COMMITTEES Professional Development
SCHOOL NUTRITION ASSOCIATION ARTICLE RE-SHARE
who dropped out of high school, but all have worked in your operation for a decade. Do you see inequities in career opportunities that are available to these equally talented and loyal employees? Or consider the different circumstances of two part-time employees: one who has taken this job to ease her way back into the workforce with a family-friendly schedule after being a married, stay-at-home parent and the single parent who needs this job—plus other part-time employment in the evenings—in order to make ends meet. How are these situations considered when it comes to the operation’s expectations—or opportunities—for these employees to work extra hours? When it comes to considerations of equity, “There’s a huge spectrum there,” Boney says. “Recognize that not everybody comes to the table with the same resources and in the same situation.” Recognizing and acknowledging those inequities rarely comes without some mindful reflection. “You have to put yourself into a situation where your worldview is kind of shaken up,” Anand clarifies. “Often this happens when a person is put into a situation where they are a minority or when stories are shared with them, and then they really listen.” She points to the murder of George Floyd in 2020. While it was the latest in a long string of well-publicized deaths at the hands of the police, witnessing it via a video recording that was excruciating in its real-time capture of the event made issues of racial inequities in law and justice either impossible to ignore and/or the last straw. “Now you have all these allies who have gone through this disruptive experience together. It’s that kind of thing that wakes people up sometimes,” says Anand. Equity IN THE WORKPLACE Once there’s an understanding that differences in equity exist, an organization can begin developing and implement- ing policies and practices that help to level the playing field. “Ultimately, if you really want to be someone who is authentic in how you’re showing up in the workplace as an inclusive leader who believes in equity, you have to really internalize this stuff,” Anand affirms. “You have to be aware of your biases and then work intentionally to address them.” But it’s one thing to address your personal biases in terms of how you interact in a department meeting, a team-building activity or personnel management; it’s quite another to address inequities that are deeply rooted in
Of course, providing equity in the workplace—part of the DEI (Diversity, Equity, Inclusion) trifecta—is generally more complex than providing an array of tools and appropriate physical accommodations to allow all employees to accom- plish tasks. “Equity really refers to eliminating the systemic barriers that inhibit a person’s full participation and equal access to opportunities,” says DEI expert Dr. Rohini Anand, author of Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations. The concept of equity isn’t easy to fully grasp, and it’s often misunderstood. However, as you continue your efforts to increase diversity and encourage inclusivity among your team members, it’s critical that you don’t overlook the importance of fostering equity, as well. PUTTING THE E IN DEI For Anand, the DEI acronym is very appropriately arranged—reinforcing the position that equity is a linchpin connecting diversity and inclusion. “When I define diversity, it’s a demographic mix of people, including those from marginalized and underrepresented groups,” she explains, adding that equity is the process of eliminating the barriers that inhibit participation and equal access among any and all of those groups. “ Inclusion is the culture where people can participate because those barriers have been removed. The outcome of this is where employees experience a sense of belonging and [a belief that] their uniqueness is embraced.” There isn’t just one type of equity, however, and this is very important to keep in mind, says leadership and DEI coach Mariama Boney, LMSW, CAE, CPEC. There’s racial equity, of course, but also gender equity, educational equity and socioeconomic equity, to name a few. “Equity has dimensions. How you respond in the practices that you align depends on the dimension of equity that you’re trying to address,” she shares.” But what does that actually mean ? Begin by raising your awareness of where inequities exist in your workplace. Consider the perspectives of those who are in a minority in different areas. For example, perhaps your team is composed of eight women and one man. Are there practices and defaults that need to be addressed to provide improved gender equity? (Take a hard look at your internal use of the term “lunch lady” as a start.) Or maybe your team has three college graduates, one whose formal education stopped after high school and two
the Playing Field
IMAGINE THIS: Canned peaches are on the menu this afternoon, so Jane and Darla need to pull cans from the storage room. These are stored on a shelf that’s about 6 1 / 2 feet off the ground, however, and neither Jane nor Darla can reach them without assistance. But no matter, everyone has a step stool available that boosts them up about 1 foot. This works just fine for Jane, who’s 5’7" and can now easily reach the canned fruit. Darla, however, is just 5’2", and despite the extra height from the step stool, she still can’t retrieve the cans in a safe manner. This commonplace school kitchen scenario, which is probably familiar to anyone who’s vertically challenged, is a fitting allegory for the concept of equality versus equity . Jane and Darla both have access to a 1-foot step stool—that’s equality. However, to make things equitable —that is, to allow both women to achieve the same positive outcome—Darla needs a different resource. She needs a 2-foot step stool.
The tools needed to achieve success aren’t one-size-fits-all. Fostering equity in the workplace means that people sometimes need different resources in order to reach the same postive outcomes.
YOU HAVE TO PUT YOURSELF INTO A SITUATION WHERE YOUR WORLD VIEW IS KIND OF SHAKEN UP . “ ”
BY KELSEY CASSELBURY
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