Representation Without Redistribution Is Just Optics Julie Savaria Strategy 4 mins read October 20, 2025 Blog Strategy Representation Without Redistribution Is Just Optics Representation Without Redistribution Is just Optics - Table of Contents We Need to Move From Representation to Redistribution Three Shifts I’ve Found Essential in JEDI Work This Is What Reparative Co-Creation Looks Like Final Thought: Don’t Just Diversify the Room. Transform the System. “Who built the table, who owns it, and who defines the menu?”This is the question we should be asking—not just who’s missing from the room. In a recent conversation on the Third Wunder webinar, hosted by Mohamed Hamad, I had the opportunity to unpack something I’ve felt and stood for for a long time: representation is necessary, but not sufficient. We cannot stop at optics, at presence, or at having the “right mix” of identities in the room. Because inclusion without structural change still protects the same patterns of harm, just in more diverse packaging. This reflection is not a recap of that conversation, it’s a companion to it. A chance to offer deeper perspective on the shifts I believe we must make to move from checklist DEI to transformative, justice-centered culture work. We Need to Move From Representation to Redistribution Representation can open doors, but if the architecture of the house remains unchanged, all we’re doing is inviting people into structures that weren’t built for them, or by them. The question I often ask myself or my clients is:Who holds power here (formal or informal)?Because unless we are actively shifting how power is held and shared, our DEI efforts will stay performative. And here’s the hard truth: many organizations are still designing change for communities, rather than with them. Justice requires co-ownership, not consultation. Repair, not just recruitment. Three Shifts I’ve Found Essential in JEDI Work These are three fundamental shifts I often witness and work through with clients, colleagues and partners, whether in leadership development, strategy, or systems redesign. Shift 1: From DEI as a Program → To JEDI as a System Redesign When DEI is treated as a department or a project, it becomes siloed, something that can be delayed, deprioritized, or “owned” by HR. But justice isn’t a project. It’s a paradigm. True transformation happens when equity is woven into the DNA of how an organization functions: hiring, leadership, feedback systems, procurement, product development, governance, and beyond. Ask: Where in your systems is equity embedded, not just referenced? Shift 2: From “Who’s Not at the Table?” → To “Who Built the Table?” The language of inclusion often centers invitation, but invitation doesn’t equal influence. Representation without redistribution keeps control in the same hands, just with different faces around the table. Reparative co-creation requires us to question the very design of our decision-making spaces. It means asking: Who defined the criteria for leadership? Who sets the agenda? Who benefits from the current design? Ask: Are we sharing power, or just sharing space? Shift 3: From Comfort and Consensus → To Discomfort as a Catalyst Many teams avoid conflict under the banner of “safety” or “harmony.” But liberation work is, by nature, uncomfortable. It challenges norms, disrupts narratives, and invites a level of honesty and transparency that can feel deeply unsettling, especially for those accustomed to comfort. And yet, discomfort is often the beginning of real transformation. The goal isn’t to create spaces free of tension, it’s to build cultures that can hold tension with care, courage, and accountability. Ask: What are we protecting when we avoid discomfort? Who does that protection serve? This Is What Reparative Co-Creation Looks Like Co-creation is more than a buzzword. At Masla Empathy Lab, we ground it in practice, whether it’s through: Equity audits that surface structural inequities in policies, programs, or leadership Participatory design methods that center lived experience Shared governance processes that redistribute decision-making authority Justice is not just about access. It’s about agency. When equity-deserving communities are centered, not just consulted, something powerful happens: ownership grows. Innovation deepens. Trust begins. Final Thought: Don’t Just Diversify the Room. Transform the System. The question is no longer “Is there enough diversity of identity dimensions?”The real question is: “Are we just enough?” Liberatory change isn’t a matter of good intentions, it’s about shifting the very structures that produce harm. That work isn’t linear, and it’s rarely comfortable. But it is necessary. And it is possible. Let’s build something reparative.Let’s create cultures where equity isn’t a side dish, it’s the foundation, the main ingredient. Thank you for being in this work with me. Share This Article Facebook Twitter LinkedIn Email Other articles you might like How to Use AI in Your Business Without Burning Out Your Team Mohamed Hamad AI 6 mins read October 27, 2025 What Gratitude Actually Looks Like in a Digital World Elizabeth Holloway Strategy 5 mins read October 13, 2025 What the Heck Is Schema Markup (and Why It’s the Secret to Surviving AI Search) Elizabeth Holloway Development 6 mins read October 6, 2025 Truth First: Reflections on Reconciliation From a Non-Indigenous Team Elizabeth Holloway Strategy 6 mins read September 29, 2025 Team Work Expertise Digital Marketing Branding Web HubSpot CRM WunderLand Blog Book a Call Book a Call Search this website
How to Use AI in Your Business Without Burning Out Your Team Mohamed Hamad AI 6 mins read October 27, 2025
What Gratitude Actually Looks Like in a Digital World Elizabeth Holloway Strategy 5 mins read October 13, 2025
What the Heck Is Schema Markup (and Why It’s the Secret to Surviving AI Search) Elizabeth Holloway Development 6 mins read October 6, 2025
Truth First: Reflections on Reconciliation From a Non-Indigenous Team Elizabeth Holloway Strategy 6 mins read September 29, 2025