In an earlier blog post, I provide my definition of equity. If you are reading this and would benefit from that background, please start by reading that post here.
"Equity" has become an increasingly used word in organizational goals and plans. However, with that popularity, there is also a risk of some adopting a buzzword for compliance rather than a concept that is an imperative and a tool for liberation. As a buzzword, not only can equity lose its impetus but it can actually foster marginalization. In my definition of equity, I propose that it partly means giving those who have not been historically represented the additional support they need to access all the benefits and opportunities a space (from a single department to society at large) has to offer. If the people who dominate a space have a narrow view of success and if they seek to "help" underrepresented people access opportunities that will still require assimilation rather than full inclusion as people's whole and authentic selves, the idea of equity is being misused.
What are your (personal or organizational) metrics to determine the success of equitable efforts? As you reflect, keep in mind that equity and inclusion should lead to liberation. If success is viewed through a lens of assimilation, equity can become a tool of injustice. We have to be cautious and purposeful in this work so that the tools of social justice are not hijacked, misused, or wielded to advance oppression.
Hasta la liberación,
Dr. Violet Jiménez Sims
Co-owner and Lead Consultant
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