EDI Matters
EDI Matters
Being a Champion of Equity, Diversity and Inclusion
Introduction to EDI
An overview of the main guiding concepts of EDI will be covered in this EDI or Equity Diversity Inclusion module. We'll discuss the meanings of culture and cultural competency as well as the significance of embracing and comprehending cultural competency. In addition, we'll discuss the obstacles to establishing an EDI culture. But most importantly, we'll discuss transformation and how each of us can help make our workplaces happier and more inclusive.
Key Definitions
EQUITY – enter the definition
DIVERSITY - Similarities and differences that define us as human beings
INCLUSION – The climate we create to help organizations and individuals benefit from the diversity of ideas, knowledge and experience
CULTURE – The set of beliefs, values, customs, actions, thoughts, communications, institutions, and ideas shared by social groups.
CULTURAL COMPETENCE – Refers to the individual, or organizational capacity to effectively navigate across cultures.
Introduction
Resources
Microsoft - Global Diversity and Inclusion
Canadian Center for Diversity and Inclusion
Canada's best diverse employers
Canadian Human Rights Commission
Equity, Diversity and Inclusion
What are the similarities and differences between equity, diversity and inclusion and why do they all need individual consideration?
Sometimes we hear it called EDI but often you will also hear called DEI and to explain the three different words. I'm going to use the DEl model and talk about them in sequence so diversity is all the things that make us different but I'll point out that in this context in a DEI context. It's less about what makes people different, their race, socioeconomic status and so on but more about understanding, accepting and valuing those differences amongst people. Diversity refers to all the many ways that people differ. Equity is about creating fair access to opportunities and advancement for all different people.
An example of transportation, when it comes to transportation, not everyone within an organization owns a car or is even able to afford public transportation daily. So what happens if an organization can create a more equitable environment by accommodating the full spectrum of transportation needs? From policies around start times and working hours to son maybe even stipends for both automobile and public transportation and travel inclusion is the extent to which various team members employees and other people feel a sense of belonging inclusion is really about the feeling and value the people have within a given organization the important distinction here is that even if the company or the organization has the most diverse teams there's not always a feeling of inclusion and belonging by all. by every member of that team women might be well represented at the senior level but they may still not be included because of longstanding gender norms. Salaries are a very powerful term, but we can't just put it all together and expect to understand it it's very important to take each word diversity, equity, and inclusion and understand what each one represents on its own. Although they are sometimes used interchangeably, each element has its own significant meaning deep level individually to make change happen
Although it is frequently referred to as DEI, it is also occasionally referred to as EDI. I'm going to take the DEI model and go over the three distinct terms in order to explain them.
Diversity, then, is everything that makes us unique, but I'll emphasize it in this context since it relates to DEI. While diversity refers to all the various ways that individuals differ, understanding, embracing, and respecting differences among people is more important. It is less about the factors that make people different, such as color, socioeconomic class, and so forth.
When it comes to transportation, not everyone within an organization owns a car or is able to afford public transportation on a daily basis. Therefore, what happens is that an organization can create a more equitable environment by accommodating the full spectrum of transportation needs, from policies around start times and working hours to the availability of private transportation.
The degree to which different team members, employees, and other people feel a sense of belonging is known as inclusion; however, inclusion is really about the feeling and value that people have within a particular organizational setting. An important distinction to make here is that even if a company or organization has the most diverse teams, not every member of those teams will always feel included and a part of that team. For example, women might be well represented at the senior level but they may not feel included at lower levels.
Therefore, diversity, equity, and inclusion (DEI) is a very powerful term, but we can't just put it all together and expect to understand it. It's crucial to understand what each word means individually, even though they are occasionally used interchangeably. In order for change to occur, each element must be understood at a deep level.
Unstereotype Experiment
- Can you please give an overview of what will be covered in this EDI module?
- Can you define EQUITY, DIVERSITY and INCLUSION, can you discuss the similarities and differences and why they all need individual consideration?
The Diversity Wheel
What consideration should be given to working with diverse co-workers? How can the diversity wheel help to better understand both the reality and the power of cultural differences?
Working with people from diverse racial, ethnic, and national backgrounds can be a pleasant and gratifying professional experience, both personally and professionally. By picking up new communication techniques when interacting with coworkers, we may all broaden our horizons and cognitive processes. In order to understand variety, one must first understand themselves, and this is crucial since only then can we truly understand others.
Diversity, said simply, is the recognition of differences and the realization that everyone, including ourselves, is an individual. We will be able to establish stronger interpersonal relations if we respect one another and are aware of our similarities and differences. We share many similarities and differences, including those related to age, gender, ethnicity, sexual orientation, political beliefs, educational achievement, career, physical capabilities, value system, family, and history, among many more. A society that values mutual respect, clear communication, and critical self-reflection can be constructed, among other things, to be inclusive and integrated.
The diversity wheel is a straightforward yet effective tool for considering diversity and the value of individual differences. The diversity wheel was established in 1991 by Marilyn Loden and Judy Rosener, therefore it has a long history. The wheel diagram provides a general overview of the several types of diversity that exist and are actively present in our workplace or surroundings. There are four types of diversity: personality, internal, external, and organizational. By means of the model we can explore differences but also similarities from multiple perspectives. We have control over our suppositions and programmed behavior. We frequently work with folks we don't really know. We assume that others are very much like us, especially if we get along and collaborate on projects, but when we examine differences using the diversity wheel, we gain a deeper understanding of what's important to others and what diversity means to them. Because this understanding can change over time, it's likely that no two people will share the same five characteristics that are significant to them. The diversity wheel is a useful tool for illuminating a variety of occasionally obscure and less obvious aspects of life in an organization where diversity is present at all times. By using this tool, people who work together can see things more clearly, which will improve their understanding and acceptance of diversity and work as well as of the people they work with.
