There is no one way to do equity work. It’s essential to recognize that your journey in equity work will be uniquely yours, shaped by your experiences, skills and contributions.
In my years of learning and building awareness of equity and inclusion practices it is clear that this area of work had its own methods and processes. In fact if you utilize AI search tools, you can easily discover various steps, stages and strategies for enhancing equity and inclusion in the workplace. It’s not a surprise that the AI generated processes reflect what I share in my learning sessions and what I see in the approaches of many equity practitioners, again demonstrating that there are common strategies. However, having a program to follow or a proven body of work has not yet created the equitable outcomes we seek. Yes, there has been progress, but when we think about accelerating engagement in equity practice, process is important but not sufficient.
We know that we need more than a manual to follow when there is a Class Action Lawsuit filed against the Federal government of Canada for the wrongful failure to promote Black employees in the Public Service, and for unjustly subjecting them to systemic discrimination. We know that this work cannot stop with one training session or conversation when the voices of bigotry, hate and racism are consistent and unwavering on social media platforms. Likewise, with the signaling we are receiving from established institutions like the Society for Human Resource Management (SHRM) in the US that equity doesn’t matter, we can’t deny that we require additional voices, actions and resources to break through the noise.
For leaders who feel stuck in inertia, fear or disappointment about their actions when it comes to equity work, I advise them to consider a contribution mindset. A contribution mindset encourages you to think about your unique skills, talents, expertise and resources that you can bring to the table. It transforms the narrative from one of deficiency to one of potential and opportunity. By shifting your focus from what you haven't done to what you can offer, it also opens the door to possibilities. Applying a culture of contribution allows leaders to acknowledge their starting point without judgment, and to commit to continuous progress and improvement. By taking consistent steps, you build momentum and inspire others to join in.
You have something to contribute. By embracing your individuality and understanding your motivations, you create a pathway that not only resonates with you but also has a meaningful impact on those around you. Start with thinking of your strengths, your passion and your way of being. Explore your “why” and your values related to equity and inclusion. Reflect on the impact you wish to make and consider how you can leverage your unique abilities to foster a more inclusive environment. Whether it's through relationship building, mentorship, advocacy, or sponsorship, your efforts and your voice can make a significant difference – and it’s the difference we need right now.
Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards align with their 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.