Community groups and organizations of all sizes have many responsibilities and challenges to manage successfully. Amidst all of the demands, equity in the workplace is becoming more of an expectation for employees of all backgrounds. That said, most employers don’t have an established track record in the area, resulting in reactive decisions and short-lived initiatives. One way to make our good intentions stick, is to get real about what we are doing in the first place.
Be very clear from the beginning about who equity efforts are intended to impact. Who is benefitting from the moves being made? A warning sign that only surface level efforts are taking place is when changes are fast and easy to implement. Though there are quick wins to be had, equity is a long-term commitment. Performative allyship doesn’t impact significant change, because it’s simply about making the performer look better, rather than making actually become better.
Leadership must have a shared understanding of the influence of power in the workplace. Though treated like an invisible afterthought, the patterns of who gets what uphold systems that can be for the better, or for worse. In addition, leaders must be willing to make necessary shifts. Projects, assignments, accolades nor promotions should be limited to a small or elite group only. Dynamics of decisions and transparency of information must be accessible to everyone.
Arguably the most critical is accountability. Start by reviewing what is being measured. Is there a goal everyone is working towards? If not, identify what social problem you aim to solve, and how your workplace can make contributions to the solution. Once a goal is set, if you really want to make an impact set the bar high. Create a culture of support by holding each other accountable through open and direct communication.
Making spaces we occupy more equitable is more than a trend. In order to make a difference, you have to get real. Know what you want to change, and why. Know who is impacted and how. Finally know where you will make changes, and when you plan to make your milestone. Without a deep understanding of those things we risk creating a facade of something better, instead of something real.
Call to action
Be prepared to fail forward, undoing inequity is hard work and that’s ok.
Identify why you are making changes, so you have a guiding star.
Make every action about doing better, not simply looking better.