Hidden Barriers—The Enemy to Systems Change and Economic Mobility

Black, Indigenous, and People of Color (BIPOC) face significant barriers to economic mobility as a result of American systems. The systems (education, workforce, judicial, political, healthcare, financial, etc.) are infused with oppression, discrimination, and inequities that stifle economic mobility for certain groups, and show favoritism toward others. In response, workforce leaders, social entrepreneurs, and philanthropic change agents have produced groundbreaking approaches for alleviating such barriers through systems change strategies. Systems change is an approach for confronting deep-rooted systemic issues by transforming the power dynamics, policies, and practices which hold these problematic systems in place. Although systems change has been proven to yield impactful results, many of the issues we face as a nation still remain. 

To properly address the stumbling blocks that deprive millions of Americans from economic mobility each year we must first acknowledge the blind spots in our systems change approaches, and realize that we may not have the full picture of the problems many BIPOC learners and workers face. We know how detrimental the systems have historically been, and much effort has been dedicated toward eradicating issues like poverty, housing insecurity, and unemployment, but what are the psychological effects the systems have had on their victims? How do these effects show up in the classroom, in the workplace or in personal lives? What mental health challenges and incorrect thought patterns have resulted from the problematic systems in America, and how do these challenges hinder economic mobility? Answering these questions requires social impact leaders to look beyond the surface, pivot from conventional approaches, and enter the hearts and minds of the people we seek to empower. In doing so, we become better equipped at creating and implementing transformational systems change strategies that lead to economic mobility.

What are Hidden Barriers?

In the pursuit of establishing robust economic mobility pathways through systems change, significant attention and effort has been directed toward external challenges that block economic mobility—those that are visible, familiar, and supported by data. These external challenges include job loss, income inequality, housing insecurities, poverty, and other issues caused by outside environmental, societal, or economic factors. 

Internal challenges, or hidden barriers, are problems that arise from within an individual, and may result from systemic inequalities, discrimination, or biases. These barriers are influenced by personal thoughts, beliefs, behaviors, choices, and actions, and include mental health difficulties, information poverty, glass ceilings, and unconscious self-limiting beliefs. Internal challenges are referenced as hidden barriers because they are invisible, intangible, and implicit, making them unrecognizable, and difficult to detect. Consequently, hidden barriers are often overlooked by social impact leaders as they devise strategies to advance economic mobility. When hidden barriers go untreated, they can have significant and long-last impacts on individuals and communities—perpetuating stereotypes and biases by allowing prejudiced attitudes and discriminatory practices to persist. 

How Hidden Barriers Block Economic Mobility

Hidden barriers play a crucial role in obstructing economic mobility. Racial trauma, for example, is the psychological and emotional distress experienced by individuals due to exposure to racism, discrimination, and racial bias. These negative experiences can lead to anxiety, depression, inferiority, inadequacy, and feelings of helplessness, which limits career aspirations and an individual’s ambition to pursue opportunities that lead to economic stability. The decades of systemic oppression in America have led to internal challenges of distrust and skepticism towards its systems, causing individuals to doubt that any positive outcomes will arise from engaging with them. As a result, individuals may avoid seeking out career or entrepreneurial opportunities in workforce systems that lead to better-paying jobs, avoid educational systems that result in career training and skill development, feel reluctant to engage with financial institutions that lead to investment opportunities and home ownership, and hinder professional network building and mentorship relationships within systems which are essential for accessing career advancement opportunities and economic growth. How can we proactively identify, dismantle, and address hidden barriers within our systems change approaches to ensure they do not hinder economic mobility, and instead, foster a more equitable and inclusive society?

3 Ways for Addressing Hidden Barriers

1. Examine hidden barriers through an empathetic lens to identify actionable steps that eliminate these obstacles and promote economic mobility. By actively listening to the voices of those affected, valuing their perspectives, and engaging in open dialogue to understand the emotional and psychological challenges, social impact leaders can evaluate hidden barriers with empathy, fostering trust and cooperation. This process enables systems change leaders to recognize systemic inequalities and injustices, gain insights, and develop principles for alleviating these barriers. In collaborating with affected community members, leaders can implement these learnings into formal settings, leading to sustainable transformative change.  

2. Revise and adapt systems change strategies with a heightened awareness of hidden barriers. After actionable steps, principles, and themes have been identified, leaders can effectively revise and adapt systems change to ensure that they are relevant and empowering to those affected by problematic systems. Feedback mechanisms are established to continually gather input, enabling ongoing refinement and adaptation based on real-time insights. Emphasizing culturally responsive approaches, strategies should be tailored to respect and incorporate the unique cultural context and values of the communities involved. The approach is flexible and iterative, recognizing that strategies may need adjustments over time due to changing circumstances or evolving needs. In doing so, systems change advocates can develop more targeted and effective strategies to dismantle hidden barriers and create more inclusive and equitable environments that lead to greater programmatic and organizational outcomes.

3. Invest in proximate leaders who understand hidden barriers and can deliver culturally responsive programmatic solutions. Incorporating proximate leaders in the delivery of programmatic solutions is a strategic choice that not only drives positive social impact but also enhances the success and sustainability of systems change efforts. Proximate leaders possess a profound sense of empathy and connection to the challenges faced by those affected by hidden barriers, allowing them to address the root causes of social issues by designing effective aligned interventions that overcome systemic obstacles. Their personal experiences provide invaluable context, ensuring that systems change initiatives are not only well-informed but also culturally sensitive and appropriate. Proximate leaders act as advocates and ambassadors, amplifying the voices of historically marginalized communities and ensuring their needs and concerns are at the forefront of decision-making processes. Empowering and supporting these leaders enables organizations and institutions to harness their unique perspectives and insights, resulting in tailored and impactful systems change approaches that deeply resonate with the communities they serve.

By understanding hidden barriers and their impact on economic mobility, we gain the tools to recognize actionable steps that embrace widespread systems change solutions, emphasizing trust, empathy, inclusion, equity and collaboration—empowering BIPOC learners and workers to overcome systemic barriers to achieve economic mobility.