not "two sides of the same coin"

 A little rant:

A common saying that I hear in organizations and companies is, "Diversity and Inclusion are two sides of the same coin". 

Here's an example, from an article at the Alberta CPA website (but they aren't the only ones saying this):

Rubbish!

It is true that a coin has two sides and it's not possible to have one side of a coin without the other, but it is certainly possible to have diversity without inclusion. 

Think of pre-apartheid South Africa -- there were white people and Black people (= diversity), but the Blacks were not included and the whites, though in the minority, held all the power (no inclusion).

Think of Canada - there is great diversity, but many minoritized people are excluded, some even from basic human needs like clean drinking water. 

Think of your company or organization. There is probably much diversity among the employees overall, but most likely, the higher in the organizational structure you go, the more white, male and cisgender it gets. So clearly, there is not inclusion at those levels.

creating a diversity and inclusion icon

Recently I had the opportunity to be involved in the design of a logo to be used for internal, diversity and inclusion-related events where I work. 

Now, here are some of the constraints. The design will be of an icon - size 550 x 330 pixels - that will appear in a webpage and in an email newsletter. We don't have masses of space nor the option of fine detail and lines of text that would be available on a poster design or a billboard. This clearly will influence the design.

Now, a common rule when designing logos is that you first design in black and white, so that the design's effectiveness is not dependent on colour. This is because often, things created in colour get photocopied in black and white and you don't want to end up with a meaningless or unreadable image. However, in this case, as the design will only appear on computer screens and almost never printed black and white, this rule is not particularly applicable.

My first idea was the provincial outline turned into a six-piece puzzle, with each piece a different pattern or shading. Here's my sketch:

I kind of liked this, though it is rather impersonal, as it shows interconnectedness and can indicate diversity abstractly. This is one of the difficulties of a logo or icon for diversity and inclusion in general. It would be much easier to design something for one specific group, such as for disability-related events or Indigenous events. In this case, we either need to show D&I abstractly or in a way that includes a wide variety of specific diversities.

So realizing that the above was too detailed for the size requirement, I contemplated a four piece puzzle but that seemed to lose too much.

[social justice books]

Social Justice Books calls itself "the best selection of multicultural and social justice books for children, YA and educators," and looking at their site makes it obvious that their claim is true.

The site includes curated booklists, an excellent Guide for Selecting Anti-Bias Children’s Books, and more! The booklists (the above picture 14 of the over 60 booklists available) include almost every culture imaginable as well as broader topics like culture/language, hair, holidays, etc.

https://socialjusticebooks.org/

employee resource groups for the flourishing of employees

As diversity and inclusion initiatives increase, Employee Resource Groups (ERGs) are becoming more common. In fact, your workplace might have some.

"Employee Resource Groups for the Flourishing of Employees" is a resource that I've been working on over the past year, and which I hope will be of use to some of you.

It introduces ERGs, presents seven key principles, discusses their evolution over time and includes steps for starting a new Employee Resource Group, with a particular focus on their purpose being the flourishing of employees.

What's unique about this resource? At least two things:

1. The focus on the flourishing of employees. For the record, the flourishing of employees is not always the reason that ERGs are started. Particularly in the for-profit sector, corporations use ERGs as a way of increasing innovation, attracting new employees, connecting with potential markets, etc. Few in the world of ERGs are emphasizing the flourishing of employees.
2. The seven key principles. There are many resources available online yet I have not seen any that have anything close to these key principles. These principles help ensure that ERGs increase diversity and inclusion overall and focus on the flourishing of employees without becoming introverted.

Access the PDF here and comment below.

[positive space at norquest college]

I saw this sign in an office at NorQuest College in Edmonton. Was intrigued by the design which includes the trans colours in the arrow shape as well as brown and black to be inclusive of different races.

Text reads: "This is a place where human rights are respected and where lesbian, gay, bisexual, trans, two spirit, intersex, asexual, non-binary, queer and questioning people are welcomed and supported."

acknowledging the treaty lands we live and work on

Here's a quick way to add some diversity and inclusion into your own life while acknowledging the diversity of our land and peoples:

Edit your email signature to include an acknowledgement of the Treaty land that you live and work on.

The above is what I use (appropriate for Edmonton and other areas within Treaty 6 - for other treaty areas, change the "6" to the relevant treaty # or adapt as needed):

Here's some other examples that I've seen:

NorQuest College:

 

(Amiskwacîwâskahikan), Treaty 6 Territory

We acknowledge that NorQuest College is on the traditional lands of First Nations and Métis peoples, referred to as Treaty 6 Territory.

(I really like the inclusion of the Cree word amiskwacîwâskahikan meaning, "beaver hills house", which is the Cree word for Edmonton.)


An organization:
The [organization] is located on Treaty 6 territory, the traditional gathering place for the Cree, Blackfoot, Metis, Nakota Sioux, Saulteaux, Dene and other Indigenous peoples whose histories, languages, and cultures we acknowledge.


