Episode 59 – Privilege
Hello everyone! Welcome to Blended and, today, we’re talking about privilege.
It’s a topic that’s been a part of many of our conversations here on Blended, from immigration to education. So, today, we’re going to put the spotlight onto privilege in the workplace.
According to a March 2025 report, conventionally attractive employees earned $20,000 more than co-workers due to an apparent ‘pretty privilege.’ Meanwhile, another report revealed that white people as a group have better employment outcomes than their black peers.
There are so many different types of privilege at play, and we’re going to be taking a closer look at four key areas today. And we’ll be shining a light on what organizations can to identify, tackle and prevent privilege in all it’s forms.
So, welcome to Bobbie, Christy, Claire, Devon and Nik-Keisha who are going to share their thoughts. Let’s get started with some introductions; can you each tell me who you are, what you do and how you identify? Starting with you, Bobbie.
We’re going to do a deep dive into types of privileges but, for context:
What is privilege? What does it mean?
Is privilege something anybody can have? Why/why not?
Why has the understanding of/discussion around privilege grown in recent years?
There are so many different angles to discuss the topic of privilege, but today we’re going to focus on the workplace.
Firstly, what is workplace privilege?
How does workplace privilege create a structural, unequal playing field?
What impact can workplace privilege, and its intersectional biases, have on potential earnings, career success or, equally, falling behind?
Let’s break this down a little more, and dive into four key areas of workplace privilege.
First: access to opportunity.
What does this mean?
What can that look like? ie.
Elite universities
‘Jobs for the boys’
‘It’s who you know, not what you know’
Do you have any examples/experiences to share?
Second: comfort in professional settings.
What does this mean?
What can that look like? ie.
Networking
Meetings/presentations
Office dynamics
How does this intersect with other areas, eg.
Neurodivergence
Mental health
Disability
Introverts
Do you have any examples/experiences to share?
Third: safety.
What does this mean?
What can that look like? ie.
Physical
Emotional
Sexual
Do you have any examples/experiences to share?
Fourth: financial.
What does this mean?
What can that look like? ie.
Stable housing
Ability to manage finances
Support in family responsibilities
How does this intersect with other areas, eg.
Class
Disability
Mental health
Do you have any examples/experiences to share?
Privilege is a widespread issue, and one that is deeply rooted. What can organizations do to:
Identify privilege, both in their own practices but also in the wider team culture?
Start to dismantle it?
Establish processes/policies for prevention in the future?
What can individuals do:
If they’re facing privilege in the workplace?
To guide/support their organization in tackling privilege?
Let’s wrap up: can you each give me one take-away, or sum up, from today’s discussion?
Thank you so much to Bobbie, Christy, Claire, Devon and Nik-Keisha for joining me today.
A workplace study in the UK found that 90% of respondents think that privilege has a negative impact in their workplace. Privilege left the majority feeling undervalued, demotivated and excluded, and it had a significant impact on their commitment and productivity. Yet, 58% of the organizations surveyed had no policies for privilege.
It’s time to close the gap, and finally recognize privilege for the huge issue it is.
Remember that you can reach out to me, or any of the guests, on social media if you have anything you’d like to add to what we’ve talked about today.
And don’t forget to join us again next month when we’re going to be talking about menopause. After years of women suffering in silence, menopause is finally coming out of the shadows. So we’re going to talk all about confronting stereotypes and supporting women in the workplace – the right way. I’ll see you then.
