Which version have you seen more often?
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A privilege is an advantage, or right, or opportunity, or pleasure, or immunity granted to a particular person or group of people. “Privilege” is the holding of a set of advantages, rights, opportunities, pleasures, and/or immunities as a person or group of people. By definition it means there are others who do are disadvantaged, left out and behind, uncomfortable, pained. By definition it means there is imbalance and inequality (according to yesterday’s post, does it imply those who are “unlucky” according to “the system’s standards”).
Another definition of privilege I’ve encountered, from Facebook of all places, is this: “Privilege is when you think something is not a problem because it is not a problem to you personally.”
Phoenix Calida defined and broke-down “privilege” thusly:
Privilege simply means that under the exact same set of circumstances your in, life would be harder without your privilege.
Being poor is hard. Being poor and disabled is harder.
Being a woman is hard. Being a trans woman is harder.
Being a white woman is hard, being a woman of color is harder.
Being a black man is hard, being a gay black man is harder.
This does not mean that having privilege, unearned advantages, in any area automatically makes life “better.” But it does mean “all things being equal” doesn’t exist. The starting line will always be ahead. Less metaphorically, it means that anyone holding privilege is more likely to have power or being in positions of power. They are more likely to share this power with people “like them.” And power-sharing, whether it’s investment tips, a role in a play, or the benefit of the doubt when stopped by the police for a minor traffic violation, increases the “betterment” for only some.
Are there definitions of privilege you’ve found useful? Please share. In this case: sharing knowledge to all –> empowering all to affect positive change.
Blog schedules be darned! This big eyed fish explored a new bowl and so the editorial staff has done a switcheroo.
Who out there noticed?
Ok, maybe this is my way of telling you 1) we plan 2) there’s a “we” 3) this post has a lot going on and it’s possible the dots are not all connected.
This weekend, I was slapped across the face. Literally. In front of my dog & pony dc co-ensemble members and a collection of artistic collaborators. By a man who we invited into our ensemble as part of a training. There are many other details I could share, but let’s open with this simple telling of the story.
Being an ensemble member is hard.
“Team membership” brings with it immense power and responsibility. My guess is many few of us outside of the military and professional/life-practice team athletics truly knows this. In my world we tend to call it “ensemble member” or “ensembleship.” The variation between military or athletics, and ensemble, for us at least, is: the agency we endow individuals within the group; the equity with which we seek to operate and realize; the responsibility we share in manifesting shared vision and values; the trust we place and hold in the collective.
The thing about run-of-the-mill colleagues is that in most situations, they can easily avoid making choices, they can kick-back within hierarchy, they can maintain a narrow focus of impact, and everyone’s actions to superiors are either gestures of obedience, pledges of loyalty, or both.
The thing about run-of-the-mill leaders is that in most situations, they can give and take the semblance of power, they can tip over scales, they can give/ take/ reward/ punish/ spotlight/ ignore behaviors, and everyone else needs to have their trust earned by you.
But in our ensemble at least:
Every member of the company has an impact on the work and processes of every other member.
Membership in the company is a constant exercise in awareness, both of one’s own “orbit” within the company, and awareness of all the others. It requires personal flexibility to balance the work of the whole.
- Agency can be taken or ignored.
- Equity can balance despite variance, or it can remain disturbed and partisan.
- Responsibility can be embraced or shrugged off.
- Trust can be given and accepted, or withheld.
Reverse to #1 to launch into #3
So I was slapped across the face. Literally. In front of my co-ensemble members and a collection of collaborating artists. By a man who we invited into our ensemble as part of a company training.
Everyone physically remained in the room. I made a joke shortly afterward; transmitting a coded message to the ensemble (which turned out to be too coded). We processed through the moment, whether to engage in the exercise or not. I told everyone I was totally fine, and not to worry, transmitting another coded message to the ensemble members. (A number of them received it!) For the rest of the afternoon, many of the ensemble members were keenly aware of one another and the other collaborators in the room. Afterward there was informal processing in all sorts of small, private groups. There was some individual processing with me.
