EQUITY, DIVERSITY & INCLUSION (EDI) IS NOT DEAD: THE UNDERSTANDING & APPROACHES THAT WERE MOSTLY MISCONCEIVED BY SOME ORGANIZATIONS

Let's address the misconception head-on: Suggesting that Equity, Diversity & Inclusion (EDI) is obsolete reflects a fundamental misunderstanding.

It indicates that many failed to grasp its essence from the outset.

EDI isn't merely a theoretical construct; it's a fundamental principle that was marginalized by colonialism, paving the way for racism and discrimination to thrive.

While a concept may be perceived as an abstract idea or marketing tool, a divine order carries deeper implications: It delineates boundaries that should not be transgressed, acknowledges spiritual authority that demands reverence, and upholds a sacred way of conduct.

Colonialism violated all three principles: Europeans trespassed borders, pillaged lands, and enslaved peoples, perpetuating a legacy of exploitation across Africa, the Caribbean, and beyond, including what are now Canada and the United States.

In their quest for dominance, colonial powers disregarded spiritual norms, dehumanizing individuals, and subjecting them to unspeakable atrocities, such as forced labour, rape, and familial separation.

Under the false guise of superiority and white supremacy, colonial rulers imposed unjust systems, embedding discriminatory practices into the very fabric of society.

• But how long can we desecrate the environment and expect to thrive as a species?
• How long can we perpetuate oppression based on ethnicity, religion, gender, or other forms of diversity, naively assuming there won't be repercussions?

It's time to acknowledge the enduring relevance of EDI, recognizing it as not only a moral imperative but also a pathway to collective progress and harmony.

Only by dismantling entrenched injustices and embracing true equity, diversity, and inclusion can we forge a future rooted in dignity, respect, and mutual understanding.

LET US ACKNOWLEDGE MISTAKES IN ORGANIZATIONAL EQUITY, DIVERSITY & INCLUSION (EDI) STRATEGIES

The tragic murder of George Floyd served as a stark wake-up call for many organizations, prompting them to reevaluate their Equity, Diversity, and Inclusion (EDI) policies and procedures. However, despite their good intentions, several fundamental mistakes have been made in the execution of these strategies.

1. Some organizations hastily crafted Diversity Statements for their websites, lacking genuine comprehension or commitment to the values they purported.
2. Others rushed to hire Black and other marginalized individuals without addressing the deep-seated prejudices and biases ingrained within their systems, structures, and cultures. This led to a disheartening wave of frustration among Black, racialized, and minoritized staff.
3. EDI roles were created without adequate staffing or funding, compounding dissatisfaction, and exacerbating systemic issues.
4. Tragically, some even left their positions, while others suffered profound mental health impacts, exemplified by the devastating loss of a respected Black professor.
5. In some cases, organizations merely checked boxes by engaging speakers and trainers without fostering genuine shifts in employee attitudes.
6. Countless incompetent entities seized the opportunity to enter the EDI sphere, purporting to have solutions for racism and discrimination despite lacking lived experiences or genuine understanding.
7. Moreover, some organizations that signed Diversity Pledges out of superficial sympathy instead of hearty empathy are now struggling to fulfill the commitments they once publicly made.
8. Many organizations engaged speakers and trainers to conduct EDI programs merely to fulfill a checkbox of compliance, without genuinely fostering a paradigm shift in the mindsets of their employees.
9. Research has revealed that a significant portion of the billions of dollars allocated to advance social justice initiatives has flowed to white-led organizations, underscoring the pervasive influence of colonialism.
10. Despite commissioning expert reports and crafting multi-year strategies, many organizations have allowed these plans to gather dust on virtual shelves, failing to enact meaningful change.

What do you think may have gone wrong in your organization?

Kindly share your perspectives in the comment section or email them to [email protected].

LET TRUE EMPATHY BEGIN FOR EVERYONE, ESPECIALLY THE LONGSTANDING RACIALIZED, MINORITIZED AND MARGINALIZED

EDI IS NOT DEAD. ?

The only thing that is dead is the patience of people who have been racialized for about 500 years.

The only thing that is dead is our tiresome willingness to continue accepting what Martin Luther King, Jr., once referred to as “a bad check, a check that has come back marked ‘insufficient funds.’”

Like Dr. King, Jr., said, “We refuse to believe that the Bank of Justice is bankrupt. We refuse to believe that there are insufficient funds in the great vaults of opportunity of this nation.”

Instead, we demand equitable access to the great vaults of opportunity within our nation.