Culture and Cultural Competence
What is the difference between Culture and Cultural Competence? Why is it important to master? And what is the process?
Your organization's culture determines its personality and character. It is what distinguishes your company from others and is composed of all of its beliefs, interactions, behaviors, and attitudes. Everything from leadership and management to work habits and policies affects the character of your company and has a big impact on the workplace culture. Understanding, appreciating, and interacting with people from cultures or belief systems other than one's own requires cultural competence. Additionally, it refers to the ability to effectively connect, communicate, and collaborate with people from different cultural backgrounds through good actions, attitudes, and policies. Culture is therefore where we live, but cultural competence refers to our ability to live well in that culture. Although everyone is a part of the culture, not everyone can successfully adapt to it or display cultural competence.
Stereotyping, Prejudice and Discrimination
Can you talk about stereotyping, prejudice, and discrimination and how each one can create a barrier to acceptance and belonging?
Let's discuss stereotypes, which are essentially non-scientific assumptions about a social group. Stereotypes can be conscious or unconscious assumptions about a social group that are either favorable or negative. For example, the majority of Americans are overweight, or that homosexual men enjoy shopping. Prejudice is an unjustified negative attitude against a person or group that is based on propagated myths about a particular social group. Racism, sexism, and ageism are the three most prevalent. Discrimination is harmful, damaging exclusionary behaviour or action directed towards a specific person or group of individuals based on factors such as social identity, race, gender, sex, ethnicity, class, or other factors. Discrimination is detrimental and prevents people or groups from gaining power. Discrimination is widespread at the individual, institutional, and structural levels and manifests itself in actions, customs, and legal frameworks. Age, colour or race, disability, fair pay, genetics, sexual harassment, nationality, origin, pregnancy, religion, retribution, and sex are just a few of the ones we are aware of. All of these are crucial to notice and comprehend because they serve as obstacles to social inclusion by impairing people's possibilities, wellbeing, and sense of agency—by which I mean the conviction that their actions and results are entirely within their control.
Advantages of nurturing EDI principles
What are the advantages to an organization that commits to fostering and nurturing a culture grounded in EDI principles?
Organizations that comprehend EDI and incorporate it into every facet of their operations build organizational and individual resilience. They also boost creativity, acceptance, and open-mindedness. They have happier workers and higher rates of employee retention. An EDI culture fosters a climate of collective accountability, where individuals watch out for one another and work together to discover solutions to issues as they arise.
As a Career Coach, what have you noticed most about EDI and the hiring process?
I've noticed a few things that have changed in my experience as a career coach. A change of the conventional hiring procedure is inevitable for many firms in order to create a more equal workplace. A few of the changes I've observed in the interview process, for instance, the uniformity of many interview processes and the questions that are now asked. We used to observe a lot of variations in the questions that were asked, and sometimes they weren't even asked to all the applicants. Candidates are also asked questions about EDI principles in order to determine whether they are dedicated to the principles and what evidence they have provided to support that commitment. This is done in addition to showing how devoted the companies are to the principles. Consequently, it sort of unites the commitments of the individual and the corporation.
Another change I've noticed is the use of more inclusive, straightforward language in job postings. Instead of using phrases like "fit," which is biased by its very nature, job postings are now more focused on reflecting the abilities and competences required to perform the job. As a result, individuals start to think about other ideas and terminology that is universally known, which makes it more of a stretch than a fit. They include a diverse group of people in the hiring process, ensuring that the interviewing process is not just carried out by one or two people but genuinely involving a diverse group of interviewers in order to bring any prospects through that process.
The introduction of "blind resume reviews," in which all demographic information is removed or covered up, leaving interviewers just with the opportunity to examine the role, the responsibilities, the duties, the tasks, the experiences, and the abilities that the applicant has had. In addition, many businesses are focused on practical tasks rather than merely interviews. Instead of focusing only on what the candidate says, questions should put the candidate in the position and ask them to perform a task that is similar to or related to one that they would perform at work.
Microsoft is a fantastic firm and an excellent illustration of a corporation that considers how an individual contributes to its culture rather than how that individual fits into it. They don't hire people for what they have, but for what they can bring. Microsoft goes above and above to ensure that their workplace is inclusive and diverse, thus they do a lot of research.
How can job seekers know if an organization is committed to EDI?
There are numerous ways to train to become an EDI CSI. Begin with the business website. You can learn a lot about a company's culture and whether or not it's inclusive and compatible from its website. Strongly committed businesses will make sure diversity and inclusion are reflected on their website and in every facet of their operations. You only need to look a little closer if you know what to look for. You must devote the time that will be wisely spent to the investigation.
Find the company's management staff and, if feasible, its board of directors, and then analyze them. Do the persons that are featured in this group exhibit any signs of diversity? Do you perceive an EDI commitment to have a purpose and vision?
Another issue to keep in mind is that an organization's commitment to EDI is at interview time. As a result, if people inquire about EDI this usually indicates to you how essential it is to them. Don't pass up this chance when the interviewer asks if you have any questions for them when it's your turn. Be sure to inquire about the business's internal operations, particularly as it relates to equity, diversity, and inclusion. What steps does your business take, for instance, to ensure inclusivity? Are there any efforts or programmes in place in your business aimed at encouraging diversity? Does your business use any training initiatives to promote a diverse workplace? Describe a few of the guiding principles of your business. The employer will be able to provide you the information you require by asking some of these questions, and you will be able to get a decent picture of how essential EDI is for that firm and how far along they are in the process of establishing an EDI culture.
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