What stinks is that as a leader of an ensemble I’m keenly aware of how I must strive to epitomize our values and, sometimes, suck it up and ignore both ensembleship and me. However: I am still 1) an ensemble member and 2) an individual person. These three identities—Ring Leader, dog & pony dc ensemble member, Rachel—are a shifting triangle. When I add to that being female, white, young-ish, small statured, a loud talker, et cetera, the identity intersections I’m navigating at any given moment are mindboggling.
(What’s even more !KA-POW! is: everyone else is also navigating their own identity intersections. But, I’ve digressed. The point is…)
Back in company training this weekend, after the slap, I wasn’t fine. I’m not fine now. All the “processing” I engaged in didn’t take away the fact that I was slapped across the face in front of my co-ensemble members, because my leader-ensemble member-individual triangle held tight with “leader” at the apex for 36-hours. Should it have? Should I have re-triangulated within the group because ensemble? (aka “trust in the system”) Should the ensemble have recalibrated in such a way that encouraged or even forced that to occur? What does “leadership” actually mean within ensemble?
My initial simple telling of the story was inadequate. It was a moment bursting with complications that continue to spill out and spread across the floor. This writing is a necessary step in my clean up process. I’ve returned safe and sound to my bowl, and now am attempting to discern what I learned. And so, I leave these questions with you
What roles do agency, equity, responsibility, and trust play in your communities?
How can we all lead and follow by example?
How do you negotiate triangulating within a tetrahedron?
In honor of February, I propose an official ban on the phrase “I don’t see color” and derivative phrases of this sentiment used in the non-profit theatre community like “color-blind [___fill in the blank___].”
Who’s with me?
Not convinced already.
- Watch part two of Jane Elliot’s The Angry Eye, starting at 10:00 (ps found one #withcaptions). Sharing not as an endorsement necessarily, but at 10:15 she asks a student if he identifies as male and black; he confirms he does. She asks if it is important to him ; he confirms it is. Why would we want to deny this of him by “not seeing” it, she asks.
- Did anyone hear about Benedict Cumberbatch’s use of “colored people” in an interview with Tavis Smiley, referring to black actors? (what he said at bottom of article) Yes, the phrase “People of Color” is widely used, abbreviated to POC. I have also heard POC referred to as “People of Culture” which I both am interested in (gets away from “colored people”) and uncomfortable with (moves us in the #allLivesmatter direction). This is a roundabout way of saying, let’s check our vilifications and generalizations.
- In December Lavina Jadhwani (Artistic Associate, Silk Road Rising and Oak Park Festival Theatre) shared her thoughts on color conscious casting in a HowlRound journal article. She details the process she and her design team went through in casting The Dutchess of Malfi at DePaul University. Getting a thorough look inside their decision making—fascinating. But what I loved was how concisely she summarized “the issue” in her opening paragraph: “I can’t think of an environment, in real life, where race doesn’t factor into relationship dynamic….I prefer the term ‘color conscious casting,’ by which I mean that race is acknowledged in, and ideally deepens, theatrical conversations.”
While my undergrad theatre instruction was narrow, it taught me that “to ignore” is not an active verb tactic. The same is true of white people when it comes to negotiating conversations about race.
If you too decide to ban “color-blind [___fill in the blank___]” from here on out, I recommend starting with reading Jadhwani’s HowlRound piece and these two articles. The first one (shared with me by the amazing Natalie Hopkinson who you should also follow because, well, she’s amazing) eventually introduced me to the word “unbalanced” to describe the feeling people of privilege have when discussing or navigating situations that spotlight their privilege. It’s not something we’re used to seeing. But it is a part of our identity, and there’s humbling strength to embrace it.
FWIW, Benedict Cumberbatch said:
“I think as far as colored actors go it gets really different in the U.K., and a lot of my friends have had more opportunities here [in the U.S.] than in the U.K., and that’s something that needs to change.”
“We’re not representative enough in our culture of different races, and that really does need to step up apace.”