The purpose of our work was to explore the job demands-resources model of engagement through the critical lenses of privilege and power.This deconstruction of the privilege and power of employee engagement was focused toward exploring four principal questions: Who (a) controls the context of work? (b) determines the experience of engagement? (c) defines the value of engagement? and (d)benefits from high levels of engagement? We conclude that organizations and employees both benefit from the outcomes associated with the heightened experience of employee engagement.We maintain,however,that the organization is uniquely positioned to influence systems of power and privilege that ultimately enable the conditions for engagement to flourish.Organizations desiring high levels of engagement have an obligation to confront manifestations of privilege such as unequal states of power, access,status,credibility,and normality.