Building an Equity-Centered Organizational Culture During Constant Change

In today's rapidly evolving business landscape, organizations face an unprecedented pace of transformation. According to Gartner research cited in O.C. Tanner's 2024 Global Culture Report, the average employee experienced 10 planned enterprise changes last year, up from two in 2016. Yet amid this whirlwind of change, forward-thinking organizations are discovering that centering equity in their cultural foundation isn't just the right thing to do; it's essential for thriving in turbulent times.

An equity-centered organizational culture doesn't just weather change; it harnesses it as a catalyst for creating more inclusive, innovative, and resilient workplaces. Here's what this transformative approach looks like in practice.

The Foundation: Understanding Equity-Centered Culture

An equity-centered organizational culture goes beyond traditional diversity, equity, and inclusion (DEI) initiatives. Rather than viewing DEI as a checkbox, organizations should view it as a continuous process of examination and change to their organizational culture. This approach recognizes that achieving equity requires departing from mainstream practices because of historical and intentional exclusion of these principles.

At its core, an equity-centered culture ensures that systems, policies, and practices create fair treatment and equitable opportunities for all employees, regardless of their race, ethnicity, gender identity, sexual orientation, disability status, or other characteristics. It actively dismantles barriers that have historically prevented certain groups from fully participating and thriving in the workplace.

Why Equity Matters More During Change

Change often amplifies existing inequities within organizations. Traditional change management practices, which tend to be linear, top-down, and process-oriented, no longer fit our evolving work environments. They also fail to involve employees (and many managers) in the planning. This exclusionary approach disproportionately impacts marginalized communities who may already feel disconnected from decision-making processes.

Research shows that employees are 57x more likely to view change as positive when it's people centered. For organizations committed to equity, this means ensuring that change processes actively include diverse voices and address the unique needs of all employees.

Key Elements of Equity-Centered Culture During Change

1. People-Centered Change Management

Employees at people-centric organizations are 12x more likely to say their experiences with change were well-managed and 11x more likely to say their experiences with change were positive. An equity-centered approach to change management prioritizes:

• Inclusive Communication: Ensuring all employees receive clear, honest information about changes in culturally appropriate ways
• Multiple Feedback Channels: When organizations use all four methods of gathering feedback (surveys, focus groups, town halls, and one-to-one meetings), the odds that change is perceived positively improve by 1,284%
• Cultural Responsiveness: Recognizing that different communities may have varying relationships with authority and change

2. Psychological Safety and Belonging

Creating an environment where all employees feel they belong is crucial during periods of uncertainty. A recent EY article highlighted the importance of a culture that provides a sense of belonging, and its impact on attracting and retaining the best talent. This includes:

• Safe Spaces for Difficult Conversations: Creating safe spaces for people of color and white people to acknowledge the emotional toll bias, discrimination, and racism have on people of color, and to engage in honest conversation, learning, and healing
• Empathy and Understanding: Recognizing that change affects different groups differently based on their lived experiences
• Cultural Competency: Building organizational capacity to navigate cultural differences effectively

3. Distributed Leadership and Empowerment

Equity-centered organizations distribute power more broadly, especially during change initiatives. This means:

• Empowering Leaders at All Levels: Only 27% of leaders feel strongly prepared to help their people navigate change, highlighting the need for comprehensive leadership development
• Inclusive Decision-Making: Leaders often assume they know what is best for marginalized employees and take a top-down approach. This reinforces existing power structures and perpetuates inequity
• Grassroots Solutions: Encouraging organic, employee-led initiatives that address equity concerns during transitions

4. Continuous Learning and Development

Organizations need to make learning about anti-racism mandatory. Learning should be ongoing and embedded in the learning philosophy. This includes:

• Self-Awareness Building: Helping employees understand their identities and how they influence their worldview
• Cultural Competency Training: Developing skills to navigate cultural differences and address bias
• Systems Thinking: Understanding how organizational structures can perpetuate or dismantle inequity

Practical Strategies for Implementation

Build Coalition and Buy-In

Start by creating diverse coalitions that represent different levels and identities within your organization. Organizations that understand DEI and integrate it into every aspect of what they do are healthier and boast thriving staff communities. This coalition should include:

