We Can’t Overlook Equity in our Efforts to Build Trauma Informed Workplaces
Earlier this month, SHRM announced it would be moving away from DEI (Diversity, Equity, and Inclusion) efforts and moving to I&D- Inclusion and Diversity. While SHRM’s stance states equity isn’t going away, rather equity will roll into an aspect of inclusion, many HR leaders are skeptical, myself included.
SHRM also noted that a change was made in response to the polarization of DEI. As someone who leads work in trauma informed workplaces, I am much more interested in calling things what they are and having the hard conversation versus seeking to appease misperceptions with ‘softer’ language.
While I am hopeful SHRM reevaluated its position and the HR community at large continues the important work of building equity in the workplace, I want to pivot our conversation to why equity is important in trauma informed cultures.
What is Equity?
I’m a big believer in starting from a place of shared understanding. So let’s tackle what ‘equity’ is and is not.
Equity refers to fair treatment for all people, so the norms, practices, and policies in place ensure identity is not predictive of opportunities or outcomes. It also considers the historical and sociopolitical factors that affect opportunities and experiences so policies, procedures, and systems can help meet people’s unique needs without one person or group having an unfair advantage over another.
Equity differs from equality in a subtle but important way. While equality assumes all people should be treated the same, equity takes into consideration a person’s unique circumstances, adjusting treatment so that the result is equal.
Why I think some folks might get upset about Equity?
Frustration, anger, and work to combat equity come from common misperceptions. Some of the most common misperceptions include-
Equity Means Equality: As noted above, equality and equity sound similar but are different. It can be easy to mix up these similar words but it is important to be clear on their differences — while equality means treating everyone the same, equity involves recognizing and addressing different needs and circumstances to ensure fair outcomes,
Equity Is Reverse Discrimination: Some people believe equity initiatives disadvantage majority groups. In reality, equity seeks to address historical and systemic barriers that have traditionally penalized certain groups.
Equity Only Benefits Minorities: Equity is often seen as only benefiting racial or ethnic minorities. However, equity practices benefit all individuals by creating a more inclusive and supportive environment that values diverse experiences and perspectives.
Equity Lowers Standards: Another misperception is equity requires lowering standards or compromising quality. Equity involves providing the necessary support and resources to ensure everyone can meet high standards. (FYI- If you hear people referring to someone as a “DEI candidate” this might be the intended implication)
Equity Is Only About Race: While racial equity is a significant aspect, equity also encompasses gender, socioeconomic status, disability, age, sexual orientation, and other identity factors. It addresses any systemic barriers that prevent full participation.
Equity Is a One-Time Effort: Some believe equity can be achieved through a single initiative or short-term effort. True equity requires ongoing commitment, continuous assessment, and iterative improvements to address evolving needs and challenges.
Equity Ignores Individual Merit: There is a misconception that equity overlooks individual effort and merit. Equity aims to ensure everyone has the opportunity to succeed based on their abilities and efforts by removing unfair obstacles.
Equity Is a Zero-Sum Game: Some think promoting equity means gains for one group come at the expense of another. However, creating equitable environments can lead to overall improvements in organizational culture, productivity, and innovation, benefiting everyone.
I also want to add, that I think it’s difficult if not possible for most of us to see the larger picture when it comes to equity, so sometimes, an initial effort towards equity can seem to us like an in-equity because we lack the full context.
The below picture is often used as an example of equity (though there are excellent critiques of why it is not a great example). Using this example, when removing the context of the example- you move from everyone getting one box, to one person getting no boxes and one person getting two. But with the context- we see the reason why.
I offer this as a reminder to check into our gut reactions to equity initiatives that might feel ‘unfair’ or ‘inequitable.’ I also offer it as a way for us to remind ourselves to approach these conversations with empathy as much as possible when someone may be struggling with supporting equity.
Why is Equity an Important Aspect of Trauma Informed Cultures?
We know experiences of trauma and the subsequent impacts of trauma are individual. A single event may be traumatic to one person and not to another. Our lived experiences inform every aspect of our lives, including trauma. At the heart of being trauma informed is understanding the prevalence of trauma and it also shows up in unique ways and each of us may need unique support.
This is in essence equity in action and is why equity is fundamental to trauma informed cultures. Without equity, we are unable to understand the nuance of individual experiences of trauma.
On a larger scale, we also point to cultural, historical, and gender issues as a principle of trauma informed cultures. This principle acknowledges lived experiences, generational trauma, and historical inequities still impact individuals today, and to address these aspects of lived experiences, organizations should have robust and thoughtful diversity, equity, and inclusion (DEI) programs.
There is of course an intersection of the work of trauma informed workplaces and DEI. These organizational priorities should exist independently and interdependently to ensure they are leveraged to address DEI efforts and trauma informed efforts to their fullest.
DEI programs are crucial for building a trauma informed culture as they address the systemic barriers and inequalities that contribute to traumatic experiences. Organizations and the individuals within the organization must be able to move past cultural biases and stereotypes to acknowledge the unique lived experiences of each member of the team.
Gender, cultural, and historical (or generational) experiences influence the experience and perception of trauma. Societal expectations, power dynamics, and cultural norms associated with these factors can contribute to diverse types and intensities of trauma. Some examples include (but are not limited to):
Women often face higher rates of sexual assault and domestic violence, leading to trauma associated with those experiences.
Differing cultural perceptions and expectations on speaking about or addressing traumatic experiences
Racially motivated violence, such as hate crimes or police brutality.
Systemic racism, prejudice, and other acts of hate
Historical trauma resulting from the collective experiences of racism, such as intergenerational trauma passed down through generations including slavery, colonization, genocide, and forced displacement.
Without investing in equity, we cannot reach our goal of trauma informed cultures- it is a key element in recognizing the individual experiences of our teams.