You have been increasing your awareness of where the playing field may not be level, and no doubt you’re assessing the risks and rewards of discussing these topics at work. Conversations about diversity can be very tricky. Continue to keep an eye on patterns that might indicate potential bias. For example, are there certain people who are more frequently interrupted in meetings? Is there an individual on your team who is unintentionally left out of informal gatherings or conversations? It’s totally okay to have friends at work, but it is not okay for there to be “in-groups” and “out-groups” that determine who has access to influential networks or gets greater visibility and opportunities. Start small and build your confidence in highlighting differences and potential inequities. This is a competency that can be built over time.