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Everyone is “aware” - we all “know.” Over the last several years, society has been a part of a shared experience of becoming more “aware” - of racism, discrimination, misogyny and sexism, homophobia and transphobia, classism - the gamut of destructive ideologies. And as well-intended and necessary as awareness is, it’s been used so much, or overly prioritized with nothing supporting it, that it’s almost exhausted its meaning.

Cultural awareness is a fantastic first start…in 1995. We are in 2022, a time when basic understanding is not a special feat, and certainly not optional. We are constantly being fed with information that should be making us curious, incentivizing action. In contemporary workplaces, the expectation is even higher. Today’s workforce is demanding a new level of activism from their employers. They expect champions. Being a champion is exactly that, shifting from awareness and even a deep sense of care...

I’ve been doing work related to equity, diversity, and inclusion for nearly 30 years. I’ve seen the ebb and flow of interest and commitment by people in leadership roles, across organizations, and industries. The rationale has typically fallen into one of two categories: 1. “Our priorities have shifted. We have to focus on the immediate crisis at hand.” or 2. “We tried. We hired a person but didn’t get the results we expected.” As in the past, it may be tempting to table EDI “for now”, at least until after we get past Covid-19 and all its implications. I’m advocating here for exactly the opposite stance. Perhaps it's self-serving because I’ve spent my career educating and trying to advance EDI. I am a Black woman raising a Black son. So, I am not surprised but horrified by the disproportionate rates of Covid illness and death in Black and brown communities and where atrocities like the killing of Ahmaud Arbery...