Building Workplace Equity: From Awareness to Action
This comprehensive package provides everything needed to deliver an impactful learning experience on transportation equity and algorithmic bias. Navigate through the three integrated sections using the tabs below, or download the complete document.
Section 1: Facilitator Guide
Complete guidance for delivering an effective learning session
Overall Learning Objectives
Participants will be able to identify at least three forms of workplace inequity and explain their impact on team performance and employee wellbeing
Participants will demonstrate the ability to apply equity-centered frameworks to evaluate current organizational practices and decision-making processes
Participants will create a personal action plan with specific, measurable steps to promote equity within their sphere of influence
Participants will articulate the business case for equity and respond effectively to common objections or resistance
Session Overview & Timing
Total Duration: 75-90 minutes
Welcome and Pre-Assessment
5-7 minutesSet the stage, establish psychological safety, collect baseline understanding
Understanding Equity Fundamentals
15-20 minutesSlides 1-3: Define key concepts, distinguish equity from equality, present the equity continuum
Recognizing Inequity in Practice
20-25 minutesSlides 4-6: Case studies, pattern recognition, systemic analysis activities
Tools and Strategies for Change
20-25 minutesSlides 7-8: Practical frameworks, action planning, addressing resistance
Commitment and Next Steps
10-15 minutesSlide 9: Personal commitments, accountability structures, closing reflection
Buffer Time
5-8 minutesFor extended discussions or technical issues
Key Discussion Prompts
opening section
- Think of a time when you witnessed or experienced something that felt unfair at work. What made it feel that way?
- What comes to mind when you hear the word 'equity'? How is it different from 'fairness' or 'equality'?
- Why might equity work sometimes face resistance in organizations?
middle section
- Looking at this case study, what systemic factors might be contributing to the outcome?
- Who benefits from the current system? Who is disadvantaged? What would need to change?
- Can you identify a similar pattern in your own workplace or team?
action planning section
- What is one specific decision or process you influence where you could apply an equity lens?
- What support or resources would you need to implement this change?
- How will you know if your actions are making a difference?
closing section
- What's one thing that challenged your thinking today?
- What's one action you're committing to take within the next two weeks?
- How will you hold yourself accountable to this commitment?
Suggested Facilitation Activities
Equity vs Equality Visual Analysis
Slide 2 (7 minutes)Display classic equity illustration (boxes at fence). Ask participants to discuss in pairs: What's the difference? Why does it matter? Which approach does your organization typically use? Debrief key insights in large group.
Spot the Inequity
Slide 4 (10 minutes)Present 3-4 workplace scenarios on screen. In small groups, participants identify the equity issues, discuss root causes, and propose equitable solutions. Groups report out one scenario each.
Equity Audit Quick Scan
Slide 6 (8 minutes)Provide participants with a simplified equity audit checklist. They individually assess one system/process they're responsible for (hiring, promotions, team meetings, project assignments). Share insights with a partner.
Resistance Role Play
Slide 8 (12 minutes)Divide into pairs. One person plays a skeptical colleague, the other practices responding to objections using the frameworks learned. Switch roles. Debrief effective strategies.
Public Commitment Wall
Slide 9 (7 minutes)Participants write one specific action commitment on a sticky note/digital board. Post publicly. Optionally, find an accountability partner in the room to follow up with.
Tips for Addressing Resistance
"We don't see color/gender/etc. We treat everyone the same."
Acknowledge good intentions. Gently explain that 'treating everyone the same' ignores different starting points and barriers. Use the visual of runners starting at different points on a track. Emphasize that equity means removing barriers, not lowering standards.
"This feels like reverse discrimination or special treatment."
Distinguish between equity (leveling the playing field) and preferential treatment. Share data on current disparities. Ask: 'If the current system is working well for some but not others, whose responsibility is it to fix that?' Focus on organizational excellence and untapped potential.
"We have limited resources. We can't focus on this right now."
Reframe equity as a strategic imperative, not an add-on. Present business case data: increased innovation, better retention, expanded market reach. Ask: 'What's the cost of NOT addressing this?' Suggest starting small with high-impact, low-cost changes.
"Won't this create division or make some people uncomfortable?"
Normalize discomfort as part of growth. Share that equity work sometimes surfaces tensions that were already present but unspoken. Emphasize the goal is belonging for everyone, not advantage for some. Use 'both/and' thinking: we can honor people's concerns AND move forward.
Ready to Download?
Get the complete instructional design package as a Word document, ready to customize and use for your training sessions.