Equity Is Process, Not Personality

Equity lives in the method. If the method is vague, the loudest or most familiar evidence wins. Criteria before candidates Decide what counts before discussing who counts. This prevents criteria from moving to fit favored people. Evidence before impressions Ask for observable examples, not labels. "Strategic" and "committed" are conclusions; equitable practice asks what the person did. Explanation before closure A fair process leaves a trail. People do not need every outcome to go their way, but they need to understand how the outcome was reached and how to improve.

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