Becoming equity-conscious does not have to be complex. Here's what you should know.

There’s so much injustice in the world–from the past, in the present, and the injustices you want to eliminate for future generations. How can one person stay on top of all the information and best practices?

Well, the good news is you don’t have to. 

You do not have to become a perfect and all-knowing Equity Angel to be an effective Equity Warrior. You just have to make a commitment to learn, to act, and to continue on when the work gets tough.

Move forward with these 3 mentalities for both your personal equity journey and your company’s–and you’ll be influencing change in no time.

Perfection is Not the Goal–Growth is

In Your Life

This work is a lifelong commitment, and just like in life, no one is going to be perfect. You will make mistakes and discover gaps in your knowledge. Accept those mistakes as invitations from life to make improvements.

And the goal post moves on what can feel like a daily basis. Failure is inevitable. Don’t let the fear of that stop you from doing your part. This may sound bad, but…give up on the idea that you’re ever going to catch up. It will take the pressure off of you so that you can take action on items that are in your circle of influence and actually be more effective. 

In Your Company

Because your company won’t be perfect either, DEI initiatives need to be measured, tracked, and analyzed for further improvement. Typical metrics to pay attention to include:

• The percentage of underrepresented groups of employees from the overall number of employees
• The number of diverse referrals
• The “ranked method” metrics in which employees agree or disagree with predefined statements like “My company offers enough career opportunities for employees of color.” 

These points of data will help you identify where your company needs to grow.

Take Action When Problems Arise

In Your Life

Sometimes we learn more from our mistakes than we do when everything runs according to plan. Like I said before, you’re going to mess up. What matters is how you handle those bumps in the road. Reflect on your motivations. Think about where you may have blindspots in your perception and holes in your knowledge. Consider how your actions affected everyone around you and those who weren’t even there. Own your mistakes. Give a genuine apology, but don’t expect anything in return. And prove that your apology was real by changing your actions moving forward.

In Your Company

Progress requires accountability. Regardless of how many DEI practices we introduce to the workplace, little lasting change will take place unless employees and leadership are obligated to take meaningful action in the environments they’re cultivating when problems arise. 

Accountability measures may include:  

• Regular employee reviews of leadership
• Readily available anonymous reporting systems
• Objective systems for dealing with problematic behavior from all stakeholders
• Identifying clear repercussions if reported behavior fails to change

Such measures create real accountability by identifying problems, educating those who perpetrate them, and changing behaviors. This is imperative to an effective long-term strategy so that everyone in the company knows that your equity initiatives are more than lip service and everyone continues to learn along the way.

Employ External Supports 

In Your Life

Learning about discrimination and discovering your role in equitable action is a big task, but you don’t have to do it alone. This is both an individual and a collective journey. You may be in a different place in the learning than other people, but we’re all helping each other move toward the same destination. Take the first step in understanding yourself by taking the Equity Warrior Archetype Quiz to get a sense of how you can use your own personal strengths to contribute to the cause.

In Your Company

While many large organizations now embed in-house DEI professionals, adequate support and resources to spark meaningful change may not be at their fingertips. Especially when DEI endeavors are in the infant stage of development, the work is challenging, making the current turnover rate for Chief Diversity Officers (CDOs) less than two years. These CDOs may feel the weight of the world on their shoulders, and companies can provide relief by outsourcing some of the work by calling on the knowledge, skills, and expertise of external consultants. This will revitalize your CDO by giving them support, refreshing their bank of strategies, and even allowing opportunities for self-care.

Becoming equity-conscious is not a sudden enlightenment that people experience–it’s an ongoing practice. When it comes to your own life and your company’s initiatives, it’s more about the journey than the destination. The more we evolve and the more we learn, the better we can be.

To increase your own awareness and build your community of support, join The Solution Co.’s Equity Impact Hub.