Exploring equity, social justice and community safety with a humanistic lens
From 1930s to 1950s, a group of Canadians took racism to court. It was the beginning of the struggle for Black civil rights. The 6 people who refused to accept inequality include Viola Desmond and Fred Christie. These are the brave pioneers who are thought to have secured justice for all Canadians. The disparity and inequity around …
Of course, representation matters and the business case for diversity is strong. However, recent studies caution that representation without structural changes to office culture, including creating platforms for underrepresented decision-makers, can lead to an “add diversity and stir” approach that is counterproductive. #systemicracism
The pandemic has highlighted the importance of collective action and exposed how existing systems nourish politics of exclusion in which people are treated as disposable. In this broader ecosystem of societal transformation, Canadian philanthropy is on a path toward a “just transition” that requires more deliberate efforts to abandon false hierarchies and co-construct new visions …
It’s good news for folks busy in social impact work to know that building equity is now the centre of attention and an international priority for action (https://lnkd.in/eAzWQrfJ). There are a FEW FACTORS that make this good news even more encouraging at this time of resource crunch in the sector (https://lnkd.in/ekxHyXhp) for social services and …
Improving diversity for the sake of statistics is not enough. The truth is diversity alone will not provide a competitive advantage without inclusivity. Inclusive organisations take an objective approach to talent management based on employees’ skills and experiences. Many of these companies utilize talent marketplaces to ensure internal mobility is determined by competencies and ambitions, rather than subjective factors that will …
Equity lens for Community service organisations. Just like in life reasons don’t count. Its the results that matter. In the community development work, mere talk is not enough. Actions lead to results. Its time to focus on specific programs to address specific barrier and structures that perpetuate systemic racism and systemic discrimination. And this is …
In this interview author of The Anti-Racist Organization argues that diversity, equity, inclusion and belonging are used to perpetuate systemic racism. Shereen Denials maintains that vague platitudes about inclusion and belonging without addressing systemic barriers means all organizations have done is assimilate all minoritised communities into a single homogenised unit of not being ‘normal’, of …
Sometimes a few simple steps can save lives and resources. In this case: Partnership with local mental health agencies. Gathering necessary information about people with mental health. Preparing officers for the MH crisis calls made a huge difference. We don’t need to take years and continually invest heavily in reinventing the wheel with chances of …
We largely seek to develop the race equality agenda, without the acknowledgment that there are no effective solutions for systematic and behavioral change without active realization of anti-racism. Most often, the anti-racism is left out of conversations around organizational change in favor of broad brush, superficial conversations, lumping every other issue under the DEI umbrella …
Organisations that are anxious to prove they are not racist frequently increase the number of “diverse” hires. However, representation does not always equate to giving coworkers (and leaders) the clout, authority, and agency to better their own and other people of colour’s working conditions. #AntiRacism #Equity #TalentAcquisition
Hot off the press. A very interesting read. I strongly recommend it to those who are genuinely interested in addressing systemic racism in their organisations. Here is rip from the intro of the book: “Whilst this book is addressed to you, I’m centring your Black colleagues and the issues at hand that uniquely impact on …
Here is a great read from Ben Hecht about moving beyond diversity. The lines that stood out for me are: ““…it’s clear that the suite of diversity and inclusion tools and practices that went mainstream in the ‘90s are grossly insufficient for racial equity work. Instead of driving fundamental changes in organizations, they largely focus …
