofit boards focus on emphasizing Diversity. For example, this article looks at “why diversity on nonprofit boards matters.”

Diversity is “the presence of differences within a given setting.” In other words, for a historically white-led board, Diversity may involve inviting Black, Indigenous, or People of Color (BIPOC) on to the board, or including people who are LGBTQIA or who have disabilities – or who hold several of these identities.

But once people with diverse identities join historically white-led boards, what happens?

The board must have courageous conversations about privilege and the ways in which the culture of these organizations give more power to people with privilege.

Equity is about power shifting.

As we’ve written before, we define equity as:

• People who are closest to the problems are weighing in on the solutions

• Systems are shifted so that people who have been outside of power have access to power

When you think about the statements above, consider: Do you genuinely believe that people have the resources and problem-solving ability to understand their challenges and find creative solutions for themselves?

This belief is key to The Ross Collective’s facilitation work and process. We use Technology of Participation (ToP) methods to bring out the wisdom of the room. As consultants, we are experts in the process – and we depend on our clients to find solutions and build plans that they are invested in and will carry forward.

We also work with an abundance mindset – that there is enough for all of us. When we talk about these topics, some white people get concerned that power will be taken away from them. But we don’t see it that way. Instead, we ask how we can build organizations, communities, and a society in which all of us can thrive – the definition of Equity and Justice.

Unfortunately, the systemic burdens of racism, homophobia, ableism and many other forms of discrimination weigh heavily on all of us - and hurt all of us. The activity above illustrates the unseen burden that members of our society carry. On nonprofit boards, we have the ability to share the burden by striving toward a more equitable future that will then also be reflected in the work done towards its mission.

How are you and your board moving towards Equity and Justice? Where are you getting stuck?

Does your board need deeper support to become impactful and inclusive? In collaboration with Christal M. Cherry. we offer a Racial Equity Training for boards – reach out directly to either of us to learn more.

This is part 4 of a four-part series on nonprofit boards:

Part 1: Three steps for inclusive, impactful board meetings

Part 2: Formal practices

Part 3: Informal Practices

Reader favorites on Diversity, Equity and Inclusion:

• 14 Resources to Achieve Racial Equity on Nonprofit Boards

• Lessons From a Cross-Racial Team About Building Belonging

• White-led organizations: Here are three keys to incorporating racial equity in strategic planning

• Why every meeting should mention race and equity