Culture is the backbone of any social justice effort. It includes values, norms, and practices. These guide the ways people interact in organizations. It shapes how people relate to each other and the communities they serve. The anchors of social justice spaces are:

• equity
• inclusivity
• shared leadership

Healthy organizational cultures amplify everyone’s voices. This is especially true for those with marginalized identities.

An effective culture values and empowers its members. It encourages transparency and open communication. It allows honest discussions about challenges and strategies. This is important in social justice organizations. The work involves challenging systems of oppression. Difficult conversations are necessary in these spaces. Black, feminist scholar, bell hooks, spoke on this. She said:

“Honesty and openness is always the foundation of insightful dialogue.”

The culture must support and protect those who speak out. It must ensure that all voices get respect and consideration.

Organizations must focus on inclusivity. Inclusivity is essential to a culture with social justice goals. It’s not an ideal. It’s a daily practice. This means creating belonging for people from diverse backgrounds. It encourages participation. It also means always reflecting on and challenging the organization’s own practices. We don’t want to replicate the injustices we seek to dismantle.

How Culture Shapes Movement Building

The culture of an organization impacts its ability to build and sustain movements. It can drive movement building. It fosters unity, purpose, and resilience. Members are more likely to stay engaged when they feel supported. Members remain committed to the cause, even in the face of setbacks, when they share values.

Community and shared purpose sustained the Civil Rights movement. Even through its most challenging times. Dr. Martin Luther King Jr. led the Southern Christian Leadership Conference. He emphasized nonviolent resistance and mutual support. This created a culture that was resilient and adaptive to changing needs.

Yet a toxic or ill-defined culture can derail movement building. Organizations risk fracturing from within. Especially when they fail to address internal conflicts. Or when organizations lack a clear and inclusive vision. Members become disengaged. This weakens the movement. Organizational psychology research supports this. Teams with high levels of trust and psychological safety innovate and succeed more. Members must feel safe to take risks and express their ideas.

Building a strong movement is not easy. Social justice organizations must focus on three things:

• creating a culture of trust
• collaboration
• shared leadership

This involves listening to all members. Leaders must especially listen to those who are marginalized. Everyone must have an appropriate role in decision-making processes.

Voices from Black, Indigenous, and Leaders of Color

We can look to the writings and teachings of Black, Indigenous, and leaders of color. These are people who’ve long advocated for social justice. These thinkers provide invaluable insights. They examine how culture shapes the effectiveness of movements. Audre Lorde emphasized intersectionality in social justice work. She urged organizations to recognize diverse experiences. She says:

“There is no such thing as a single-issue struggle because we do not live single-issue lives.”

Organizational culture must be skilled in understanding:

• identities
• experiences
• our struggles are related

Indigenous scholar-activist, Winona LaDuke, spoke to the importance of cultural resilience. She highlights the role of Indigenous traditions and knowledge. This wisdom can long sustain movements. She stresses that culture isn’t only about practices within an organization. It’s also about the broader connection to community and heritage. That the strength of a movement lies in its cultural roots. Winona LaDuke says:

“We are the people who live in the places you cannot take.”

bell hooks has written about the role of love and care. Both are necessary in building strong, supportive communities. She argues that a culture of care is essential. It’s what nurtures emotional and spiritual well-being. hooks writes:

“Love is an action, never simply a feeling.”

She points to the need for a culture that supports the growth and healing of its members.

Building a Positive Culture for Effective Movements

A strong organizational culture is crucial to building movements.

Here are some ways organizations can build such a culture.

Foster Inclusivity

Make sure a team values all voices. Particularly those from marginalized communities. You can achieve this by:

• creating brave spaces for dialogue
• seeking diverse perspectives often
• inviting dissent early
• involving everyone in decision-making

Promote Transparency

Openly discuss goals, challenges, and decision-making processes. This builds trust within the organization. Share how the team distributes power. Make the invisible, visible. This allows members to feel more connected to the mission. Then there’s greater investment in the movement.

Focus on Psychological Safety

Create an environment where members feel safe. Allow them to express their ideas and take risks without fear. Psychological safety is critical. It encourages innovation and a healthy organizational culture.

Practice Self-Care and Community Care

Recognize the emotional toll of social justice work. Focus on the well-being of all members. Encourage practices for mental and emotional health. This can include:

• regular check-ins
• wellness programs
• opportunities for rest and reflection

Conclusion

The culture of an organization is powerful. It can propel a movement forward. Or it can hold it back. The stakes are high in social justice spaces. The work is challenging. A strong organizational culture builds and sustains effective movements. Social justice organizations can create a supportive environment. One that allows members to thrive and their movements to grow. As long as they foster these principles:

• inclusivity
• transparency
• shared leadership
• psychological safety

The success of social justice movements depends on more than strategy. It also depends on the cultures they cultivate. It’s vital to center the voices of Black, Indigenous, and leaders of color. Teams must integrate insights from organizational psychology. Social justice organizations can build cultures that are resilient and transformative. Together, we can create movements grounded in love, care, and a deep commitment to justice.