Corporations and governments keep spending millions of dollars asking experts to prepare racism and discrimination reports with no intention of doing anything about it.

You will be amazed to know how much millions of dollars our federal government has spent fighting the Indigenous people in court over their land that was stolen.

Instead of allocating the millions of dollars to resolve their Black Class Action Lawsuit, filed by their civil servants citing years of abhorrent racism against Blacks and Indigenous people, as affirmed by their independent report, our Canadian government remained obstinate by opting to expend these funds in opposition to social justice efforts. How so?

Despite this, they join other unserious or ignorant people and organizations to now assert that Equity, Diversity, and Inclusion (EDI) initiatives are defunct.

Racialized communities have simply grown weary after centuries of waiting for justice and equality.

It's imperative to recognize that true progress demands genuine commitment, not merely token gestures.

Organizational EDI strategies must transcend rhetoric and prioritize tangible actions aimed at dismantling systemic injustices and fostering genuine inclusivity and equity for all. Only then can we truly honor the legacy of those who have fought tirelessly for justice and equality.

HOW TO DO EDI THE RIGHT WAY: THE FIERCE URGENCY OF NOW TO ADVANCE THE CAUSE FOR SOCIAL JUSTICE EVERYWHERE

#1 - The first and most pivotal shift in the EDI strategy of numerous organizations lies in prioritizing the transformation of entrenched colonial mentalities within their organizational cultures over mere adjustments to policies and procedures, which prove to be unsustainable in the long run.

Many individuals and organizations unwittingly equate change with transformation, inadvertently overlooking opportunities for genuine growth and innovation.

While change primarily addresses the "what" and "how," transformation delves into the deeper realms of "why" and "who," catalyzing profound shifts in purpose, values, and identity.

To gain a comprehensive understanding of these disparities and harness their combined potential for the sustainable success of any project or program, we invite you to register for our upcoming webinar on The Framework for Transformational Leadership.

#2 - Secondly, it's imperative to enroll your executives and board members in more rigorous EDI and Anti-Racism programs, enabling them to comprehend the substantive benefits of implementing EDI practices authentically, beyond superficial gestures for public relations. For access to our Inclusive Leadership Transformational Program, click here.

#3 - Thirdly, continuing to facilitate intensive EDI programs geared towards empowering your staff with actionable insights, tools, and strategies to identify and eradicate racism and discrimination from your organizational ecosystem is paramount. To book one of our experts, click here.

#4 - Fourthly, providing your staff with access to platforms like our Learning Management Systems (LMS), where they can engage in comprehensive EDI courses aimed at mitigating biases and prejudices, is instrumental in fostering a more inclusive workplace culture. You may check out our courses at www.canadiancongressondiversity.ca.

#5 - Fifthly, developing specialized empowerment initiatives tailored to the needs of racialized and minoritized individuals within your organization is crucial. These programs aim to bolster their confidence and mental well-being, which have been adversely impacted by years of systemic racism and discrimination.

We commend organizations that have enrolled their employees in our Leadership Academies designed specifically for Blacks, Indigenous peoples, and Women. For more information, contact [email protected].

#6 - Sixthly, fostering a sense of community and belonging among your staff through increased networking opportunities and culturally significant events, in addition to recognizing holidays beyond the traditional Christmas and Easter, demonstrates a genuine commitment to inclusivity and diversity within your organization.

#7 - In conclusion, any organization lacking an EDI and Anti-Racism Dashboard, complete with targets and metrics integrated into board members and the executive team's performance evaluations, is demonstrating a lack of genuine commitment to the necessary workplace evolution.

Reach out to us immediately for assistance in implementing this crucial tool. Let us heed the wisdom of Peter Drucker, who famously stated, "You cannot manage what you cannot measure."

As we draw our newsletter to a close, let us reaffirm our commitment to advancing Equity, Diversity, and Inclusion (EDI) in every aspect of our lives and organizations. While misconceptions and missteps may have hindered progress in the past, let us embrace this opportunity for growth and learning.

By challenging outdated mindsets, prioritizing genuine transformation, and implementing tangible actions, we can create truly inclusive environments where every individual is valued and empowered.

Together, let us strive towards a future where EDI is not only a strategic imperative but a lived reality for all - personally and corporately. Thank you for joining us on this necessary journey.

For the 10 Biggest Blunders that Organizations Make in Diversity Work presented by Alex Ihama, watch https://www.youtube.com/watch?v=62z79ZKcKsI&t=547s

?Kindly leave your comments and questions in the comments section or email them to [email protected].