Former Middle School Teacher, Mariah Najmuddin, shares her tips on how to promote equity in every workplace.

As a former teacher, my lens for equality and equity has always been through education. Every decision I made in the classroom was rooted in fairness and impartiality—or that was the goal. Questions like “Do they really need a referral for this?” or “Did the instructions set that student up for success?” riddled my mind constantly, as I examined the impact of my decisions.

Now, after seven years I am transitioning to a new field with a new title completely outside of education. But as I pivot from educator to communicator (I work in comms now), I’m reminded of when I first learned the difference between equity and equality. 

Let’s flashback to 2015. 

I was a first-year teacher and fresh out of college. It was a hot mess. My classroom management was non-existent, and I struggled discerning between what I thought was right and what I’d been told was right. At the same time the “Stay Mad Abby” hashtag had taken Twitter by storm. It would inevitably serve as not just a lesson for Abby, but a lesson for me, too.

If you’re unfamiliar with #StayMadAbby, it centers around a landmark supreme court case, a touchy policy position, and the great state of Texas.  #StayMadAbby came about after Abigail Fisher (the aforementioned Abby) sued The University of Texas for racial discrimination. Fisher had been rejected from UT and she claimed the school’s affirmative action policy was wrongfully admitting less qualified students of color over white students, specifically her.

Let’s unpack that.

Ms. Fisher, a white woman who had already gone on to receive a degree from another school, was suing one of the highest-ranked public universities in the country because she believed less qualified Black and brown students had been wrongfully accepted in her place.

This was an issue of equality. 

Fisher’s lawyers argued that if the playing field was truly equal then she would have been admitted on her own merits. They contended that by factoring race into the admissions formula, UT’s affirmative action policy discriminated against white students who were more academically qualified.

While there are several flaws with this logic—like the fact that affirmative action typically favors white women, and that Fisher was an average applicant to an above-average school—the biggest issue is that affirmative action is not about equalizing the playing field, it’s about equity.  

In the simplest of terms, equality is giving everyone the same thing no matter what while equity takes into consideration things like race, gender, and socioeconomics.

While affirmative action is a clear step towards equity, it is not the only one. As professionals, we must recognize that equity is not solely the responsibility of the HR director or even our boss. Equity is our collective responsibility, and it is much more than diversity in hiring. It boils down to intentionality. 

Whether it is a middle school classroom, a college admissions board, or just another day at the office, equity must be at the forefront of our decision-making and play a key role in developing professional relationships. 

So, in true teacher fashion, I have three tips to help you personally promote equity at work no matter your job title and no matter your job function. 

1.) Get to know others

This might sound basic, but there isn’t a one-size-fits-all approach when it comes to working on a team. If the pandemic has taught us anything it’s that not everyone’s work experience is the same. By getting to know the people around us we can create opportunities for equity by being flexible for their needs and flexible with our asks. We may not all need the same thing, but we all need something. 

2.) Monitor your airtime 

While equity of voice is not a new idea, we should all strive to intentionally monitor when and how we speak up. For some of us (myself included) monitoring our airtime means standing back so that others can be heard. However, in many cases it can mean using your voice to speak up for others. Self-awareness is a hard, but important soft skill, and taking the time to ask ourselves “what value am I adding by saying this right now?” can go a long way in creating equity of voice.

3.) Open yourself up to feedback
How we perceive things is not a universal truth. We can be wrong, there can be a more efficient way to do something, and there’s always room to grow. Embrace that mindset. When we’re receptive to feedback, we foster trust with our peers. Equity can only emerge if the people around us feel safe. It doesn’t mean that you have to agree with the feedback or even respond, but it does mean that you value what others have to say and that you’re willing to create a seat at the table for them to be heard. 

This by no means is an exhaustive list, but it can be a start. Every decision we make should be rooted in equity and intentionality.

As I think back to 2015 and all of the mistakes I made as a first-year teacher, I cringe. While I may not have taken my fight for equality to the supreme court like Abigail Fisher, I definitely didn’t understand that equality falls short of a truly inclusive environment. Equity must always be the goal.

I may cringe at my first-year teacher hot mess, but I’m thankful for the growth and the journey. As I begin this next professional chapter, I’m hopeful that I can use my experience as a former teacher to be a champion for equity in the workplace.