A colleague:
I would like to acknowledge that I live and work on Treaty 6 territory, a traditional meeting grounds, gather place and travelling route to the Cree, Saulteaux, Blackfoot, Metis, Dene and Nakota Sioux.
Moreover, I acknowledge the many First Nations, Metis and Inuit whose footsteps have marked these lands for centuries.

Another colleague:
Sent from Edmonton / Amiskwacîwâskahikan in Treaty 6 lands.


An acquaintance in BC:
Offering my acknowledgment of the Ktunaxa Kinbasket, the Sinixt, and the Okanagan peoples where their Traditional Territories meet and where the city of Nelson is located, & respectfully, my acknowledgment of the Traditional Territory you are working on.   Also, I would like to acknowledge the Métis People who live and work on the various Traditional Territories across BC.


MacEwan University, at the entrance to their buildings, has this acknowledgement on a fancy plaque:

We acknowledge that the land on which we gather in Treaty Six Territory is the traditional gathering place for many Indigenous people. We honour and respect the history, languages, ceremonies and culture of the First Nations, Métis and Inuit who call this territory home.

The First People’s connection to the land teaches us about our inherent responsibility to protect and respect Mother Earth. With this acknowledgement, we honour the ancestors and children who have been buried here, missing and murdered Indigenous women and men, and the process of ongoing collective healing for all human beings. We are reminded that we are all treaty people and of the responsibility we have to one another.

(This acknowledgement is first in Cree syllabics, then Cree in English characters, and then in English. I particularly appreciate the acknowledgement of missing and murdered Indigenous women and children and the mention of ongoing collective healing.)

There are any number of ways to adjust your acknowledgement to reflect where you live and your personal style. The point is to add an acknowledgement.

positive space programs - a primer

Expanding on my previous introduction to Positive Spaces, I wrote a longer document on "Positive Space Programs: Increasing the Safety, Visibility, Acknowledgement and Support of LGBTQ2S+ Employees"

This document introduces positive space programs, emphasizes the role of positive space champions and outlines the key components of positive space programs. As well, appendices list select positive space programs in Canada, sample images, and more.

Read the full document (PDF)

key principles for employee resource groups

The following is an excerpt from the Employee Resource Group Framework that I have been working on over the past six months. The full document when available will provide additional information on these and other key items for Employee Resource Groups (ERGs).

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Employee Resource Groups are voluntary groups which bring together employees who share a common identity, characteristics, and/or bond or background and provide optimum environments and opportunities for these employees to flourish and to contribute fully to the organization. ERGs also advocate for the necessary shifts required to accomplish this at a broader and deeper level in the organization.

Some of the most common Employee Resource Groups are for women, LGBTQ2S+ employees,  Indigenous peoples, people with disabilities and minority cultural groups.

Note that these key principles were written for a non-profit / non-governmental organization / government context, and thus will differ from what one sees in articles about company ERGs.

Key Principles for Employee Resource Groups

1. Based on People Attributes

Employee Resource Groups (ERGs) bring together employees who share a common identity, characteristics, and/or bond or background.

In the context of a diversity and inclusion initiative, most if not all ERGs are attribute-centered, particularly around peoples who have historically been or presently are at the margins in the workplace. They are not primarily about shared interests, hobbies or skill development.

2. Focused on Flourishing

Employee Resource Groups are focused on enabling and increasing the flourishing of their members. While there are benefits to the employer, these are not the primary driver for having ERGs.

3. Member-Driven

“Nothing about us without us.” While some overarching policies and principles govern Employee Resource Groups, what happens at an ERG in terms of format and activities is determined by its members.

4. Inclusive of a Range of Needs

Employee Resource Groups can address a range of desired results for their members. The hierarchy can be expressed as follows:

Positive mental health and general well-being
Social networking and personal development
Organizational awareness and policy alignment; community outreach
Full integration into the business

While seeking to create movement forward, Employee Resource Groups need to remember those employees who most need help and support to be included and to flourish at work as well as those who are further along in their journey.

5. Geared to Their Members

Employee Resource Groups are geared to the needs of their members as related to their social context, barriers faced, etc., and can vary significantly from one another in their purpose and format.

6. Evolving over Time

It is anticipated that the form and structure of each Employee Resource Group will evolve over time as movement toward flourishing takes place and as the corporate culture evolves.

7. Intentionally Intersectional

Recognizing the intersectionality that runs through the lives of many employees, Employee Resource Groups will be intentional about using an intersectional lens in their planning and activities.

8. Collaborative

Employee Resource Groups will seek out opportunities to collaborate with other ERGs to share resources, optimize their efforts and increase unity.

9. Engaged with Allies

Employee Resource Groups are engaged with their allies to work together for the flourishing of all.

Rob Goetze

[whatever]

Conversations are going on at work about signage for gender inclusive washrooms, both in our office buildings and in public spaces. While this sign will not be used, it is one of the more creative ones I've seen online.

I did note that my brain, seeing the stereotypical mermaid on the left, assumed that the centaur on the right is male (the fact that centaurs in movies are almost always male didn't help in avoiding that assumption). But the reality is that the symbol is fairly neutral... what do you think?

