Mapping Your Journey to 50 – 30

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This tool is a guide for each person to build their own path to completing the 50 – 30 Challenge. By selecting different tiles below, based on strengths and opportunities you want to address, you will be directed to different parts of the toolkit. By completing the tasks in each tile, you will work to develop psychological safety and promote a culture of belonging for everyone.

The What Works Toolkit focuses on actions that you and your organization can take to contribute to sustained organizational culture change

Ultimately, to finish this game you can complete all the tiles! Where you start and how you work toward completing the tiles is up to you.

Using the tool:

Each of the tiles in the tool are categorized by Levels and Elements. To start, select a Level and an Element that lead to an area you’d like to focus on (the words in the “tile”). As a user, you can choose to learn about all Levels, not just the one that applies to your role. For example, if you are a leader, you can choose tiles that focus on the Leader level, and can also select any Level to focus on.

If you are looking for actions specific to your role in your organization, you can access the other What Works Toolkit tools that best meet your needs.

Toolkit Overview






Do employees feel supported through training and knowledge sharing, coaching and mentoring?

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Vertical on Mapping Your Journey Board


Horizontal on Mapping Your Journey Board


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Microaggression is defined as: “A comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group” – Source: Merriam Webster



Unlearning is defined as: “To make an effort to forget your usual way of doing something so that you can learn a new and sometimes better way” – Source: Cambridge Dictionary



Intersectionality is defined as: A framework for understanding how different aspects of a person’s social and political identities (e.g., gender, race, class, sexuality, ability, physical appearance, etc.) combine to create unique modes of discrimination and privilege. Intersectionality identifies advantages and disadvantages that are felt by people due to this combination of factors – Source: Kimberlé Crenshaw, TIME



Privilege is defined as: “The unfair and unearned advantages individuals are granted for having, or being perceived to have, social identities that align with those deemed to be superior according to societal rules and norms. It is often experienced as an absence of barriers related to a particular social identity (e.g., White privilege, straight privilege)” – Source: Egale


Safe Space

Safe Space is defined as: “A place intended to be free of bias, conflict, criticism, or potentially threatening actions, ideas, or conversations” – Source: Merriam-Webster

Safe spaces allow individuals to feel comfortable having brave and honest conversations.


Emotional Tax

Emotional Tax is defined as: “The combination of feeling different from peers at work because of gender, race, and/or ethnicity, being on guard against experiences of bias, and experiencing the associated effects on health, well-being, and ability to thrive at work” – Source: Catalyst



Tokenism is defined as: “Performative policies that ostensibly promote diversity or equality (placing women or diverse groups in leadership positions), but do not truly have a positive impact on the workplace. Tokenism isn’t progressive, and it especially causes harm to tokenized individuals, causing extra pressure to succeed due to being perceived as representative of a group and often leaving them in an alienating work environment” – Source: Catalyst


Psychological Safety

Psychological Safety is defined as: “An environment that encourages, recognizes and rewards individuals for their contributions and ideas by making individuals feel safe when taking interpersonal risks. A lack of psychological safety at work can inhibit team learning and lead to in-groups, groupthink and blind spots” – Source: Gartner