The Dissertation I never wrote

"A Study in Whiteness" - how do white therapist view the world from within their own ethnicity?

Themes
Social ranking occurs in all societies.  It happens subconsciously.  Children aged three and above are aware of the rank they and their family occupy. Ranking is a dynamic process, sometimes overt (as in apartheid South Africa), often covert, as in the rank observed by 'beauty'.  Although assuredly denied, television has a beauty filter.

Burnham's Social GRACES identify the breadth of dimensions that can be considered.
Gender, race, religion, ability, age, culture, class, ethnicity, sexuality.

Most parameters are fixed.  Some change naturally such as age.

People in a higher rank tend to find it harder to 'see' the rank of those beneath them, and minimise their own power.  The rank above is conversely visible and often inflated by those below.

I am interested to hear about how white therapists understand their own power and rank, not only working with families of different ethnicity, but also with the same ethnicity.  This is the theory of the lens; a filter, that affects the way the world is seen and impinges on assumptions, beliefs, and communication. Also on the sense of security in the relationship.

'Positive Discrimination'
Power cycles are seen to perpetuate the status quo.  If I subconsciously think that a male doctor is superior to a female doctor, this is felt as an anxiety. 'Will the male doctor be more knowledgeable than the female doctor?' If the female doctor does something wrong, this confirms my fear.  If a male doctor does something wrong, it was my bad luck to see this individual.  My beliefs in the establish rank persist.  If all the doctors in my practice are female, I am not able to make this comparison. The same interaction occurs with politicians, and clergy.  If the black vicar gives a bad sermon, that is because they have been put in a job they are not up to, but I forget how many appalling sermons I have heard given by white men.

If people are selected for jobs on the basis of their race, rather than their ability, this is racist just as much as if they are ignored because of their race.  Again, it is the system that is at fault here, not the individual.  The balance of power, and therefore responsibility, lies with the system, not the applicant.

However, for the status quo to change, we must change some of the variables, hence creating 'women only' short lists.  But how much do we want to change in the first place, or do we actually prefer the status quo?