40 Ways to Make America More Equitable

When I was younger, my parents used to take my two brothers and me to an amusement park every summer. As the oldest of three, I would always have to sit on “the hump”—the middle seat. After three hours of driving, my parents would always ask, “Wasn’t that a great ride?” It was then that I realized that two things can be true at the same time: we can ride in the same car and still experience that ride very differently. In the front, my parents had space to move and stretch out their legs, while my brothers and I were constantly trying, and failing, to get comfortable.

Thinking about those rides reminds me of the workplace. Many of us may work for the same company or organization but experience that workplace very differently. While one employee may never suffer from discrimination, another may endure microaggressions several times a day. Those in the dominant group might find that they have access, agency and sponsorship, never understanding what it’s like for people in the minority, who may feel singled out as the “only” ones or notice that they are treated differently than their co-workers. To make an organization work for everyone, all employees have to take a hard look at where they sit in the hierarchy, how they benefit and how they can make the environment comfortable and equitable for their co-workers.

The first step is hiring more thoughtfully—which means more employees from underrepresented backgrounds at all levels of the company. Studies show companies with diverse and inclusive cultures outperform organizations that do not invest in diversity. The next is assessing your privilege. If you have power, how could you leverage it to help someone who might sit in a different position? If you are a manager, what would you learn if, instead of focusing on your “go-to” people (often the ones who remind us of ourselves), you asked everyone on your team, “What do you need from me to do the best work of your career while you’re here?”

Equity takes intentionality. It also takes courage. Giving employees a psychologically safe space to articulate how they might be experiencing the workplace, without fear of blowback or dismissal, requires willingness to have difficult conversations and active listening. This is how you build stronger workplace relationships.

Creating an equitable workplace shouldn’t be the job of the chief diversity officer, but truly of all employees, because success is not a solo sport. It’s no longer acceptable to disregard experiences or concerns if they don’t align with ours. Each of our job descriptions should entail authentically engaging, listening and enhancing the workplace for everyone, regardless of race, gender or identity. —Minda Harts, founder and CEO of the Memo

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