I’ve been thinking a lot about agency and motivation. Reflecting on my coaching work over this past year I have noticed that when it comes to engaging in equity-centred leadership, some individuals are highly motivated and only require guidance on how to channel their energy, time and efforts effectively.
On the other hand, some leaders lack agency and don’t know how to integrate equitable and inclusive practices, or they fear making mistakes, causing harm or being called-out. This can result in total disengagement because of the magnitude of the issues we are trying to tackle. I get it. I too, sometimes fall into a spiral of feeling overwhelmed or of not knowing where to start, how to start, and occasionally question my qualifications to engage in addressing complex problems.
Let’s talk agency
Whether you are currently motivated and ready to delve into your next best action, or feeling uncertain and lacking clarity and confidence in your ability to participate in a social justice campaign that you care about, one key to fuelling your agency is building a contribution mindset.
A contribution mindset is the belief that people (everyone) have valuable skills, experiences and gifts that can contribute to positive change. Simply put, it’s the belief that you have something to contribute.
In the context of equity, inclusion and anti-racism work, a contribution mindset also includes the belief that all activity (awareness building, empathetic listening, addressing harm and exclusion etc.) even if it seems small or insignificant has an impact. In other words, there is a ripple effect when we take action. We may not see our impact immediately (or ever), but we know the potential of creating a sense of belonging and that equitable opportunities can occur as a result of an encouraging word, an offer to speak or share, a changed policy or a referral.
Maybe you’ve heard the phrase, “we can all be instruments of change.” Let’s add to that and acknowledge that instruments need tuning every so often. Tuning is the process of adjusting the pitch so that an instrument is performing at optimal levels. When we doubt our ability to participate in a cause we believe in, or when we don’t know where to start or what to do next, that’s an indication that a tune-up is needed. You’ve got knowledge, expertise and gifts to share, consider adjusting your “pitch” and perspective to increase your sense of agency.
The key to fuelling your agency is to lean into a contribution mindset. Here's how it can be done:
Affirm or reaffirm that everyone (including yourself) can play a role and contribute to creating equitable and inclusive spaces.
Embrace the belief that your contribution matters, and that your voice, skills, and experiences hold value and can create an impact. Explore and identify your assets and strengths. What’s your unique way of being and behaving that fosters inclusion or connection?
For some this might mean identifying not only your assets, but what’s stopping you from showing-up and getting into action. Depending on your background and social location, you will want to examine societal narratives that are holding you back. For example, as a Black woman I need to rewrite stories that put limits on what I can do, say, and dictate how I “should” show up. Surabhi Jain's OP ED “Power is Contextual” provides a great example of reflecting on individual power and privilege and how you might reframe your contribution mindset.
Be mindful of “choice points”
Choice points are decision-making opportunities to consciously consider racial equity and influence outcomes. As noted by Nayantara Sen, Terry Keleher and Race Forward in their toolkit, “Creating Cultures & Practices for Racial Equity: A Toolbox for Advancing Racial Equity for Arts and Cultural Organizations,” the cumulative impacts of many small choices can be as significant as the impacts of big decisions.
When we pay attention to our daily decision-making moments and the potential equity and inclusion impacts, we are less likely to repeat bias and default behaviours. With a focus on choice points we can intentionally inform our work and efforts in equity and anti-racism and create solutions and practices that move towards equitable outcomes. This approach encourages a proactive stance, where each decision (no matter how minor it may seem) is an opportunity to foster inclusivity and fairness. It's about building a practice where equity is not an afterthought but a foundational element of every decision.
Make time to tune the instrument that is you
Keep in mind that your participation and “choice points” evolve as you do (hence regular tune-ups or check-ins are vital). Perhaps you are now in a leadership role. What doors can you open for others? Perhaps you are a new board member. What questions can you ask to centre equity, inclusion and anti-racism practices? As a decision-maker within your organization with the ability to shape and inform a procurement policy, have you considered reaching out to a diversity of service providers?
If each of us leaned into a contribution mindset, and if everyone made decisions grounded in equity and inclusion, we would collectively accelerate progress.
You’ve got agency, go ahead and use it.
Chanel Grenaway has over 20 years of experience in the nonprofit sector focused on integrating equity and intersectionality practice into workplace cultures. She has worked with Foundations, multi-service nonprofit agencies and academic institutions. She currently supports leaders to improve their equity and inclusion outcomes through equity assessments, training and knowledge building, community engagement, and action planning. www.chanelgrenaway.com
