Who are “they”? And who are “we”?

At the heart of every lasting social transformation lies a simple but often misunderstood principle: the people most affected by a problem must be at the center of its solution. This idea is captured in the phrase, “True change comes when they lead, and we support.” But to fully understand its meaning, we must first ask—who are “they,” and who are “we”?

Who Are “They”?

“They” are the individuals and communities who have historically been marginalized, excluded, or underserved. They are people facing systemic barriers due to poverty, race, gender, disability, geography, or other structural inequalities. They are not defined by weakness, but by resilience—people who have deep, lived knowledge of their own challenges.

Too often, these communities are treated as passive recipients of aid rather than active agents of change. Yet they are the ones who best understand their needs, their culture, and the solutions that will actually work in their context.

Who Are “We”?

“We” refers to those in positions of relative privilege, access, or power—whether individuals, organizations, institutions, or governments. “We” often have access to resources such as funding, education, networks, or influence.

The traditional model has often positioned “we” as decision-makers and problem-solvers, designing interventions for others. But this approach, while sometimes well-intentioned, can overlook local knowledge, reinforce dependency, and even perpetuate inequality.

The Shift: From Doing For to Partnering With

True empowerment requires a shift in mindset: from doing for to working with. Instead of imposing solutions, the role of “we” becomes one of partnership—supporting “they” in leading their own change.

This means:

• Listening first rather than assuming
• Co-creating solutions rather than prescribing them
• Respecting local knowledge as expertise
• Sharing power instead of holding it

When marginalized communities lead, solutions are more relevant, sustainable, and impactful. Ownership fosters accountability, pride, and long-term success.

What Does Support Look Like?

Supporting does not mean stepping back entirely—it means stepping into a different role. “We” still play a crucial part by helping remove barriers and expanding opportunities. This includes:

• Providing resources: Access to funding, tools, technology, and infrastructure
• Building capacity: Education, training, and mentorship to strengthen skills and leadership
• Opening doors: Connecting communities to networks, markets, and decision-making spaces
• Advocating for equity: Challenging systems and policies that create or maintain inequality

The goal is not dependency, but independence. Not control, but collaboration.

Why This Approach Matters

Efforts that ignore community leadership often fail to create lasting change. Projects may collapse once external support is withdrawn, or they may never fully take root because they were not shaped by those they intended to help.

In contrast, when communities lead:

• Solutions are culturally relevant
• Outcomes are more sustainable
• People gain confidence and agency
• Change becomes self-sustaining

Empowerment is not just about improving conditions—it’s about restoring dignity and control over one’s own future.

A New Definition of Impact

Success should not be measured by how much “we” have done, but by how effectively “they” are able to continue without us. The ultimate goal is to become unnecessary—not because the work is finished, but because leadership has been successfully transferred.

Conclusion

“True change comes when they lead, and we support” is more than a slogan—it is a call to rethink how we approach social progress. It challenges us to examine power, to value lived experience, and to act with humility.

“They” are not waiting to be saved. They are ready to lead.
“We” are not the heroes of the story—we are partners in it.

And when that partnership is built on respect, trust, and shared purpose, real and lasting change becomes possible.