Redesigning Systems for Racial Equity

Andre

Hey everyone, welcome back to Engaging Thought. I’m Andre, and I’m here with Eric Marquette. Today, we’re diving into the Racial Repair framework—specifically, how it helps us rethink race and identity in the workplace. Eric, you ready to get into it?

Eric Marquette

Absolutely, Andre. This is one of those topics that, honestly, I thought I understood until I started digging into the Racial Repair materials. The idea that race is a social and political construct—not a biological reality—really flips the script for a lot of people, myself included.

Andre

Yeah, and that’s foundational to the whole framework. Race isn’t something you’re born with in your DNA—it’s something society creates and reinforces. The program really emphasizes that our identities are shaped by the messages we get from culture, from systems, and from our day-to-day interactions. It’s not just about what’s in our heads, it’s about what’s around us, too.

Eric Marquette

Right, and that’s where those identity development models come in. Like, Helms’ White Racial Identity Model, for example—it maps out how white folks move from being oblivious to race and racism, all the way to actually embracing an anti-racist identity and working in solidarity. And then there’s the Cross or Helberg Black Identity Development Model, which is about how Black individuals move from maybe distancing themselves from Blackness to fully integrating that identity and committing to justice. It’s a journey, not a destination.

Andre

Exactly. And I’ll tell you, early in my HR career, I really bought into this idea of being “colorblind.” I thought, if I just treat everyone the same, that’s fairness, right? But I remember this moment—probably my second year in HR—where I realized that ignoring race wasn’t helping anyone. In fact, it was making it harder for people to feel seen and included. I had to learn to engage with racial identity directly, not just pretend it didn’t matter. That was a turning point for me.

Eric Marquette

That’s so real. I think a lot of us have that “aha” moment where we realize that pretending not to see difference doesn’t actually make things more equal. It just means we’re ignoring the real experiences people are having. And, you know, as we talked about in our very first episode, understanding race as a social construct is the first step to actually addressing the systems that keep inequality in place.

Andre

Yeah, and these models help us map our own journeys—where we’ve been, what we’ve internalized, and how we can move forward. It’s not about blame, it’s about understanding. And that’s what sets the stage for the rest of the Racial Repair framework.

Eric Marquette

So, building on that, let’s talk about how the framework moves us from blaming individuals to actually looking at the systems. The Equity Fence metaphor in Module 5 is such a powerful visual. Instead of saying, “Why can’t this person get over the fence?” it asks, “Who built the fence this way, and why?”

Andre

Yeah, I love that. The fence isn’t just there by accident—it was designed, and it can be redesigned. That’s the big shift. We stop asking what’s wrong with people and start asking what’s wrong with the system. And that opens up the possibility for real change, not just band-aid solutions.

Eric Marquette

And then there’s the Power Flower tool, which I’ll admit, I was a little skeptical about at first. But it’s actually really eye-opening. You map out different aspects of your identity—race, gender, ability, all that—and you see where you have privilege and where you might be marginalized. You draw a circle around petals where you have societal power, and a star where you draw personal strength. It’s a way to get honest about your own experience, but also to build empathy for what your coworkers might be carrying.

Andre

Yeah, and it’s not about shaming anyone for having privilege, or making people feel bad about their struggles. It’s about seeing the full picture. Like, the training talks about “unearned privilege”—advantages you didn’t ask for, but that shape your experience. And then “burdened identity”—the parts of you that get targeted or overlooked. When you see it all laid out, it’s hard to ignore how much the system shapes outcomes.

Eric Marquette

That’s where the case study comes in—the “Duplex That Doesn’t Fit the Mold.” It’s about a family trying to convert their home into a duplex so they can house extended family, including someone coming home from incarceration. But zoning laws—these old, restrictive policies—make it impossible. It’s not about individual effort or merit, it’s about a system that was designed to keep certain people out. That’s a real-life example of how these barriers work.

Andre

Exactly. And it forces us to ask, “Who benefits from these policies? Who gets left out?” That’s the equity lens in action. And, you know, as we’ve said in previous episodes, these aren’t just abstract ideas—they show up in people’s lives, in their housing, their jobs, their sense of belonging. When we start to see the system, we can start to change it.

Eric Marquette

And it’s not just about policy, either. It’s about accountability. If we know the fence was built a certain way, we can take responsibility for redesigning it. That’s the hope, right?

Andre

Absolutely. It’s about moving from “that’s just the way it is” to “what could it be if we did things differently?” That’s where real equity work begins.

Eric Marquette

So, let’s bring it back to the workplace. One thing I appreciate about the Racial Repair framework is how it ties all this directly to job success. It’s not just about being a good person—it’s about being a better team, a better organization. The framework links anti-racism to things like cultural agility, productive work habits, customer focus, peer relationships, and self-knowledge. That’s pretty practical.

Andre

Yeah, and it’s not just theory. When you understand how race and identity shape your perspective, you’re better at collaborating, communicating, and serving your community. The program really emphasizes psychological safety—creating environments where people feel secure, where their contributions matter, and where they belong. Because if people are carrying trauma or feeling excluded, it’s going to show up in their work, in their teams, everywhere.

Eric Marquette

I’ve seen that firsthand in media production. When a team feels safe and included, people take creative risks, they share ideas, and the stories get deeper and more authentic. But if folks are worried about being shut down or not being seen, you get surface-level work, or worse, silence. Inclusion isn’t just a nice-to-have—it’s the foundation for real results.

Andre

That’s it. And the Racial Repair framework makes it clear—anti-racism isn’t separate from job success, it’s part of it. When we align our values with our work, everyone benefits. It’s about building workplaces where people can show up fully, contribute meaningfully, and grow together.

Eric Marquette

And that’s a wrap for today’s episode. We hope you’re walking away with some new ways to think about race, equity, and what it means to build a truly inclusive workplace. Andre, always a pleasure.

Andre

Likewise, Eric. Thanks for the conversation, and thanks to everyone listening. We’ll be back soon with more Engaging Thought. Take care, everybody.

Eric Marquette

See you next time!