When we talk about equity, the conversation often centers around emotions—belonging, inclusion, and the sense of being seen and valued. And while these are crucial elements, equity work is also deeply practical. It’s about the systems we build that allow everyone to show up, contribute, thrive and feel valued.
Equity isn’t just a set of ideals or abstract principles. It’s about creating structures that allow people to do their best work. These structures provide a foundation where equity can become part of the day-to-day reality, not just an aspirational goal.
Equity Requires Systems
One of the biggest misconceptions about equity is that everyone will feel a sense of belonging at all times. Belonging is a feeling and just like any feeling, it will ebb and flow. Equity is a value that requires consistent behaviors, and because we’re human, we won’t always act with consistency.
Equity is practical because it creates systems that support consistency.
These are systems where everyone knows what to expect and feels empowered to engage fully. They provide clarity and stability, removing the burden from individuals who would otherwise have to advocate for themselves in an unpredictable environment. Simple systems—like routine one-on-ones to check in on workload, expectations, and support—remove that weight. They give people a predictable space where their needs can be addressed without them having to constantly fight for attention.
Consistency in systems provides a foundation for equity, but it’s essential to balance this with flexibility. A truly effective system recognizes that people have diverse needs, work styles, and preferences. This flexibility allows structures to adapt to individual or team dynamics, preventing anyone from feeling confined by a rigid framework. Leaders who prioritize flexibility within systems signal that equity is not only about a uniform approach but also about honoring the unique contributions and needs of each person.
This is equity in practice. It’s about building structures that allow everyone to feel seen, heard, and valued—consistently.
Moving from Feeling to Action
A common challenge for leaders is recognizing that while belonging and inclusion are essential, they cannot be the end goal. Belonging requires that everyone decides to opt in. Equitable systems give employees the capacity to make the decision, over and over, to engage. They also give leaders a clear and consistent measure of an employee’s demonstration of progress toward performance expectations.
In many organizations, the lack of these systems can create an environment where only the most outspoken or confident individuals thrive. Others may hesitate to bring forward their concerns or ideas, not because they don’t care, but because there’s no clear structure in place for doing so.
This work can be as straightforward as creating clear, regular processes for feedback, decision-making, and communication. Systems don’t have to be complicated to be effective—they just have to be consistent.
If you or your employees are feeling frustrated, it’s a good sign you need a system.
When we build these systems, we send a clear message: You can belong here. Your contributions matter, and we have created a space where you can bring your skills, ideas, and unique perspective to the table.
Equity is Built in the Details
Equity is built in the day-to-day details and practices—the systems we create that allow people to show up alongside the fear of being overlooked or excluded. These systems help to make belonging a practical reality.
Ultimately, equity is about what we do. It’s about creating practical, sustainable systems that make belonging a consistent part of the workplace experience.
The Practical Path to Equity
Leaders often ask, “How can we move from talking about equity to truly living it?” The answer lies in the systems we build. Equity isn’t a one-time fix or a quick initiative. It’s a series of practical, ongoing commitments that make consistency, clarity and trust part of the organizational fabric.
As you reflect on your team or your organization, consider: What small systems can you put in place today? How can you create structures that ensure people don’t just feel included but are supported and empowered in practical ways?
We’d love to partner with you to build human-centered systems.