It's Justice Season

Today’s newsletter is a day late because I struggled with what to share with you. That’s unusual for me, as the topic of each biweekly edition typically comes to me clearly. I believe these lessons are needed for the season of justice we are in, and I hope you will take these words to heart.

As those of us in the United States have observed a shift in the presidential ticket, I’ve felt a shift in energy too. Although cultural differences have increasingly heated up over the past few years, the intensity of the pursuit of justice has deepened, with people being more vocal about what they believe and expect from fellow citizens and the government.

Election season is a reminder that justice isn’t just about policies; it’s about the people and decisions behind those policies. It’s about holding leaders accountable for their actions and ensuring that our voices and votes reflect the principles of authentic justice.

This season, as we navigate debates over the future of our nation, let’s also commit to making justice a priority in our daily lives—especially in the workplace.

Lesson 1: Laws, Policies, and Rules Don’t Apply to Everyone—But They May Always Apply to You

One of the harshest realities I’ve learned in my career is that the rules aren’t always fair or consistent. Laws, policies, and guidelines are written as if they apply equally to everyone, but in practice, that’s often far from the truth.

For many people, especially marginalized individuals—whether due to race, gender, disability, or another factor—these rules can feel like invisible shackles, constantly reminding us that we must toe the line as others are allowed to bend or even break those same rules without consequence.

More than once, I’ve seen rules change mid-implementation or bend when someone in an organization realizes that the rule will prevent them from being promoted or achieving a goal.

For people who aren’t golden children at work, the consequences of breaking a rule or even questioning a rule can be severe. We see it in workplaces where one person’s mistake becomes a learning opportunity, while another’s identical error becomes a demotion or a fireable offense.

If you find yourself on the wrong end of a policy that doesn’t apply equally, remain vigilant, aware, and, most importantly, connected to a community that supports and advocates for justice for all.

Lesson 2: The Average Person Is Afraid to Call Out Injustices

Injustices happen every day in workplaces, but why don’t more people speak up?

I believe the answer is fear. People are afraid of repercussions, afraid of being labeled a troublemaker, afraid of losing their jobs. The average person would rather endure an injustice quietly than risk their livelihood by calling it out. But the cost of silence is higher than most people realize.

I often think of my son and what he will face long after I’m gone. My words and actions are seeds for his future. I call out systems and inequities not because I don’t want him to be blindsided at his first job, but because I want him to enjoy his life fully after a workday—not spend it fighting supervisors and questioning spaces that degrade certain employees while idolizing others.

When we choose not to speak up, we implicitly allow injustices to continue. We transfer the onus to future leaders and to people who shouldn’t bear the burden of addressing issues they didn’t create.

Yes, it takes immense courage to stand up and say that current practices aren’t right, but true leadership is about being brave. We must build cultures that encourage speaking up, where whistleblowers are protected, not punished, and where truth-telling is celebrated, not silenced.

Lesson 3: Most People Are More Concerned About Getting a Paycheck Than Addressing Injustices

It’s a sad truth, but many people prioritize their paychecks over addressing injustices they witness. This isn’t necessarily a moral failing; it’s often a matter of survival. People have bills to pay, families to feed, and futures to plan for.

I witnessed this firsthand when a former confidante applied for a position that harmed me greatly when I held it. I wouldn’t have cared as much about her applying for the job if she wasn’t the person I shared the most intimate details of my work harm with over the years. Because of her omission in sharing her decision to apply for the same position that nearly took me out, I had trouble processing how I would remain safe under her leadership if she was hired. I already felt betrayed and violated by her actions. If my friend couldn’t share something as basic as a decision to apply for a position, how could she show up as an equity accomplice or address equity grievances on my behalf in a courageous way?

Some people might say her actions weren’t a big deal, but based on my personal and professional grief, the red flags of her moves waved high.

When I asked why, out of all the jobs in the world, she applied for the toxic one that harmed me so publicly as a Black woman, she professed that she weighed the pros and cons of her decision and had to do what she needed to “for her family.”

I’m still processing that decision and realize that people must move as they see fit in their social justice walks. I realized that our values differed more than I knew at the time. To remain psychologically safe, I distanced myself from her gradually once she didn't earn the position.

It’s better to discover truths that don't align with your values, so we can decide how to build like-minded communities and protect yourself in the process.

Lesson 4: Marginalized People Can Demonstrate White Supremacy as Much as White People

This point is taboo. Without fail, when I mention that not everyone from marginalized communities embraces the same values of social justice, I get a side-eye.

White supremacy isn’t just perpetuated by white people. Most of us have been exposed to images and thoughts about who should be in power and how we must squash aspects of our values to obtain power and favor.

Marginalized individuals can, and often do, perpetuate these systems of oppression when they enter positions to prove they are “good and safe” people. This might be due to internalized beliefs, survival strategies, or the desire to be seen as “fitting in.” But whatever the reason, it’s a reality we must confront if everyone in an organization is to be seen and heard.

Everyone isn’t committed to dismantling oppressive systems, but for those who are, examine your actions and beliefs, ensuring you’re not contributing to the very systems you are fighting against.

Lesson 5: Accountability in Organizations Often Falls Short Due to External and Internal Pressures

One of the most frustrating aspects of seeking justice in organizations is the lack of accountability even when offices are in place. If an act of injustice doesn’t fit neatly into a predefined grievance box, it often gets overlooked.

Accountability becomes a matter of subjective judgment by a few, influenced by internal politics and external pressures. Leaders within the organization may make decisions based on what’s expedient rather than what’s just, while external stakeholders, such as politicians, often drive agendas that have little to do with fairness or equity.

I interviewed directors of various organizational offices in my organization last year—including Ethics and Compliance, Institutional Equity, Human Resources, Diversity and Inclusion, and General Counsel. I aimed to understand how these entities worked together and how justice was operationalized at my university.

While I appreciate the efforts to hold space for these conversations, I was struck by the reactive nature of these offices. If an action occurs outside a prescribed script, there's little in place to address the issue in a way that restores them whether they choose to stay or leave the organization.

This lack of a solid, consistent plan to address harm against marginalized people means that justice is often elusive and isn’t the focus of organizations that weren’t built with marginalized people in mind.

To combat this, we must advocate for clear, fair, and consistent policies that hold everyone accountable for their actions, regardless of their position or influence. We must demand transparency and insist that justice isn’t just a buzzword but a guiding principle that informs every decision within an organization.

That's why I appreciate the advocacy that is occurring with a proposed bill called The Workplace Psychological Safety Act. If passed in states around the U.S., it will hold people in organizations accountable for often deliberate acts to isolate and break workers who demand workplaces embody the equity they profess.

Moving Forward Together

I can’t force anyone in my organization to respond to my emails or address my concerns about persistent injustices I see at work, but I can tell my ~10,000 Stop Playing Diversity? subscribers to beware of spaces more concerned about covering their organization’s legal behinds than restoring people who have been harmed by that organization.

One of my callings is to ensure that people emerge from the workplace whole, bold, and strong. I want someone’s last day to be as joyous as their first day on the job. That's why I share my stories and expose the inner workings of workplace systems.

If you learn nothing else from me, reflect, speak, and act with transparency and authenticity so those who come after you won't have to tear down spaces that are often cloaked in secrecy and oppression.

If you want to learn how I moved to a place of clarity about work, join me for a VIP day . I’ll offer prophetic insights that will move you from angst to liberty. Check out this testimonial from Tiffany Gusbeth to learn what this might look like for you.