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.

Equity

Diversity

Inclusion

Culture

Be the change

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?

Culture and Cultural Competence

What is the difference between Culture and Cultural Competence? Why is it important to master? And what is the process?

Stereotyping, Prejudice and Discrimination

Can you talk about stereotyping, prejudice, and discrimination and how each one can create a barrier to acceptance and belonging?

Advantages of nurturing EDI principles

What are the advantages to an organization that commits to fostering and nurturing a culture grounded in EDI principles?

Conclusion section - As a Career Coach, what have you noticed most about EDI and the hiring process?

How can job seekers know if an organization is committed to EDI?

Rapid Questions section- How can someone best advocate for EDI and the workplace belong?

Why did you get trained in EDI and what has that meant for you personally and professionally?