
Diversity, Equity, and Inclusion (DEI) often brings discomfort, particularly for those who are new to the conversation or feel uncertain about how to contribute meaningfully. Throughout 2024 this discomfort deepened for some while becoming increasingly urgent for others, as we navigated national and local elections. Regardless of how you vote, Construct The Present invites you to do something. Far too many people are systemically ignored and mistreated based on their identity, and choosing to do nothing in the face of inequity is complicity. This complicity is what allows injustice to continue to thrive.
During this election cycle, too many of us stood quietly as the fear of saying the wrong thing or making a mistake paralyzed us. Whether we feared retaliation from those who occupy positions of privilege or feared judgment by being in a position of privilege, the lack of action in our day-to-day lives seemed to stand still. While representation and policy are critical to ensuring action, progress also depends on everyday actions within our families, social circles, workplaces, and communities.
Silence and apathy uphold the status quo, but taking steps, even imperfect ones, can create openings for change. So as we start the new year, making goals, resolutions, and toasts to all things new, let us commit to taking action against inequality—whether it’s racial, gender-based, or related to sexual orientation. Be part of our call to action. This is your invitation to do something.
Progress is Better Than Perfection

It’s important to recognize that progress in DEI work is not about perfection; it’s about growth. It’s about learning, and the willingness to engage despite the fear of getting it wrong. When you’re uncomfortable, it may be because you’re being confronted with ideas and experiences that challenge your perspective. Discomfort is a sign of growth, not a reason to back away. Leaning into that discomfort is where the change begins.
Doing nothing in the face of injustice sends a powerful message: that comfort matters more than change. Systemic inequities continue to disadvantage women, people of color, and LGBTQ+ individuals. Creating equity requires action, even when it’s uncomfortable. Whether it’s speaking up in a meeting where a microaggression occurs, questioning policies that disadvantage marginalized groups, or educating yourself about the experiences of others, doing something—no matter how small—can have a significant impact.
On the other hand, inaction actually supports the systems we aim to dismantle. Inaction, in many ways, is a form of complicity because it allows injustice to continue unchallenged. Leaning into discomfort is not just courageous; it’s necessary. As we strive toward a more equitable world, we must each be willing to act, even when we don’t have all the answers and our path is uncertain. While perfection can paralyze, progress emerges when we take one step at a time, learning and improving along the way.
When individuals or institutions disguise their refusal to engage in DEI efforts as fear, they are actively participating in the maintenance of systemic oppression. Excuses, such as not knowing what to do or fearing offense can only result in the continuation of perpetuating inequity. The cost is paid by those who experience discrimination, exclusion, and marginalization every day. A true commitment to equity requires pushing past that fear and stepping into your own resolve. Every step forward counts.
Progress is about consistency, not extravagance. Small, sustained actions can truly create change, even though they might seem insignificant in the moment. Sending a clear signal that you’re committed to this work can inspire others to do the same, creating a ripple effect that amplifies our impact as a community. It’s not about solving every problem overnight, but about contributing steadily to a world where justice and inclusion are non-negotiable values. Each step forward—no matter how minor—accumulates into significant shifts over time.
“Moving from silence into speech is for the oppressed, the colonized, the exploited, and those who stand and struggle side by side a gesture of defiance that heals, that makes new life and new growth possible.”
bell hooks
As bell hooks wrote, “Moving from silence into speech is for the oppressed, the colonized, the exploited, and those who stand and struggle side by side a gesture of defiance that heals, that makes new life and new growth possible.” History shows us some of the most egregious examples of oppression have been interrupted by a single voice or action, just as it has been upheld by the silence and indifference of those who had the power to act but chose not to. This is your invitation to take that stand. To do something.
Be A Champion

In the workplace, complicity can take many forms. It can manifest as a company claiming to value diversity but failing to implement any meaningful DEI initiatives. It may also look like a people manager who avoids tough conversations about race or gender to maintain a sense of harmony. Both of these actions—or inactions—come at the expense of marginalized employees feeling excluded or unsafe at work. It’s a challenge we are actively trying to address at Construct The Present.
