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how we do it.

Build Awareness. Educate. Create Allyship

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How we do it?

Build Awareness

Educate

Create Allyship

Most of us will acknowledge that we have privilege of some kind, at some time, but how aware are we about what types of privilege there are or even which we have?
The word privilege has been around in the English language since the 12th century and earlier in French and Latin. It means ‘a right, immunity or benefit enjoyed only by a person beyond the advantages of most’ or ‘the principle or condition of enjoying special rights or immunities’ or ‘special advantages or rights possessed by an individual or group’. It can have either legal or personal sanction and can be gained by birth, social position, effort or concession.

How we will achieve our goal?

Through mediums of written text, storytelling, video and training, we will educate, share knowledge, provide practical, action-based advice and inspire people to think and behave differently to create a more level playing field for all. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua

Free online content

Free online content for all to access to increase and improve knowledge about different types of privilege
Subscriptions Sponsorship
Company subscriptions to educate their employees in how to recognise their own privilege and then use it to benefit others Sponsorship opportunities for individuals and companies who like to collaborate and share their thought leadership on this agenda

Experienced Trainers

Professional and experienced group of Super Trainers/ Facilitators to deliver results in your business or to train your own in-house trainers to deliver the same via an accreditation.
Talk to us

Super Facilitators

Super Trainers/Facilitators, accredited in-house trainers and those who have been trained will all have access to a progressive web app (PWA) to support their ongoing learning and
Lets chat

Advisory Board

All grounded, underpinned and regularly refreshed by a Patrons Group/ Advisory Board with diverse backgrounds, diverse experience across different companies and sectors and a passion for reimagining what some say cannot be done.