---

Vancouver is adding the words "Trans People Welcome" to its washroom signage. Check out this article for more information.

ideas for structuring employee resource groups

Employee resource groups are a key component of many diversity and inclusion programs. They provide a safe place for specific groups of employees, such as women, LGBTQ2S+, veterans, indigenous peoples, etc., to meet for support, networking, and personal and career development.

The following options present some ideas on structuring employee resource groups (ERGs) for large province-wide organizations. They allow for an evolution of the ERG structure in a scalable way as interest grows. In all cases, employees at other locations can still videoconference into the meeting individually or in small groups.

Click the image to enlarge it.

Check out the full document to learn more about these options...

sowing seeds for the flourishing of LGBTQ2S+ employees

From my paper, "Sowing Seeds for the Flourishing of LGBTQ2S+ Employees"

Introduction

In the corporate world, diversity and inclusion are often promoted as a way of increasing profit, competitiveness and innovation, attracting and keeping diverse employees, and gaining a better understanding of one’s customer base. People are invited to become part of the corporate culture because the company benefits from the diversity they bring … but the corporate culture is not changing for diverse peoples nor is it being changed by their inclusion. While employees do benefit, the primary focus is on the benefit to the company.

In governments, non-profit organizations and socially-conscious companies, we have the opportunity to make diversity and inclusion decisions with a primary focus on the benefits to employees, understanding that of course there will also be a benefit to the organization as a whole and to the clients.

It may seem like a small difference, but I believe that diversity and inclusion must first and foremost be for the people if it is to be authentic and avoid the risk of being assimilatory.

So how about an organization taking initiative to be a place where all employees flourish?

And specifically,

How might we develop our organization into an environment 
in which LGBTQ2S+ employees, in all their diversity, can flourish?

Read the whole paper here.

[positive spaces]

Positive Spaces address the issue that despite Canadian law which prohibits workplace discrimination and organizational policy which typically echoes the law and the Charter of Human Rights, many workplaces are still not welcoming places for LGBTQ2S+ employees.

Positive Space programs typically include some or all of the following:

• Training for staff
• Posters and stickers to reinforce the training and to increase awareness by staff, clients, and the public
• Positive Space champions - volunteers who "offer support, raise awareness, and wear and post identifiers to designate both themselves and their workspaces as safe."
• Review of procedures and documents to ensure they are LGBTQ+ positive and inclusive

Positive Spaces and similar programs are intended to result in a declared space (declared as being a positive, welcoming and affirming space for LGBTQ2S+ employees), persons who have declared themselves as allies / advocates / safe people to talk to, and overall increased awareness. LGBTQ Positive Spaces are being used by various organizations to promote safety and inclusion of LGBTQ+ employees and clients. Here are some examples:

[Jim Fitterling makes the case for LGBTQ+ diversity and inclusion]

Jim Fitterling, President and CEO of Dow Chemical Company, says the following:

"Data suggests that about 75 percent of any organization’s LGBT population remain in the closet … because they’re too scared to come out. I know this from first-hand experience. I was one of those employees."

"Employees who feel connected to the workplace—who feel free to speak their mind without fear of being “outed”—and who feel connected to their co-workers—are more engaged and feel more empowerment.

Ideas flow more genuinely. People trust one another more. Collaboration rises.

Did you know, by the way, that natural work groups perform cognitive tasks 32 percent better when LGBT team members are “out” as opposed to when they are closeted?"

Read the rest of his talk at https://www.vsotd.com/featured-speech/making-small-talk-case-lgbt-diversity-and-inclusion

[what does inclusion and diversity mean?]

I've been keeping an eye out recently for catchy ways of explaining diversity and inclusion, especially in ways that make the distinction clear, and came across this graphic in a presentation by Lyft.

But it begs other questions: Can you dance with whom you wish at this party? Will anyone whisper about you behind your back or jeer at you openly?
Can you be authentic and free to be the person you are without fear?

And here's another set of questioning: who controls the music that is played? whose styles of dance are acceptable?
It's one thing to be invited to someone else's party and to be asked to dance their dances... but is that inclusion? Or is inclusion having a variety of music that reflects everyone's interests and cultures, and enjoying and learning from each other?

flourishing: an introduction

Flourishing. According to one online dictionary, flourishing means ”grow and develop in a healthy or vigorous way, especially as the result of a particularly favorable environment.”

Much is said these days about diversity and inclusion. Diversity, of course, is about numbers and percentages, about homogeneity and heterogeneity, but is no guarantee of good relations. A jungle has a diversity of wildlife, but that doesn’t change the fact that there is a food chain and that some kinds of animals eat other kinds of animals who in turn eat other kinds of animals. That’s not the kind of world we want.

Inclusion has to do with people being included and respected. As Royal Bank put it on their D&I page, “In simple terms, diversity is the mix; inclusion is getting the mix to work well together.” However, inclusion can potentially be perceived in other ways, such as the idea of including someone within an existing structure which remains unchanged or, in the case of the Borg, assimilation into the collective. Some people also add the concepts of justice and equity, to address the more systemic problems that are experienced by many people who belong to minorities.

Flourishing is like diversity and inclusion and justice and equity all together on steroids.

[co-posted on September 13, 2017]