"I have all the responsibility, and none of the power"

I didn't feel like I was an aggressive person until I got into the workforce and was labeled that.

In November 2023, I interviewed seven people of color working in "socially conscious" organizations to validate a key hypothesis: that BIPOC staff in these environments seek conflict resolution and communication skills. These conversations revealed shared experiences and challenges that many BIPOC people face at work, especially within social change organizations. This post shares those insights, offering both validation and encouragement to employees and a call to action for managers.

Ways Conflict and Tension Show Up at Work:

  • Colleagues failing to follow through on commitments or offloading responsibilities.
  • Leadership promoting creative ideas without providing necessary resources.
  • Managers assigning excessive workloads with unclear expectations.
  • Differences in how employees value their work—social engagement vs. a paycheck.
  • Resistance to change within organizations, leading to conflict.
  • Conflicts arising from radical personal values clashing with organizational processes.
  • The "different" person in a majority group becoming the spokesperson for all who share their identity.
  • Board members’ priorities misaligning with the team’s capabilities.

Key Findings and Common Themes: 

Participants highlighted how industry and organizational structure shape conflict navigation. Most lacked formal conflict management training but found support through colleague interactions. A recurring theme was the impact of whiteness and white supremacy, with BIPOC employees fearing repercussions if conflicts aren't resolved in ways deemed "appropriate" by those in power. Early-career BIPOC individuals struggle with professional norms rooted in white supremacy, while mid-career professionals seek better ways to support peers.

Notable Quotes from Participants:

  • “My organization arranges all these DEI trainings, but I wish they’d listen to us because we’re clear about what we need.”
  • “Conflict is hard because this is your livelihood. Any trouble feels bigger because so much is at stake.”
  • “It’s disgusting that we have to tell organizations it’ll cost them more money if they don’t create a safe culture.”

Solutions for Navigating Organizational Conflict: 

Participants suggested several strategies:

  • Build relationships with influential advocates.
  • Provide white people with training on white supremacy and its impact on POC staff.
  • Offer POC training on navigating predominantly white organizations.
  • Recognize when conflicts are unresolvable and know how to manage that reality.
  • Learn to advocate for yourself while safeguarding your job.
  • Share survival tools within the organization.
  • Leaders must unlearn their fear of conflict.
  • Bring in third-party facilitators for conflict resolution processes.

Going Forward: 

These interviews have reshaped my approach to conflict education. Initially focused on peer education around transformative justice, I now see a greater need for creating spaces where people can share their experiences and exchange advice. My goal remains to help individuals navigate conflict in a way that preserves relationships, but I acknowledge that sometimes, the priority must be self-preservation.