Some organizations operating at large scale and in adaptive, complex environments have found that the key to doing this efficiently is to implement a system based on self-management, distributed leadership, and peer relationships, with little or no need for hierarchy. Key to this approach is the underlying assumption that involving people with practices based on trust and mutual accountability will result in returned trust and responsible behavior: give people responsibility, and they will act responsibly. Power in these organizations is not a zero-sum game, but by design a shared resource — everyone is powerful and no one is powerless. The model of many traditional organizations is not based on trust but on fear — a fear, which is built into structures and practices that create and require hierarchy and power imbalances to create control. Resignation and resentment among those without power is more often than not a direct result of this approach and a common issue in many organizations, including parts of the current Wikimedia Movement.
The way our communities in Wikimedia projects have self-organized over the years should reinforce us in the basic belief about human nature, that trust breeds trust, and enable us to expand and foster this culture for all parts of our Movement. Therefore, we, as a Movement need to co-create an interlocking set of structures and practices tailored to specific cultural and local requirements, which enable us to translate this basic assumption of human nature into all our daily proceedings.
Participatory decision-making in all relevant areas. The right decision-making process is key for driving equity. To achieve knowledge equity, we need to design an equitable decision-making process. Participatory decision-making and self-determination can balance power more equitably in the Movement and diversify leadership.
However, without addressing privileges and barriers to participation, we will not be able to drive real change. Mere access to participate in decision-making does not ensure equity, so a deliberate attempt must be made to ensure all voices have a clear role in our decision-making processes in order to realize our mission. Equity in this sense is about opportunities (e.g., access to systems, languages, and resources), power (e.g., ability to make decisions, ability to change culture), supporting capacity to participate, and actual outcomes.