For members of the majority, the idea that their power and privilege may disappear is unthinkable. Some societal privileges are certainly unchangeable. For example, a white person who was born and raised in America will always have certain privileges over others in their community. Yet, no one should take their position in life for granted. There are so many ways for one to become a minority, some essentially guaranteed. If you are lucky, it will be a temporary experience, but there is always a chance that it will be permanent.
What Could Possibly Go Wrong?
Anyone could be transferred to work internationally and become a racial minority. You might suddenly become one of the 25% of US adults who are caregivers to another person. You might become pregnant, injured, or develop some illness that would lead to short- or long-term disability. If you are unable to continue working, you might lose their job. As healthcare is connected to employment in the US, losing it may mean no access to medical care.
It may feel unlikely, but a person can become disabled at any time. Globally, 1.3 billion people (one in six) have a disability. According to the United States Social Security Administration, for both American men and women aged 20 in 2024, there is a 23% probability of becoming disabled before reaching retirement age. The risk is higher for older generations. Short-term disabilities were experienced by around 5% of Americans before the COVID-19 pandemic. Mental health conditions are now the second-largest type of long-term disability and continue to grow more common.
Disability Status by Age Group
Credit: 2022 American Community Survey via U.S. Census Bureau
Even an Ally Can Be Surprised By Personal Experience
Our modern societies are designed for the majority, so it can be very difficult to understand just how many aspects of your life are affected when you become a minority. Yuki Nanamori, Executive General Manager and Chief of “Diversity and Crazy (D&C)” at the Japanese consumer goods company Kracie, works very hard to always consider what it means to be a minority.
Nanamori himself is a minority in his team in a few ways. He is one of the few men on his team, with mostly female colleagues in his hiring cohort. Due to working closely with this same cohort for his more than 20-year tenure at Kracie, he has witnessed the various challenges faced by working women, such as unequal assignments for married versus unmarried women and slow career progression for working mothers.
Yuki Nanamori
Nanamori also experienced a serious illness himself for more than 10 years that restricted his diet heavily and made him unable to drink alcohol. He was a very active and athletic person at the time, but his illness caused significant weight loss and made movement difficult. He found himself being excluded from not only critical business events and dinners but also social events in his personal life. He says that just because he could not go out drinking or eat the same foods as everyone else, he was treated like an unwelcome outsider.
Empathy, Respect, and Communication
This triggered a major identity change for Nanamori. His experiences impressed on him that there was a great diversity of experiences and abilities in the world, and all people deserved to be included and treated with kindness and respect. His experience with his son, who was developmentally delayed, inspired him further. He says we must recognize that “even if you have a disability and can’t do certain things, you always have strengths.” He started to share his needs and experiences with those he trusted and, through D&C, has tried to become such an ally to others in his company and personal life.
This strategy of open communication and inclusion has been well-received by Nanamori’s colleagues. One reports, “[Nanamori’s] self-reflection and willingness to think things through, combined with his curiosity, empathy, and experience of having once been in a vulnerable position due to illness, have led him to be attentive to people in more vulnerable positions.” This proactive approach ensures that he truly understands his colleagues and the people they advocate for, enabling D&C to take steps to improve inclusion.
Privilege is invisible to those who have it, so we must open our eyes to see the needs of others. This consideration is key to getting on the path to creating a respectful, supportive, and, most importantly, inclusive society. For those of us who have experienced being a minority, we should reflect hard on those experiences and the ways that standard practices made us feel othered or excluded. For those who have thus far been lucky enough not to, try to put yourself into other people’s shoes. Try to recognize the barriers (either literal or figurative) that may prevent people from participating at the same level, and remember that, more likely than not, someday those barriers will stand in front of you.
Everyone is welcome! We offer DEI programs tailored to meet the needs of all experience levels—find out more about our workshops here.
