Meritocracy is rooted in the ideal that we’d all get rewarded based on how good we are at our jobs. Which sounds totally peachy. But the fact of the matter is that in the modern workplace, merit is often confused with wealth, privilege, conformance to the status quo, and other nonsense. Meritocracy in action is actually pretty f***ed up.

You offended someone. You microaggressed. Your unconscious bias informed your decision. You f***ed up... It happens. Nobody’s perfect. But it is how we address our mistakes that matters.

Taking steps with DEI can be hard work. Plus it’s not really the market for instant gratification. So how do you keep motivated?

How do I introduce a topic like microaggressions? Maybe we start with the overused dictionary definition cliche. Imagine a pregnant pause while I adjust the microphone. Webster’s dictionary defines microaggression as a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group. Okay, so there’s the definition, but now what? Let’s talk about what you need to know about microaggressions.

It’s a new year and with that comes new year's resolutions. This year let’s all aim to be better allies. How can we do this? Glad you asked. Let’s talk about it.

I work in an industry that, kindly put, isn’t known for its diversity. From being refused access onto job sites to being paid less to do more to microaggressions… it’s hard out on these streets. The best way that I can channel my frustration is to actively try to make change where I can. In this new “D.E.I.” series, I will take you along this journey as I tackle the topic of diversity, equity, and inclusion and attempt to implement change where I can. And to start us off, let’s begin with the basic question of “why.” Why should you and everyone else care about DEI?