Navigating Whiteness as an Ally and a Leader: Reflections on Identity, Privilege, Behavior, and Intent
I am intentionally on a journey to become a racial equity leader. Throughout this process, I’ve wrestled with how to show up, how to lead, and how to be perceived as an ally who is committed to dismantling structural racism. Conversations with others on similar paths—mostly BIPOC leaders—have taught me that it’s essential to identify myself in terms of my positionality in the social hierarchy. For instance, I should introduce myself as a white woman CEO of a national non-profit who grew up in a two-parent family, with a business executive father, in the suburbs of Philadelphia. This type of introduction is part and parcel of acknowledging that my personal background confers privilege on me and that I can use this privilege in the fight to abolish inequities related to race, class, gender, and sexual orientation.
However, something about this way of starting rankles. I have a nagging insight that identity may be less important than behavior. Sure, the behavior may have emerged as a result of social conditioning, but the interpersonal dynamics and power structures it perpetuates will not be disrupted simply by acknowledgement or worse, apologetics. It’s increasingly annoying to see white people metaphorically beating their chests as they implicitly apologize for their privilege without substantive shifts in behavior. In this blog, I explore the difference between leading as someone who identifies as white and privileged versus positioning oneself as an ally. I reflect on how to avoid centering yourself in leadership roles while keeping the focus on the communities and individuals you aim to support.
What is Privilege?
Privilege is a construct that refers to the unearned advantages, rights, or benefits that individuals or groups receive based on characteristics like race, gender, class, sexuality, or ability. These advantages are systemic and may not be obvious to those who have them. People with privilege often encounter fewer obstacles simply because of who they are or how society perceives them.
For example, white privilege refers to the societal benefits that white individuals receive—often unknowingly—in areas such as housing, education, and employment. Male privilege refers to the advantages men may experience in certain social or economic contexts as a result of patriarchy, while able-bodied privilege speaks to the ease with which individuals without disabilities navigate spaces that may not accommodate others.
Recognizing privilege doesn’t imply that someone’s life has been without struggle, but rather that their identity hasn’t made things harder due to systemic inequities. Understanding privilege is crucial for fostering equity, as it helps reveal how social structures affect people differently based on their identity.
However, merely acknowledging privilege—much like acknowledging trauma—can be a dead end if it doesn’t lead to action. True change comes from increasing awareness of how one’s presence impacts others and actively working to address it.
The Difference Between Leading from Privilege and Leading as an Ally
When stepping into leadership roles, particularly in diverse or marginalized spaces, it's essential to be mindful of how you show up and how you're perceived. For those of us who hold so-called white privilege, this awareness is especially important. The key difference between leading from privilege and leading as an ally lies in intent, awareness, and action.
When you lead from a place of privilege, you may unknowingly operate from a position of power. Even with good intentions, without active self-awareness, it's easy to reinforce existing power dynamics. Leading from privilege can lead to centering your own needs or experiences because you're used to holding space in ways that align with societal norms.
On the other hand, leading as an ally involves intentionally shifting focus away from your identity. It’s about tacitly recognizing your privilege and using your position to uplift others. Allyship requires humility, active listening, and taking direction from those most affected by the issues at hand. It’s about supporting and amplifying the voices of those you aim to serve, not directing or dominating the conversation. This type of leadership involves continuous self-reflection and openness to feedback.
It isn’t a superficial performance: it needs to be authentic. For me this means that it comes from a deep, gut- and heart-level knowing that the result of any project will be better if co-created with the people the project is intended to benefit. It’s about truly believing in the brilliance and power and insight and wisdom that is suppressed and silenced by dominant social hierarchies.
Avoiding the Pitfalls of Centering Yourself
One of the greatest challenges for white leaders in diverse groups is avoiding the trap of centering themselves. This can happen in subtle ways, such as dominating discussions, prioritizing your ideas, or positioning yourself as the "fixer."
To avoid these pitfalls, consider the following strategies:
Listen More Than You Speak: Active listening is key in any leadership role. In diverse spaces, it’s especially important to listen deeply to understand others' experiences without rushing to offer solutions.
Defer to Expertise: Even if you hold formal authority, defer to the lived experiences and lived expertise of those you’re working with. Being an ally means supporting those who are already experts in their own lives.
Ask for Consent: Before offering solutions or insights, ask if your input is welcome. This small act can shift the dynamic and ensure you’re not imposing your perspective where it may not be needed.
Resist the Hero Complex: As a leader, there may be a temptation to act as the hero or savior. While this may stem from a desire to help, it ultimately centers you rather than the community’s needs.
Unintentional Reinforcement of Hierarchies
Even with good intentions, it’s easy to unintentionally reinforce hierarchies. White leaders often benefit from structures that place them at the top, and without critical self-awareness, these dynamics can persist. Hierarchies often surface in decision-making. As a leader, work to decentralize power and ensure those most affected by decisions have the strongest voices in shaping outcomes.
Leadership doesn’t require you to be the authority in every area. Make space for others to take on leadership roles, and reflect on any biases you may bring. Are you unconsciously prioritizing certain voices over others?
Behavior vs. Identity: When It’s Not About Race
In conversations centered on race or even in contexts where there is racial diversity, it’s easy to attribute tension or resistance directly to racial dynamics. While race is an important factor, it’s essential to consider that some conflicts may be about behavior rather than identity.
As white leaders, we may sometimes feel defensive when our actions are criticized. However, it’s crucial to ask: Is the resistance I’m facing about my racial identity, or is it about my behavior? Focusing solely on race can obscure opportunities for deeper personal growth and improved leadership. I will cover this issue at length in a future blog.
The Path Forward: Leadership as a Shared Journey
True leadership is about sharing power, not consolidating it. It’s about facilitating the growth and empowerment of everyone involved, rather than directing outcomes. As white leaders and allies, we must remain vigilant about how our privilege shows up and be willing to shift our practices to ensure we foster equity. By centering others, listening deeply, and sharing decision-making processes, we can create spaces where every voice is valued, and leadership becomes a shared journey.