• Executive sponsors who champion equity initiatives
• Middle managers who serve as cultural bridges
• Frontline employees who bring grassroots perspectives
• Employee resource groups that represent various communities

Assess and Address Systemic Barriers

Conduct comprehensive equity audits to identify where your systems may be perpetuating inequality. Organizations interested in creating healthy cultures where staff flourish embed equity and inclusion into all internal and external structures and processes. Focus areas should include:

• Hiring and promotion practices
• Performance evaluation systems
• Compensation and benefits structures
• Communication channels and decision-making processes

Create Feedback Loops

When employees have a voice in organizational changes, there are greater odds of belief the organization is people-centric (8x), feelings of trust (8x), and sense of community (5x). Establish multiple ways for employees to provide input:

• Regular pulse surveys that ask specifically about equity and inclusion
• Focus groups that center marginalized voices
• Open forums for discussing change impacts
• Anonymous reporting systems for concerns

Measure and Iterate

Develop metrics that capture both quantitative and qualitative aspects of equity. Track:

• Demographic representation across all levels
• Employee engagement scores by identity groups
• Retention rates for underrepresented employees
• Advancement rates and time-to-promotion data
• Inclusion index scores from employee surveys

Sustaining Equity-Centered Culture Through Ongoing Change

Embed Equity in Organizational DNA

Use your core values as a guide for decision-making and clearly communicate how they impact decisions that are taken. Ensure that equity isn't treated as a separate initiative but is woven into:

• Strategic planning processes
• Budget allocation decisions
• Product and service development
• External partnerships and vendor relationships

Build Resilience and Adaptability

Employees at people-centric organizations are 12x more likely to say their experiences with change were well-managed. Create systems that help your organization maintain its equity focus even during rapid changes:

• Cross-functional equity teams that can quickly assess change impacts
• Flexible policies that can be adapted to serve diverse needs
• Strong internal networks that support marginalized employees
• Regular check-ins and course corrections

Celebrate Progress and Learn from Setbacks

Acknowledge that building an equity-centered culture is an ongoing journey. Creating a healthy organizational culture is an ongoing process and the collective responsibility of leadership and staff. This includes:

• Celebrating wins and recognizing progress
• Learning from mistakes and setbacks
• Continuously refining approaches based on feedback
• Sharing learnings with the broader community

The Business Case for Equity-Centered Culture

Organizations that successfully implement equity-centered cultures during change see significant benefits:

• Enhanced Innovation: Diverse teams bring varied perspectives, fostering a culture of innovation. This diversity of thought drives creative problem-solving and unique solutions
• Improved Performance: Gartner reports that inclusive teams improve team performance by up to 30% in high-diversity environments
• Better Retention: A strong commitment to DEI fosters loyalty, encouraging employees to stay longer with the organization
• Increased Agility: Teams that feel psychologically safe are more likely to take risks and innovate during uncertain times

Looking Forward: The Future of Equity-Centered Organizations

As we move into 2025 and beyond, organizations are moving beyond token representation to focus on creating an environment where every employee feels they belong. The organizations that will thrive are those that recognize equity not as a constraint on change but as a competitive advantage that enables them to navigate complexity with greater wisdom, creativity, and resilience.

Building an equity-centered organizational culture during constant change requires courage, commitment, and continuous learning. But for organizations willing to undertake this transformative work, the rewards extend far beyond their walls—creating positive ripple effects that contribute to a more just and equitable society for all.

Ready to begin your equity-centered transformation? Contact Abundance Leadership Consulting to start the process of creating an internal culture assessment. At Abundance Leadership Consulting, we want your organization to be happy, healthy, and thrive.

Sources and Further Reading

• O.C. Tanner 2024 Global Culture Report: Embracing Change
• Stanford Social Innovation Review: Equity and Inclusion - The Roots of Organizational Well-Being
• Equity In The Center: Building a Race Equity Culture
• The Institute for Equity-Centered Coaching
• Prophet: Organizational Culture - Striking Balance in 2025
• Disprz: Best Practices for Scaling DEI Across Organizations in 2025
• EY: Shaping Organisational Culture for the Next Generation