theprivilegepro

Build allyship. Create social change.
Our February calendar image features the Mevlevi S Our February calendar image features the Mevlevi Sema, a devotional turning ceremony from Sufi tradition in Turkey. It’s practised with structure, intention, and discipline, even at high speed, held steady at its centre through rhythm and form. That image maps well to the workplace and offers a few useful lessons. A week can gather speed quickly. The diary fills up, messages keep arriving, decisions queue up, and thinking time gets squeezed. Priorities change shape mid-day. People start guessing what matters most. Everyone stays busy, but the cost shows up as decision fatigue, mixed messages, and work that expands without moving the business forward. Hold a steady centre The team doesn’t need the world to slow down. It needs a clear centre to orient around, why the work matters, what good looks like, and which priorities come first. When the why is steady, the how can move quickly without pulling people off balance. Make purpose the filter A leader’s attention shapes everyone else’s attention. If everything is urgent, nothing is strategic. Filtering noise is part of the job. Protect time for work that matters, reduce unnecessary loops, and set expectations about what deserves a response. Create clarity at pace High performing teams move quickly when confusion stays low. Clear decisions, clean handoffs, and composed communication create momentum people can sustain without burning out. Download our 2026 calendar, themed around Dance, and see how people come together through rhythm, tradition, and shared meaning. Each month includes hyperlinked dates so you can learn more about key observances across diverse communities throughout the year #Leadership #Clarity #Culture#Pace
Meritocracy is one of the most reassuring ideas in Meritocracy is one of the most reassuring ideas in organisational life. The belief that people can progress based on talent and effort feels fair, rational, and motivating. But bias can enter talent decisions at every stage from interviews, performance reviews, promotion, and pay, even when leaders genuinely believe they are being fair. There’s a warning about confidence. When organisations strongly promote the idea that they are meritocratic, decision makers can become less alert to bias, not more. Unequal outcomes can be explained away rather than examined. In his article 3 Questions: Why meritocracy is hard to achieve Professor Emilio Castilla shifts the focus away from intent and towards system design. Clear criteria, documented decisions, regular review of outcomes, and real accountability all make fairness more likely. None of this is comfortable work, especially when it challenges long standing practices or advantages. Our carousel summarises three leadership insights from the research, with a focus on what leaders can change in how decisions are made, reviewed, and owned. #Merit #Fairness #Privilege #Bias #Accountability
We’re excited to launch our 2026 calendar posts We’re excited to launch our 2026 calendar posts even if we’re starting a little late with January. We chose #dance as our theme because it’s one of the oldest ways we come together. It shows up at weddings and festivals, in theatres and streets, in prayer, in welcome, in remembrance, and in those moments when words fall short. Across cultures, dance carries respect, honouring ancestors, beliefs, community, and tradition; it also makes room for joy, play, and celebration. Dance also gives a practical view of difference at work. People move in distinct ways, and connection still happens when attention’s paid, care’s shown, and there’s a real effort to understand how others work. January was the #Tango It took shape in the working port neighbourhoods and social dance halls of Buenos Aires and Montevideo, shaped by migration and cultural mixing. It’s close and magnetic. It lives in the moment. Partners stay finely attuned to shifts in weight, timing, and space, then adjust without breaking rhythm. There’s a leadership lesson in that. Clear signals help people move with confidence. A steady pace supports good judgement and consistent delivery. Trust grows when people feel respected, and when leaders stay alert to what’s happening in the room, then adjust in a calm, practical way. We’ll share February later this week. #Leadership #Trust #Workplace
Are organisations paying enough attention to one o Are organisations paying enough attention to one of the least visible forces shaping workplace experience especially when it affects belonging, progression, and retention? Research from Boston Consulting Group (BCG) across 16 countries shows a persistent inclusion gap for employees from less advantaged backgrounds. And, rather than disappearing with promotion, it often widens as careers advance. Three patterns stand out. Promotion doesn’t deliver belonging Pay and status may rise but psychological safety and day to day inclusion don’t automatically follow. Many unspoken norms and expectations still shape who feels confident to speak, who gets heard, and who is seen as leadership material. Informal systems create a ‘class’ ceiling As seniority grows, networks, sponsorship, and tacit rules matter more. Employees from less advantaged backgrounds aren’t as likely to have access to these informal networks, so each career step carries more risk. Many feel pressure to mask their background, which can reduce visibility and willingness to take career enhancing risks. Inclusion unlocks business value BCG’s findings show that when people feel able to be authentic, engagement rises and attrition risk falls. Organisations that ignore this gap fail to convert resilience, adaptability, and loyalty into performance and retention. We recommend reading the article to learn more about the strategic levers that can fuel innovation, reduce attrition, and unlock untapped market and talent potential. Check our LinkedIn post. #Inclusion #Mobility #Leadership #Belonging #SES
Our December Diversity Calendar shows the wildebee Our December Diversity Calendar shows the wildebeest during their Great Migration at a riverbank, and it is impossible not to think about what it takes to support one another through risk. Wildebeest behaviour is shaped by constant threat. They travel with zebras who see danger earlier and can pause for days at rivers, watching the currents, and waiting for a few bold ‘pioneers’ to try the crossing. Once those braver ones move, the others follow because staying behind is no longer safe. The herd reads subtle social cues, responds to signs of strain, and protects one another through quick adjustments; their survival depends on cooperative vigilance. In the workplace people often sense the early signs of discomfort or exclusion in others, yet these moments can slip by without support. Allyship deepens when awareness becomes action and attentiveness becomes a steady willingness to step in. The simple act of noticing someone’s strain and choosing to stand with them strengthens the culture around them. When colleagues read one another with care the environment becomes steadier and safer for everyone. As you move through this final month of 2025 and into the next year notice who seems uncertain at their own riverbank and who might move forward with greater ease if you walk beside them. The Privilege Project is a global learning partner that strengthens decision quality, leadership impact, and talent retention by changing how influence gets used at work. Its first of its kind programmes build awareness across numerous dimensions of privilege, helping leaders recognise unearned advantage and use it to champion others, open doors, and shift outcomes at the moments that shape careers. The work builds empathy and trust, strengthens psychological safety and belonging, and increases engagement. Opportunity becomes more evenly shared as leaders learn practical ways to remove friction, sponsor with intention, and build healthier, more resilient cultures. #Allyship #Culture #HrCommunity #Leadership

Get in touch

If you’re interested in what we do, we’d love to hear from you and share more about The Privilege Project, The PLAN, and our free live stream events.

Please contact the team by email or telephone to learn how to recognise your privilege and use it to create social change.

info@theprivilegeproject.org

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Membership

The Privilege Project (HQL) is a member of The CPD Certification Service. Providing recognised independent CPD accreditation compatible with global CPD principles.

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