The Privilege Project
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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.
    This month, our dance themed calendar features #Mo This month, our dance themed calendar features #MorrisDancing. Preparation sits at the heart of the dance. Dancers learn their steps, understand their roles, and align on timing so the group can move with shared rhythm and pace. There is a useful parallel with teams. People work better when they can anticipate what comes next, know when their input is needed, and see how their contribution connects to others. That reduces guesswork and improves timing. When pace is unclear or constantly urgent, the people who already have more confidence, capacity, informal access, or proximity to decision makers often find it easier to stay visible. Others may need more time to prepare, process, ask questions, or contribute in a different way. A steadier rhythm can make participation feel less dependent on who can jump in first. This idea is reflected in established ways of working. #Agile teams use fixed cycles to create rhythm. #Lean systems use defined pace to align activity. Project frameworks use timelines and checkpoints to manage dependencies. In each case, shared pace helps people line up their efforts with less strain. Leaders shape this through priorities, meetings, and deadlines. A steady, visible pace helps people stay engaged, spreads effort more evenly, and creates clearer routes for contribution. Of course, one size does not fit all. Creative and exploratory work often needs more variation and flexibility. The key is knowing when steady rhythm helps people work together, and when a looser approach will get better results.
    #Values are often spoken of as personal conviction #Values are often spoken of as personal convictions, but they are also shaped by context, power and consequence. To stand for what we believe in is not simply an act of courage; it can also be an act made easier by #privilege safety and credibility. For some, speaking up is praised as integrity. For others, the same act may carry risk, judgement or exclusion. Kimberle Crenshaw’s work reminds us that not all inequality is experienced in the same way; identities intersect, and so do consequences. An empathetic lens asks us to honour values while recognising the unequal cost of living them. #Leadership #Culture #Integrity
    This month our calendar features Khon, Thailand’s This month our calendar features Khon, Thailand’s masked epic theatre, where stories from the Ramakien are carried through movement, music and rich visual detail. Many performers whether hero, demon, or monkey wear intricate masks that help to fix their characters in place. There’s no help from facial expression, no quick smile or frown to carry meaning. They portray meaning often through delicate hand, finger and wrist movements. The audience has to look past what they would usually rely on. There is a useful parallel here for work. It’s very easy to give the most weight to what is obvious. Job titles, confidence in a meeting, who speaks first, who keeps talking. These signals are easy to see, so they can dominate how we read a room or situation. Privilege can also shape who is more visible in the first place, bringing some voices into clearer view while others receive less attention. But they are only part of the story. Important work and context can sit out of view, in how ideas are developed, how people are brought together, how outcomes hold. The people doing that less obvious work may not be the first to speak, or the most visible in the group, but their work still counts. Applying that same expanded awareness at work can improve how people are understood and how their contribution is valued. Let’s improve how we notice and how we listen. Let’s look beyond the obvious. #Leadership #Clarity #Perception Huma Qazi | Kate Stuart | Louisa van Vessem | Shiva Raichandani | Sara Chandran | Sofia Beale | Saad Ali Khan | Rebecca Westaway | Áine Maher | Jacqueline Chow | Amelia Donkor
    Leaders often believe direct negative feedback imp Leaders often believe direct negative feedback improves performance, but who gives it, how it is delivered (and received), and the consequences that follow can have a long term detrimental impact on both the individual and the organisation. Levels of privilege add further complexity. Some groups are more likely to receive harsher or counterproductive feedback, including women, those who are less experienced or even smaller in stature. Access plays a role too. Employees with greater organisational standing, longer tenure or stronger relationships are more likely to benefit from open and constructive conversations. Our carousel is drawn from a recent Harvard Business Review article. Employees were clear - feedback should develop people without humiliating them. When it does, performance improves, people stay, and they invest more in the organisation’s future. We’ve linked the article in the comments. #Feedback #Culture #Learning #Trust
    Happy March! This month brings us to Flamenco, the Happy March! This month brings us to Flamenco, the powerful dance tradition of Andalusia in southern Spain. In our 2026 calendar we’ve captured it in three words, fire, rhythm, pride. Flamenco emerged through centuries of cultural exchange in Andalusia. Roma communities shaped its character, particularly through their expressive singing known as cante jondo. Andalusian folk traditions also contributed, along with musical influences that travelled through the region over generations, including Arabic and Sephardic sounds. A flamenco performance follows a strict rhythmic cycle known as compás. Everyone shares that rhythm but each dancer, singer and guitarist interprets the moment in their own way. Footwork is precise, hands shape the air, and the music responds in real time. There is something here for organisations. Teams need rhythm as much as talent and when team members understand their roles and purpose they know how their contribution fits into the whole. In other words the structure creates alignment and individual judgement and creativity bring the ‘performance’ to life. Fire gives flamenco its intensity, rhythm keeps everyone together, pride honours the history behind the movement. Workplaces thrive when those same elements are present. #Teams #Roles #Purpose #Culture Huma Qazi | Kate Stuart | Louisa van Vessem | Shiva Raichandani | Sara Chandran | Sofia Beale | Saad Ali Khan | Rebecca Westaway | Áine Maher | Jacqueline Chow | Amelia Donkor

    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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