Power Dynamics in Workplace Relationships

Power relations within the workplace can be complicated - It is normal to begin our careers in a more Junior role having less responsibility and then work our way up to more Senior roles, gaining more responsibility, accountability and power as our career progresses.

Even if we are not fully aware of the different power dynamics around us, we will all have some beliefs and values about what choices are available to us and the impact we might be able to have given our current role, level of experience and working environment.

These beliefs and values can be positive or might be more limiting; holding us back from progressing, feeling like we don’t belong or not wanting to ask for help in case people think we don’t know what we’re doing.

Why do I feel weird about Power Structures?

Admitting aloud that we see these structures or acknowledging a hierarchy can sometimes feel uncomfortable.

We often see a reluctance to talk about and identify power structures for a number of different reasons such as:

• Fear of Reprisal: We might worry about potential negative consequences, such as backlash from superiors or colleagues or jeopardising job security, especially if it involves questioning authority or pointing out inequalities.

• Previous Workplace Trauma: Perhaps we have had a negative experience or have been treated badly in the past when we have previously brought these structures to attention and thus might be reluctant to talk about them in our current situation.

• Workplace Culture: Workplace cultures often emphasise teamwork, collaboration, and equality. Acknowledging power structures may be seen as disrupting these ideals and going against the established cultural norms.

• Lack of Organisational Support: If there's a perception that the Studio or Organisation does not encourage open conversations about power structures then we may be less inclined to address these issues. Some workplaces might also have deeply ingrained power structures, making it challenging for individuals to challenge or question them without feeling like they are going against the established order.

• Professional Relationships: People may feel uneasy about addressing power dynamics due to concerns about damaging professional relationships, particularly if those relationships involve individuals in positions of power.

• Social Conditioning: Societal norms often discourage open discussions about power, as it may be perceived as impolite or confrontational. People can lack the communication skills or training needed to address power structures constructively, leading to discomfort and avoidance of the topic.

• Personal Vulnerability: We might feel vulnerable or exposed when acknowledging power dynamics, especially if we see ourselves as being in a lower position of power to others.

• Unconscious Bias: Individuals may not be fully aware of the power structures at play or may unconsciously accept them, making it uncomfortable to confront these realities.