Champions for DEI have shown us what it looks like to interrupt this cycle of complicity. One notable example is Patagonia, a company that has long been recognized for its environmental activism and commitment to social justice. The company has created a culture where employees are encouraged to challenge the status quo, and diversity and inclusion are baked into its business practices. For example, Patagonia offers extensive parental leave policies, is transparent about its hiring practices, and continually examines its supply chain for unethical practices that might harm vulnerable communities. Former Patagonia CEO Rose Marcario, emphasized this approach by stating, “Business as usual is dead. Companies have to accept that they are responsible to society and the planet in ways they’ve ignored for too long.”
Similarly, Ben & Jerry’s has demonstrated how companies can leverage their platforms to tackle systemic racism head-on. In response to the murder of George Floyd in 2020, the ice cream company issued a bold statement condemning white supremacy and calling for justice. Their statement wasn’t a typical corporate PR response—it was a clear acknowledgment of their role in society and a refusal to remain complicit in the face of racial injustice. Ben & Jerry’s also backs their rhetoric with action, supporting criminal justice reform, advocating for the dismantling of systemic racism, and pushing for policies that promote equity.
In contrast, many companies fall short, relying on performative gestures rather than engaging in deep, transformative work. While many companies commit publicly to diversity, few have integrated DEI initiatives into their core business strategies. This results in a gap between words and action, where companies may release statements supporting social justice movements like Black Lives Matter but fail to diversify their leadership teams or address racial pay gaps within their organizations. Commitment to diversity without action is the complicity that is not serving us.
While it’s true that addressing systemic issues head-on can create tension, disrupt company culture, or alienate certain stakeholders, doing the opposite is dangerous. It’s when companies avoid difficult conversations or fail to examine their own internal practices, they contribute to the systemic inequities that their DEI statements claim to oppose.
DEI Champions integrate equity into their business models. They commit to diversity at every level, setting measurable goals for hiring, promotions, and leadership, and establishing accountability structures to ensure progress. They push for a culture where difficult conversations about race, gender, and inclusion are not just encouraged but expected. Champions do this loudly, with a clear training and implementation plan made available to the public or transparent dashboards showcasing both successes and setbacks. DEI Champions embrace the discomfort of change by moving beyond performative gestures and engaging in meaningful action.
We had the privilege of working with Jacobsen Salt Company, a business deeply rooted in its local community on the Oregon Coast, known for their craftsmanship and sustainability. They recognize the importance of inclusive practices both in hiring and customer experience. As a local business, they worked with CTP to set the tone for all with whom they interact. By embedding DEI into their operational values, particularly by fostering inclusive hiring practices, increasing educational opportunities for leaders, and promoting underrepresented voices within the food and hospitality industry, Jacobsen Salt Company exemplifies what it means to be a DEI champion.
Engaging with DEI is not just a moral imperative; it also enhances innovation and connects companies with a broader customer base, particularly among younger generations who prioritize values-driven organizations. Ultimately, organizations like Ride Connection deepen their impact by adopting these inclusive strategies, ensuring they are not just passively supporting DEI but actively participating in creating a more equitable environment. This is your invitation to do something.
In summary, complicity can be seen in a lack of genuine DEI effort and the neglect of addressing systemic inequities. To disrupt these patterns, we all must commit to sustained and meaningful investments in diversity, create inclusive cultures, and hold ourselves accountable to ensure progress. Change will require moving beyond the fear of discomfort and taking responsibility for the disparities that persist. As we enter 2025, we have an opportunity to move beyond performative gestures and commit to genuine, transformative action. Our communities, and in turn our workforce, is becoming more diverse and future success depends on fostering environments where everyone, regardless of race or background, can thrive. The business case for diversity is clear: inclusive companies are more innovative and profitable. But beyond financial incentives, equity is a moral imperative. It’s time to embrace discomfort, challenge your own biases, and be a leader in dismantling inequities. This is your invitation to do something.
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