Three words to make your vocabulary up to date
In the short history of the D&G committee (Diversity and Gender equality), we’ve had extensive debates and come to a single conclusion: we can only agree to disagree. However, our opinions are not entirely random. For example, from our survey in our department we have learned that our perceptions of DEI (Diversity, Equity, and Inclusion) are shaped by gender and ethnicity.
Therefore, it’s vital to recognize that everyone comes to the table with a different story and a different set of expectations. By acknowledging this, we can perhaps move beyond assumptions and work towards a way that resonate with everyone, and undoubtedly, we can learn a lot in the process about ourselves and each other
How to get there? We don’t know, but to help us navigate these murky waters, let’s explore a couple of concepts to raise some questions and awareness
Privilege: It refers to a special advantage or right an individual or group possesses. It can be gained by birth, social position, or effort, and it's likely that if you're reading this, you have some. Acknowledging privilege is more than just recognizing unearned advantages; it's a critical step toward understanding and addressing unconscious biases and systemic inequalities. It requires us to be aware that different aspects of our identity, or intersectionality, can create unique experiences of discrimination or privilege. Recognizing this may bring up complex emotions, such as guilt, for those from privileged backgrounds, but as a matter of fact this is an essential step toward having more equitable interactions. How do we recognize our own privilege? How can we use it to create a more equitable environment for everyone?
Consent: Beyond saying "yes" to something, consent is an empowering principle that allows individuals to make their own choices. Within DEI, this means creating a culture where people feel safe enough to express their preferences, setting boundaries, and asserting their rights. When we practice consent, we build a foundation of trust and collaboration, preventing harm and promoting a respectful environment where everyone feels valued. In a professional setting, this means ensuring everyone is on board with a decision, that their voice is heard, and that they feel they have the agency to say “no”. Are we always sure we are not deciding for others? How can we better advocate for consent in our daily interactions?
Exceptionalism: This is the belief that a nation, group, or ideology is uniquely superior and, therefore, exempt from the usual rules or trends that apply to others. This implies a sense of being "exceptionally better than" in some way. Nordic exceptionalism specifically refers to the view that the Nordic countries, like Denmark, are uniquely progressive compared to others due to e.g. their social welfare systems, egalitarian values, and humane penal systems. While it is true that Denmark has made substantial progress in these areas, this exceptional perception can become problematic if it leads to overlooking existing inequalities or glossing over historical issues, such as a colonial past. Moreover, Nordic Exceptionalism has been pointed out as one of the reasons why people avoid confronting present-day challenges like racism. Essentially, it's a self-perception that can mask underlying issues and prevent meaningful self-reflection. How can we challenge this type of self-perception to promote a more honest and constructive way forward?
Thanks for reading. Let’s keep the conversation alive. Franca on behalf of D&G committee.