“When Equity is Called ‘Impossible’: What Mamdani’s win reveals about our resistance to change

On Wednesday, Zohran Mamdani made history as the first Democratic Socialist and Muslim American man to secure the nomination for mayor of New York City. He stunned opponents by outdoing former New York governor Andrew Cuomo, thanks to a grassroots and person-centered campaign. 

Mamdani ran on a platform of progressive legislative and policy initiatives that, if successful, have the potential to make life more affordable for people in a city struggling to make ends meet, where equity has been an afterthought for decades. 

But already, the establishment is shaking for the disruption of norms that he could bring forth. Mainstream media has already begun to paint a narrative of him as anti-Semitic for vocalizing his support of Palestinians and ending the genocide being committed against them, and for proposing policies that would require the political will to prioritize people over politics. 

The pushback against Mamdani is the same kind of energy that stalls progress, not just in government but in organizations and companies. Many of the arguments against the candidate and his proposed agenda are the same that pop up in the workplace, including:

“We don’t have the money for it/this is fiscally irresponsible.”

Translation: We just don’t want to do this. 

Much of the pushback against Mamdani centers on questioning his signature policy proposals, including free bus service, no-cost childcare, city-owned grocery stores, rent freezes in stabilized units, and raising the city’s minimum wage to $30/hour by 2030, among others. Economists have spoken up to affirm that his policies make fiscal sense and that investing in the public will yield high social and economic benefits, yet the sentiment still remains that his goals are too ambitious and not possible to institute. 

The same happens at work, where the same places that can spend on travel for senior leadership and lavish events for clients suddenly don’t have it when it’s time to invest in equity initiatives. There’s plenty of money for salaries, say for White men, yet somehow, it’d be a stretch to pay women of color what they’re worth, too. 

“This could never get approved.”

Translation: Our comfort and norms would be disrupted too much to make a change. 

Many argue that Mamdani’s approach is too ambitious ever actually to be instituted. That same logic is applied in jobs where an issue is acknowledged, a change is put forth, and said change is shot down before it could ever take off because it’s assumed it just won’t work. 

White Supremacy Culture’s insistence on having the right to comfort makes it so that change never happens, or happens so minorly, that there’s no way true shifts in culture and power ever take place. While it’s true that change can be challenging and time-consuming, it’s not impossible. Something being labeled “hard” or “impossible” typically only applies when it’s related to something equitable, Black, or Brown. 

“People won’t like this.”

Translation: Shifting power is too much to try here. 

It makes people nervous to think of what would be required of them in the process of change. It’s used as an excuse to stall progress when the comfort of those who already hold power is prioritized over the well-being of those who’ve been shut out of it.  

That discomfort shows up everywhere: in city halls, in boardrooms, in classrooms, in hospitals, in HR departments. It’s the reason every bold idea to redistribute power and resources is met with a shrug, a scoff, or silence. Because it’s easier to say “the people won’t go for that” than it is to admit you won’t.

What Mamdani represents isn’t just a political upset — it’s a cultural one. His win signals a growing rejection of incrementalism and empty representation. It’s a challenge to the idea that we should be grateful for crumbs when we deserve whole loaves. And that scares people who’ve built careers, organizations, and entire identities on the belief that real change isn’t realistic.

But progress has never come from asking permission. It comes from pushing forward anyway. In the same way, Mamdani’s campaign proved that what once seemed “impossible” — a Muslim, Democratic Socialist beating a former governor — is actually inevitable when people organize and believe in a shared vision. The same is true in our workplaces. We don’t need more “proof of concept” that equity is possible — we need people with the courage to stop waiting for it to be palatable.

Zohran Mamdani’s win is not just about him. It’s about all of us who have been told our visions were too big, our asks were too much, and our timelines were too soon. It’s about shifting away from a scarcity mindset toward one of abundance, where we don’t ask if equity is possible, but what will happen when we finally decide to make it real.

So let this moment be a blueprint. Let it be a warning to those who benefit from stagnation, and a rallying cry for those who dare to imagine more. Whether in government or the workplace, we’re no longer begging for change. We’re building it — with or without your permission.