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It is an interesting discussion. I think suggesting that researchers/scholars/etc. reflect on the definition of violence has really hit a nerve for a few. For some others, it’s “problematic.”
I’m a pragmatist at heart and would like to understand how a shift in defining violence would affect people in practice—both advantages and pitfalls. And when I say people, I mean people in power and people who are marginalized. Correct me if I’m wrong, but an expanded definition may serve to challenge those currently in power and bring more of a voice to marginalized groups—particularly given our history of locking marginalized groups (women, ethnic minorities, sexual and gender minorities, those with disabilities, etc.) out of power positions in organizations at every level.
For a real world example, a Black administrator gets held to a higher standard of conduct than his white colleagues (true story), and then gets forced to resign in the face of “failing” to meet this higher standard, which became a clear tactic to get rid of him. This person was also talked to differently than colleagues and left out of important administrative conversations (as the only Black administrator). How do you even label this experience and talk about with with HR? Would it have helped him if we had an expanded definition of violence to include the stress from the psychological shutting out by colleagues and implicitly racist behaviors by other admins? Would it help give him more of a voice than he has now? If so, then maybe it would have utility. Side note: most folks in this position feel forced to remain silent so they won’t be considered troublemakers by other local employers, which is another facet of systemic racism to be afraid to be perceived as “that” troublemaking person who thinks others are racist. It’s a horrible position to be in.
On the flip side, a possible disadvantage is that expanding the definition can also result in false claims or misunderstandings of the definition, and in fact, those who actually already do have more power and whose voices are listened to more in society (ie. white folks), could ALSO benefit from this definition. Or even something more benign could happen, such as misunderstanding the violence definition and thinking a certain interaction is violence when it really isn’t could happen and be initiated by any party, but again, I wonder if a white person’s claims would be taken more seriously than a person of color? Could this definition serve to reinforce the injustice if so?
I agree with @ccool that you can’t really fully separate power from discussions and ideas (and where they come from and who they’re directed to and will affect—and who has the power to enact the ideas or ignore them). Some folks in here don’t agree with this premise, as has been discussed in other threads, and some do. But that’s a general philosophy that I keep in the back of my mind.
I’m a pragmatist at heart and would like to understand how a shift in defining violence would affect people in practice—both advantages and pitfalls. And when I say people, I mean people in power and people who are marginalized. Correct me if I’m wrong, but an expanded definition may serve to challenge those currently in power and bring more of a voice to marginalized groups—particularly given our history of locking marginalized groups (women, ethnic minorities, sexual and gender minorities, those with disabilities, etc.) out of power positions in organizations at every level.
For a real world example, a Black administrator gets held to a higher standard of conduct than his white colleagues (true story), and then gets forced to resign in the face of “failing” to meet this higher standard, which became a clear tactic to get rid of him. This person was also talked to differently than colleagues and left out of important administrative conversations (as the only Black administrator). How do you even label this experience and talk about with with HR? Would it have helped him if we had an expanded definition of violence to include the stress from the psychological shutting out by colleagues and implicitly racist behaviors by other admins? Would it help give him more of a voice than he has now? If so, then maybe it would have utility. Side note: most folks in this position feel forced to remain silent so they won’t be considered troublemakers by other local employers, which is another facet of systemic racism to be afraid to be perceived as “that” troublemaking person who thinks others are racist. It’s a horrible position to be in.
On the flip side, a possible disadvantage is that expanding the definition can also result in false claims or misunderstandings of the definition, and in fact, those who actually already do have more power and whose voices are listened to more in society (ie. white folks), could ALSO benefit from this definition. Or even something more benign could happen, such as misunderstanding the violence definition and thinking a certain interaction is violence when it really isn’t could happen and be initiated by any party, but again, I wonder if a white person’s claims would be taken more seriously than a person of color? Could this definition serve to reinforce the injustice if so?
I agree with @ccool that you can’t really fully separate power from discussions and ideas (and where they come from and who they’re directed to and will affect—and who has the power to enact the ideas or ignore them). Some folks in here don’t agree with this premise, as has been discussed in other threads, and some do. But that’s a general philosophy that I keep in the back of my mind.