Deconstruction or Evolution? Finding Our Path to Belonging in the Workplace

By Elsa Casanova

When it comes to building equity and belonging in the workplace, I often return to a central question: Do we need to deconstruct the systems we’ve inherited, or can we evolve them from within?

This question came up recently in a conversation that’s still sitting with me. As someone committed to strengthening workplace cultures, I’ve seen the urgency of both approaches—tearing down what no longer serves and nurturing what still holds potential. But how do we know when to do one or the other? And can we do both?

What I Mean by Deconstruction

Deconstruction invites us to take a closer look at the structures, norms, and habits that shape our work environments. It’s about asking who holds power, who feels like they belong, and who is left out of decision-making. In a deconstructive approach, we’re not just looking to make tweaks—we’re interrogating the foundation.

Think of this as the moment when a team pauses to ask: “Why do we do it this way?” and “Who benefits from this process?” It’s reflective and often uncomfortable. But it’s also liberating. It opens the door to reimagine a more just, human way of working together.

When Evolution is the Path

And yet, deconstruction isn’t always the only—or even the best—path. Sometimes, especially in systems that have strong foundational values but outdated practices, evolution offers a powerful alternative. Evolution is about working within. It honors the history and spirit of a system while intentionally guiding it toward more equitable practices.

Evolution is often quieter but no less impactful. It looks like leaders seeking staff feedback before making decisions. It’s creating transparency around hiring or promotions. It’s redistributing influence, not just responsibility. It’s about shifting the culture with intention.

Deconstruction vs. Evolution: It’s Not Either/Or

The real magic lies in understanding when to deconstruct and when to evolve. Some systems require bold dismantling. Others need steady tending. And many require both.

In my work, I’ve found that fostering belonging requires more than one method. It requires listening to both the people who’ve been harmed by the system and those who are still learning to see it. It requires courage to confront and compassion to co-create.

If decision-making is a reflection of power dynamics, then shifting how decisions are made becomes a way to build equity. Whether that means rotating facilitators, engaging impacted voices early, or restructuring hierarchies—it all matters. And it all adds up.

Building Cultures of Belonging, Together 

This is the work I care most about: helping organizations and teams figure out how to show up for one another—through reflection, evolution, and yes, sometimes deconstruction. Because the systems we design reflect the values we hold. And when those values are rooted in humanity, we get to build cultures where people aren’t just included—they belong.

So what’s the path forward for you and your team? Is it time to deconstruct, evolve, or both?