We know that in 2024 workplaces must focus on achieving their bold diversity, equity, and inclusion (DEI) goals. However, despite increasing awareness and efforts to promote DEI, people from equity-deserving groups often still face systemic barriers to their career advancement.

Inclusive leadership plays a central role in cultivating equity, driving innovation, and deepening employee engagement.

Diversity, equity, and inclusion (DEI) are no longer just buzzwords; they are important principles that drive positive change and lead to just and equitable societies.

Small businesses have an important role in driving sustainability practices forward.

To create organizations that value and support people to do and be their best requires us to reconsider how we approach workplace culture. One such approach is intersectionality.

One significant aspect of this effort is addressing microaggressions effectively. Microaggressions are subtle, discriminatory actions or comments that can have a significant impact on individuals from equity-seeking groups. Here, I'll outline how workplaces can identify, prevent, and respond to microaggressions to cultivate more inclusive and respectful work cultures.

Closing the pay gap in Canadian workplaces requires a multi-faceted and proactive approach that prioritizes fairness, transparency, and inclusivity. By conducting pay equity audits, implementing transparent salary structures, addressing unconscious bias, promoting a pay equity culture, and committing to continuous improvement, organizations will create environments where every employee is valued and compensated equitably.

One powerful tool in achieving these goals is establishing and supporting Employee Resource Groups (ERGs). ERGs play an important role in promoting a culture of inclusion, belonging, and innovation within companies.

Equity training plays an important role in meeting these objectives by creating safe and inclusive workplaces where everyone is valued, respected, and empowered to be and do their best.

In today's dynamic socio-cultural landscape, diversity, equity, and inclusion (DEI) have emerged as critical focal points for organizations striving to foster safe environments that are just and where staff feel they belong.

Accessibility is more than just physical accommodations; it encompasses a broad spectrum of considerations to ensure everyone can fully participate and thrive in the workplace.

One of the most powerful ways to advance DEI efforts is through cultivating allyship and advocacy among employees. By actively engaging in allyship and advocacy, individuals can leverage their privilege, influence, and resources to support marginalized colleagues and drive meaningful change within their organizations.

Diversity, equity, and inclusion (DEI) initiatives allow organizations to create thriving and equitable workplace or organizational cultures.

Diversity, Equity, and Inclusion (DEI) have become critical components of successful and thriving workplaces, helping to deepen innovation, collaboration, and employee satisfaction. While larger corporations often have dedicated resources for DEI initiatives, small businesses face unique challenges in implementing these strategies.

In the ever-evolving landscape of work, the future beckons with a promise of inclusive workplaces that celebrate diversity and prioritize equity. As an experienced diversity, equity, and inclusion consultant and researcher, let's embark on a journey to uncover what lies ahead and discover practical ways to pave the path to inclusivity at work.

Determining the cost of your goals and dreams is a helpful way to focus your energy and identify your priorities. It can also help you identify the activities that are not aligned with your goals and can be removed from our to-do lists, you know the lists that are never finished?! In addition to the cost, consider the timeline. Some huge goals may take more than 12 months to complete.

Using a human rights framework, Diversity, Equity, and Inclusion (DEI) are no longer buzzwords; they are critical elements for the success of organizations. Nonprofits and businesses alike are recognizing the importance of fostering diverse and inclusive work environments. However, the real opportunity lies in measuring the results of your DEI initiatives.

In this week’s blog post, I reflect on promising practices around diversity, equity, and inclusion (DEI) in the not-for-profit sector.

The 16 Days of Activism Against Gender-Based Violence campaign is a global initiative that kicks off on November 25, the International Day for the Elimination of Violence Against Women, and runs until December 10, Human Rights Day.

Workplace racial equity or diversity audits engage organizations in a comprehensive evaluation of their policies, procedures, and practices to identify barriers people from equity-deserving communities experience.