It’s true that “management” is often associated with exploitative, top-down models rooted in capitalist traditions. However, applying the same rigor and organisation historically used for oppressive systems can help dismantle those very systems. The industrial revolution and subsequent decades solidified power structures through disciplined management practices. We are taking a page from that playbook—reimagining “management” as a tool for equity, justice, and sustainability—and to harness resourcing, structure, and oversight to achieve positive, systemic change.
In this sense, “management” becomes a tool for resilience and accountability. It acknowledges that progress doesn’t happen by accident. Instead, it requires the same deliberate planning, resource alignment, and ongoing monitoring that oppressive systems have relied on for longevity.
Anti-oppression management consultancy provides a framework to ensure that good intentions become tangible, measurable outcomes that endure over time. instead of vague commitments to “be more inclusive,” they should outline specific, measurable goals—such as increasing representation in leadership roles, revising hiring practices, or addressing pay disparities.