As part of our regular Lumency’s Lunchtime Series, we had the pleasure of being joined by Renée Bazile-Jones from the Canadian Centre of Diversity and Inclusion (CCDI) for an open and honest dialogue surrounding racial bias, systemic racism, diversity, and inclusion.
We recently become an Employer Partner of the CCDI in support of our ongoing diversity and inclusion efforts.
ABOUT RENÉE AND THE CANADIAN CENTRE OF DIVERSITY AND INCLUSION
Renée has worked throughout Canada and the United States as a diversity and inclusion practitioner, in strategic planning, and in the management of change. She is an accomplished speaker, writer, and policymaker, and uses her voice to bring light to issues surrounding diversity, inclusion, and workplace harassment. With over 30 years of experience in both public and private sectors, facilitating over 2,000 training sessions throughout her career, Renée creates a safe learning environment and invites others to engage in dialogue to further understand important issues and the need for change.
The CCDI is a forward-focused for-impact organization developed in Canada as a solution to assist employers, human resource practitioners, diversity and inclusion/human rights/and equity practitioners in effectively addressing diversity, equity, and inclusion within the workplace. With an overall mission to help organizations be inclusive and free of prejudice and discrimination, the CCDI focuses on developing sustainable solutions to help employers move towards true inclusion. Through generating awareness, creating dialogue, and facilitating action, the CCDI helps people understand the many reasons why diversity is truly an asset, as opposed to an obstacle.
IN THIS LUMENCY LUNCHTIME SERIES…
Renée shared her thoughts on how you can best be a part of a change model and addresses that, regardless of the basis of your identity, people can feel excluded and discriminated against. Although organizations may not necessarily know the ‘correct’ response to the need for change, this is a pivotal moment in time to stand up to inequity, speak out, and address issues surrounding diversity, equity, and inclusion.
Renée encourages organizations and their employees to be empathetic to the pain that people are going through right now and seek to understand, rather than defend, their previous actions. We have come a long way, but we have a long way to go.
KEY HIGHLIGHTS & TAKEAWAYS FROM THE CONVERSATION…
- Change is not inevitable unless there is a call to action
- It starts by addressing: What are the change models? How can we change? Where do we even begin? What is the right way to go about this?It feels like as of late, a large portion of the world has ‘woken up’. It is impossible to see the inhumanity in an event like the George Floyd murder and look away.
- Change in an organization is created by driving awareness, engaging in conversations, asking tough questions, implementing strategic development, investing in learning programs, and exercising measurement and analytics.
- The time is now to determine our desired outcome, the capabilities we possess to make that happen, and the areas in which we need to become more educated on in order to evolve
- Within both society and organizations, if we are not speaking out, we are giving consent to what is occurring
- Be open and vocal for change – articulate what exactly that change is, what the benefits are, and how it can impact everyone (not just some groups). Use your best communication tools and skills to say ‘no more’ to injustice.
- Connect to one another on a human level. Seek to understand why an individual may have formed the lens that they have, rather than being quick to judge or become offended. Rather than calling someone out, call them in. It is critical to maintain respect for one another while addressing the issue behind a particular comment.
- Instead of demanding someone retract an offensive statement, invite them into a further conversation by leading with “let me invite you to consider…” By leading with a “no guilt and no blame” approach to the conversation, you create an opportunity for greater understanding and learning to take place.
- Segregate the intent versus the impact. “This may not have been the intent of your message, but this is the impact it had…”
- Ways to improve diversity through hiring practices within your organization
- Educate yourself on hiring biases (infrastructure, questioning, attitudes) and identify your organization’s view on the difference between diversity and representation.
- Go outside of your usual sources of applicants when looking to hire.
- Ensure hiring managers have a thorough understanding of the core competencies and skills required to perform all duties of the role and receive proper training to better identify their own personal biases.
- Creating a culture of ally-ship within society, and the workplace
- Do not dismiss the experience of people who have different identities than you; seek to learn from those lived experiences instead.
- Engage in open and honest conversation, admitting “we may not be doing this perfectly – but we have the drive and desire to change.” Although we cannot change the past, we do have the power and ability to create a better future impacting the people, clients, and business that make up the organization.
- If an organization is instituting a Diversity & Inclusivity Committee, be sure to develop a mission statement for it that clearly explains the connection between what you’re doing, and the impact on the overall business. Identify desired measurable outcomes, who is populating this committee, and hear from as many voices as you can. Invite in other’s opinions and communicate what it is you are doing to the rest of the organization.
- Diversity and inclusivity drive business
- To invite genuine and fresh ideas to the table leading to new innovations, organizations need to create a diverse and inclusive environment.
- If you are looking for growth, positive business results, and to remain an attractive employer – you need diversity amongst your team.
A big thank you to Renée for taking the time and creating a welcoming space to have such an important conversation. Should you wish to learn more about the CCDI and their continuous efforts, please visit their website HERE.
By: Mackenzie Shenker
