Takeaways on Equality from the Open Eyes Economy Summit Panel
- Susanna Romantsova
- Nov 23, 2024
- 3 min read
This year, I had the privilege of being part of a panel at the Open Eyes Economy Summit, and it was one of the most grounded and meaningful experiences of the year.
The discussions were not just about lofty ideals but actionable strategies that cut across sectors, with a focus on creating real change in organizations and communities.
Our conversation revolved around a simple yet profound truth:
👉 There is no equality without intersectionality.
👉 There are no inclusion programs without intentional work.
👉 There is no true diversity without psychological safety.
The Power of Intersectionality
Equality is not a one-size-fits-all approach. True equality begins with recognizing that each individual brings a unique set of identities—gender, race, socio-economic background, ability, and more—that intersect to shape their experiences.
As a panel, we delved into how organizations can shift their focus from "fixing women" or "fixing minorities" to addressing systemic barriers that perpetuate exclusion.
For example, I believe that companies have a need for inclusive hiring practices that go beyond gender quotas. Intersectional hiring ensures we consider how overlapping identities can amplify barriers to opportunity.
This means tailoring policies to support underrepresented groups, such as flexible work arrangements for parents or sponsorship programs for people from marginalized socio-economic backgrounds.
The takeaway: Equality isn't just about leveling the playing field for one group—it’s about dismantling systems of exclusion for all.
Intentionality in Inclusion Programs
Creating inclusive environments requires intentionality.
Inclusion doesn't happen by accident—it’s a deliberate process of challenging biases, reviewing policies, and fostering collaboration.
During the panel, we discussed the pitfalls of tokenism, where companies implement inclusion programs to "check a box" without addressing deeper issues.
Intentionality also means committing to long-term cultural change. Quick fixes might look good in a report, but they rarely translate to sustainable results.
The lesson here: Without intentional work, inclusion programs risk becoming superficial initiatives.
Diversity Requires Psychological Safety
Diversity without psychological safety is hollow.
It’s one thing to bring people with diverse perspectives into a room—it’s another to ensure they feel safe enough to speak, share, and challenge ideas.
I emphasized how psychological safety forms the bedrock of any truly diverse and high-performing team.
When individuals fear judgment or punishment for speaking up, the value of diversity—innovation, creativity, and collective intelligence—is lost.
I recently had such client from the tech sector. Their team saw an improvement in innovation metrics after leaders implemented team debriefs on psychological safety and actively encouraged open feedback.
Our actions included:
Establishing "no-interruption" rules during team discussions to amplify quieter voices.
Celebrating constructive dissent as a critical driver of better decision-making.
Establishing monthly "psychological safety power hour" as team ritual to surface hidden issues.
The key takeaway: Diversity can only thrive in environments where people feel seen, heard, and safe enough to take a risk.
Bridging the Gap Across Sectors
One of the panel's strengths was the diversity of perspectives from different sectors—corporate, educational institutions and public. While the challenges of inequality manifest differently in each space, the solutions shared had universal relevance:
In education: Building programs that address the divide and ensure equal access to resources for all students.
In public: Addressing disparities in access to public services and goods for underrepresented groups.
In the workplace: Embedding inclusion and equity into every aspect of organizational strategy, from hiring to leadership development.
The underlying message: Real change happens when we collaborate across sectors, share learnings, and adopt a holistic view of equality.
The Human Cost of Inequality
As we wrapped up the panel, we reflected on the cost of inaction.
Inequality doesn't just hurt those who are excluded—it weakens entire teams, organizations, and societies.
From economic losses due to underutilized talent to the mental and physical toll of exclusion on individuals, the price of inequality is too high to ignore.
However, the conversation left me hopeful. Change is possible when we approach equality with intentionality, intersectionality, and a commitment to creating psychologically safe spaces.
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