If you want to enhance your commitment and contributions to anti-racism, equity and inclusivity, then start with equity. In the past I have written about the power of words, the limitations of language and the ongoing evolution of ideas, thinking and practices in the diversity, equity and inclusion space. Four years after the racial reckoning that increased awareness of systemic racism and oppression ten fold, we continue to debate the use and value of words and concepts such as equity, anti-racism, power and privilege.
Take for instance the US based Society for Human Resource Management (SHRM) where they have recently decided to remove the word equity from their diversity and inclusion work. They believe it has become a politically charged and divisive term that detracts from the organization's primary focus on creating fair and inclusive workplaces. They have decided to focus on less contentious language, and to prioritize comfort over discomfort, nuance and tensions.
Words have power, and being explicit about existing inequities, the systemic experience of racism, sexism, ableism and other forms of oppression is necessary if we want to shift thinking and behaviours. Discomfort is a feeling, and exploring tensions, applying empathy and challenging our default behaviours are required for shifts, changes and new practices.
I’m doubling down on equity because I know that if we acknowledge systemic inequities and the barriers that eliminate fairness based on race, gender, sexual orientation, disabilities, age and other forms of oppression, then we can begin to discuss how we can do better. I’m doubling down on equity because I know that diversity and inclusion are important but not sufficient if we are committed to measurable results and changes in structures and systems that move us closer to justice. Equity practices enable us to design more inclusive programs, policies, services to ensure everyone has an opportunity and feels included and inspired to participate. Applying an equity centred approach has resulted in more inclusive hiring practices, stronger relationships with equity denied groups, as well as leadership teams and board tables that are more representative of the communities they service.
Equity is fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. In order to improve equity, we must increase justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society. Source Code for America
In my work with leaders who are committed to integrating equity practices we spend time discussing the concept of equity and what it means to centre equity in the context of their work and organizational mission. The conversation is different every single time and it takes time to really understand and embed an equity mindset. I ask leaders and staff teams to think about it as building a skill, and space is offered to reflect on the following questions: What do we need to learn and unlearn? What are our goals and vision around centring equity? What shifts in thinking and behaviours will get us there?
I’m doubling down on equity because I know it is one way to move toward actions and activities aimed at building just communities.
Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards stay relevant and aligned with their equity, anti-racism, and inclusion goals through continuous learning and practice change. Do you need support to start or accelerate your equity practice and outcomes? Happy to hop on a call with you to see how I might help. Let’s chat.