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"Often inequities come from systems and structures... This means it's not about you... it's about a system that is privileging some while disadvantaging others, and I'm glad you're here with us in this work."

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Encourage self-advocacy while recognizing the systemic barriers that make advocacy more difficult for some

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Create structures so that there is opportunity for both positive and constructive feedback in ways that are expected

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When folks have a sense of certainty that they will not be ostracized or rejected for speaking up, it positively impacts psychological safety.

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Jumping to "I have a solution" let's try this (this may prevent others from developing their own voice/ideas)

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preventing folks from accessing information/resources that empower them to make informed decisions.

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Asking open-ended questions without attachment to the answers as a coach

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Asking open-ended questions without attachment to the answers as a coach

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Asking reflective questions instead of giving instructions on what to do next

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When leadership is unable to empathize and thinks there is a one size fits all answer

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creating and offering opportunities for growth, promotion pathways and career development

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Having agenda and all links there! Being allowed space to engage with the materials in real time as well as in advance.

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clear framing around objectives for you time with someone and setting realistic expectations

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Asking for input then incorporating some of that input into the next steps.

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They help ser the stage and environment. If and when someone validates an agreement, it's noce to be able to reference which one and have an open dialogue about it.

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Providing positive and authenic affirmations

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Being told you were not the "right fit" for a role even with the right qualifications

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making a promise that is unrealistic, making a promise that you won't keep because you assume someone else won't hold us their end

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Being passed for a promotion

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Inconsistent guidance related to complex policies (e.g. promotion, compensation, etc)

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Intentionally creating opportunities for people to be their authentic selves and to make people feel welcome, valued, seen and heard.

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Noticing somatic responses and asking (open-ended) questions about them. This work is embodied.

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Noticing somatic responses and asking (open-ended) questions about them. This work is embodied.

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When folks know what's expected of them and they co-create accountability measures

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Providing clear and explicit directions and time for clarification and process

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Poor org wide commincation about big changes

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Acknowledging and holding sacred the expertise, wisdom, lived experiences, and truths that every single person comes to each moment with.

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Being left out of conversations to which peers have been included

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Fairness is often framed as everyone having the same opportunity to succeed based on merit, effort, and ability. This ignores historical and systemic barriers (e.g., segregation, redlining, and discrimination) that have prevented marginalized groups from having equal access to resources and opportunities.

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student sharing in a circle while others have side conversations or giggle.

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not recognizing input/previous knowledge because I am a woman, BIPoc, specific cultural affiliation, etc.

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Let people bring their "whole self" into a space by sharing one thing that makes them feel connected to others. (normalize being a person first, a worker second)

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setting clear expectations, transparency about what is and is not negotiable and providing clear rationale for why

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confusing favoritism and fairness

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Providing participants with facts that they can work with to shape inclusive programming around

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Inclusion and belonging where everyone is collaborating and creating together.

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Emphasizing "chain of command" and heirarchy over valuing the wisdom, skills and experiences that each person brings.

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Asking for and receiving feedback frequently and being a model for this AND being vulnerable about the process of working with the emotions that emerge from it.

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Asking for and receiving feedback frequently and being a model for this AND being vulnerable about the process of working with the emotions that emerge from it.

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asking folks how and when they prefer to receive feedback

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when someone frames equality as equity

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Rituals and routines within the coaching relationship that engender safety and trust.

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Rituals and routines within the coaching relationship that engender safety and trust.

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meeting and listening to understand people where they are

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Holding space for human connection at every meeting, class, session, etc. as PART of the work, not separate from the work.

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Eurocentric View: Fairness is seen as individual rights and achievements rather than communal well-being.

Reality: Many non-Western and Indigenous traditions prioritize collective responsibility and community uplift, recognizing that fairness must account for past harms and communal restoration.

Impact: White supremacist ideology often dismisses affirmative action, reparations, and social safety nets as "unfair," because they focus on correcting collective injustices rather than maintaining individual competition.

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When folks in leadership give unsolicited advice, especially about your personal life. Total disconnect! (Maternalism.)

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allowing the people you're working with the see your humanity rather than keep folks at arms length or having a guard up all the time

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Determining what is "fair" based on a white dominant framework rather than inviting people to share fairness from their own perspectives and experiences.

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Practicing the art of insubordination to challenge the systems of hierarchy when they support systems of inequity.

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Practicing the art of insubordination to challenge the systems of hierarchy when they support systems of inequity.

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Not being trusted as a content expert

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showing your work, most decisions won't make everyone happy but if you can provide details on what went into the process and how that decision was connected to values people can understand it and accept it even if they don't personally like it

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Relatedness misconstrued can cultivate inequity. It can often be a code word for assimilation --- to the degree that a person is able to assimilate into a particular culture is the degree to which they may be perceived as relatable.

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I think this lives in Certainty and Relatedness too, but having a community create a set of agreements (with a participatory and equitable process) can help with Fairness - especially when the group practices holding each other to those agreements (even the leader/facilitator) with grace and love.

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Interjecting 'my story' in response to another's, attempting to relate when that may not be what's called for. (I tend to do this so calling myself in. There's a time and place and that's not always.)

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Discuss ideas and don't reference individuals who posed the idea (shift the language to stay on the idea)