Anti-oppression means actively dismantling the inequalities associated with a lack of dignity, human rights, social resources and power (Dominelli, 2008). It seeks to promote and maintain rights, equity, well-being and independence. This can be done at micro and macro levels. Anti-oppression includes empowerment, education, alliance building, language, alternative healing strategies, advocacy, social justice/activism and fostering reflexivity (Corneau & Stergiopoulos, 2012).
Anti-oppressive practice encourages open and clear communication. It seeks to identify strategies to construct power in a way that addresses systemic inequalities operating at individual, group and institutional levels, as opposed to producing and reproducing oppression (Yee et al., 2006).
It can also help to reflect on your experiences around racial and health inequities (e.g., situations involving shared decision-making between patients and staff).
Do you think you play a role in perpetuating systemic oppression within your organizations? If so, how? If not, why not?
Do you see it as your role to engage and educate staff, service users, clients and families regarding issues of race and oppression? Why or why not?
What inequalities would you identify at your organizations, and what active steps can you (and others) take to dismantle them?