Summer 2020 sparked important conversations about social injustice and racial bias, leading many to call upon institutions and companies to do their part in driving meaningful action.
But as conversations leave the mainstream, it’s essential that industry leaders keep dialogue surrounding equity, diversity, and inclusion at the forefront of their strategy to foster lasting change. An important part of this process is ensuring your company has a mutual understanding of what equity, diversity and inclusion means to you and your team.
Here’s how we define it at Humi:
Equity refers to achieving parity in policy, process, treatment and outcomes for underrepresented and marginalized people and groups while accounting for differences. It considers power, privilege, access, opportunities, treatment, impacts, and outcomes, in several areas including:
Differences in the lived experiences and perspectives, and reality of people that may include race, ethnicity, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical disability, mental disability, sex, gender identity or expression, sexual orientation, age, class, and/or socio-economic situations.
Inclusion is an active, intentional, and continuous process to address inequities in power and privilege, and build a respectful community that ensures all diverse people and groups feel valued, respected and welcomed.
In an ideal world, equity, diversity and inclusion would work together to create a successful, welcoming culture at every company. Part of the problem is that “diversity” and “inclusion” are so often lumped together that they’re assumed to be interchangeable. It’s easy to measure diversity – but without doing the work to create a strong sense of connection and belonging, true, meaningful change isn’t possible.
Building a company culture where everyone feels included is a significant investment of time and ongoing effort. This means taking a holistic approach to ensure you have the right building blocks for your initiatives to take root. To get you started, here are five ways to improve EDI in your workplace right now:
There isn’t a point to doing the work without checking in with those directly impacted by your efforts, so ask. How can we build trust? Are there any barriers to our EDI implementation? How is it being supported?
Prioritizing trust in the workplace means building a culture of psychological safety and honesty, where your team will feel comfortable asking questions, and expressing their thoughts and ideas. A large part of this is ensuring you create a safe and comfortable space for feedback. Whether this be via employee check ins or anonymous surveys, work with your employees to figure out how to facilitate an honest dialogue.
While it’s essential that all voices are heard and included in improving EDI in your workplace, it isn’t up to your diverse employees to be singled out and do the work for you. Even with the best intentions, this can lead to the exact opposite of what you’re trying to accomplish. Ensure you’re providing a safe space for everyone to be heard.
Being mindful of the language you use is key in creating an environment where everyone on your team feels respected, safe and included. Acknowledging and encouraging the use of pronouns is just one small step in confronting the implications of words and behaviours that have long gone unchallenged.
Mistaking a coworker’s pronouns may be a great source of stress and discomfort, which can make them feel isolated from the rest of the team. Adding pronouns on internal communications like Slack and email signatures, as well as asking and acknowledging people’s pronouns in first meetings can have a significant impact. And if you’re a Humi user, you have the option to add pronouns and gender to your Humi profile.
Certain holidays receive more attention than others in the workplace and in Canada. While encouraging your workers to practice their culture and traditions within your company is an essential aspect of belonging, it’s just as important to accommodate for non-dominant holidays, observances, and celebrations. Feminuity has created an incredible guide for Canadian workplaces.
Without the right tools and training, an effective EDI strategy will fall flat. Your HR representatives should be able to offer sound advice, but it’s possible they don’t hold all the answers.
A great starting point is seeking out external consulting and/or training partnerships that can work with you and your team to streamline fruitful change. At Humi, we’re proud to work with Entelechy Consulting, where we’re working toward building the foundation for an effective EDI strategy within our own workplace.
Once you develop a shared understanding of what EDI means for you and your team, you’ll have the footing to start building your strategy. However, it isn’t enough to implement and assume you’ve done the work. To truly create an equitable, diverse and inclusive workplace, you must be willing to continue learning, evolving, and adjusting along your journey.
Hey there 👋 my name is Andrea Bartlett.
I’m the Director of HR at Humi, and I’m obsessed with all things people and human resources. Throughout my time working in a range of industries, I’ve learned that one thing is clear: the world of work is changing and HR professionals are leading the charge.
I believe that businesses should know their people as well as they know their product. But people are complex, and the solutions aren’t always easy. That’s how Think with Humi will help.
Written by me, this newsletter is designed to give you insight into the relevant and raw people challenges, and give you the tools to enable you to continuously to shape the future of work.
Written by a people leader, for people leaders.