Intersecting Threads: Understanding Oppression and Privilege in U.S. Companies

The histories of privilege and oppression are intricately woven into the fabric of American history. Its effects can be seen in almost every aspect of society, including in the organizations that power the nation’s economy. These points where power and oppression meet still have an impact on workplace dynamics, frequently determining the opportunities open to people. To promote diversity, equity, and inclusion in our companies, it is essential to acknowledge this and deal with the imbalances.

The Relationship Between Oppression and Privilege

The term “intersectionality,” coined by Kimberl√© Crenshaw in 1989, refers to the overlapping and interrelated (i.e., intersecting) oppressive structures that affect underprivileged groups. Intersectionality is a crucial lens through which we may study the various forms of privilege and oppression that workers may encounter within American corporations depending on their color, gender, socioeconomic class, disability, sexual orientation, body size, age, religion, education, and other social factors.

The difficulty is that these encounters aren’t always straightforward or predictable. For instance, a person could suffer oppression in one area of their identity (such being a man) yet advantage in another (such as being Black). Because of the way privilege and oppression are intertwined, there may be particular disadvantages that aren’t immediately obvious without a more thorough understanding.

The Privilege Divide in the Business World

Being White, male, heterosexual, able-bodied, and belonging to a particular social class are frequently used to describe privilege in corporate America. In the past, this privileged group has had easier access to opportunities for professional progress, higher pay, and more powerful positions within corporations. These advantages may not be stated openly, but they are instead ingrained in the society conventions, unspoken biases, and corporate policies that benefit this group.

The Paradox of Oppression

At the same time as privilege flourishes, oppression permeates the workplace. Systematic hurdles to equitable opportunity and treatment frequently exist for marginalized populations. Women and individuals of color, for instance, frequently report having to put in more effort to demonstrate their expertise. They experience microaggressions, unequal pay, less opportunities for progression, and biased hiring practices. Such discriminatory practices are also experienced by members of the LGBTQ+ community and those with disabilities, adding additional levels of oppression.

Changing the Face of American Businesses

Although while the scenario presented above may appear grim, it’s important to note that many American businesses have been taking positive steps toward equity and diversity.

Corporations must drive change from the inside out in order to bridge the privilege-oppression gap. The first step in this is recognition and instruction. To enhance understanding and empathy, businesses should work to educate their staff on the complicated relationships between privilege and oppression. This entails fostering bias education, establishing safe spaces for discussion, and promoting self-reflection regarding one’s own privileges and biases.

Second, businesses need to promote an inclusive atmosphere. This entails putting in place ethical hiring procedures, encouraging diversity in leadership, and ensuring pay parity. To address systematic prejudices, corporate rules should be reviewed and revised frequently.

Thirdly, allyship ought to be promoted throughout the organization. Allies can advocate for and help their coworkers from marginalized groups by utilizing their positions of privilege. More than just verbal support, allyship entails taking concrete steps to effect change.

Last but not least, it is critical for businesses to frequently assess their success. This may entail monitoring diversity data, conducting climate surveys, and proactively requesting employee feedback.


The interplay of privilege and injustice is a complicated topic that is intertwined throughout American businesses. It cannot be completely eliminated overnight. But, companies can start to unravel these strands with recognition, instruction, and continuous action. As they proceed, they will build workplaces that are more inclusive and egalitarian, which will benefit their workers as well as their employers’ brand recognition and general prosperity.

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