It is important to note that terminology is ever evolving and may not be reflected in external links and resources throughout the What Works Toolkit. The terms used within the toolkit align with the Publicly Available Specification (PAS) document developed by the Diversity Institute, and sponsored by the Standards Council of Canada in support of the Government of Canada’s 50 – 30 Challenge. Section 3.1 in the PAS defines Equity-Deserving Groups as follows:
3.1 Equity-Deserving Groups
The Challenge’s equity-deserving groups include those identifying as: Racialized, Black, and/or People of Colour (“Visible Minorities”), People with disabilities (including invisible and episodic disabilities), 2SLGBTQ+ and/or gender and sexually diverse individuals, and “Aboriginal” and/or Indigenous Peoples. The program and participants recognize First Nation Peoples, Métis Nation, and Inuit as founding Peoples of Canada and under-represented in positions of economic influence and leadership.
Please refer to the PAS for additional information on the 50 – 30 Challenge as well as tools and resources for your organization.
For “Starting the Conversation” to be successful, it is important for organizations to have mechanisms in place leading up to and after the conversation.
The purpose of this tool is to:
How is this Relevant to the 50 – 30 Challenge?
Starting the Conversation
“Starting the Conversation” is more than the act of initiating a dialogue with your employees.
For “Starting the Conversation” to be successful, it is important for organizations to have mechanisms in place leading up to, and after, the conversation.
Actioning the Conversation
Continuing the Conversation
Pearl is a manager at a local art gallery. She believes that art can connect people together, and sees this being exhibited through the gallery which has started to attract more and more diverse talent.
Recently, Pearl heard rumours that many employees, especially those identifying with priority groups, do not feel supported at work and that their unique needs are not being met. Pearl wants to make a change, but is at a loss for where and how to start discussions on making a change.
Pearl comes to the Starting the Conversation tool for help.
1.0 Introduction
2.0 Why Start the Conversation?
3.0 What is Starting the Conversation?
4.0 How Do You Start the Conversation?
5.0 Where and When Should You Start?
6.0 Who Needs to Start the Conversation?
6.1 Asking the Right Questions
Starting the conversation is what allows organizations to create welcoming and safe spaces for equity-deserving individuals in organizations – so why is this important for your success?
Starting the conversation is a series of 4 critical steps that promote and foster equity and belonging amongst priority employee groups.
Know the data, conduct self-identification surveys, understand employee challenges, needs and barriers to success, and learn about leading practice.
Conduct a listening tour that includes 1-on-1 coffee chats with employees and/or focus group sessions. Ask intentional questions, be open to criticism, and provide multiple mediums for discussion such as in-person conversations as well as anonymous channels for communication.
Review the collected data, promote transparency in sharing the current state results, ensure accountability by sharing the desired future state, ask employees to hold each other and leaders accountable, and set goals and metrics.
Repeat the process and be open to iterations. Keep educating yourself and others, take courageous actions to challenge systemic barriers, and demonstrate humility throughout.
Boundary setting is critical to ensuring that important voices are being heard and that individuals feel comfortable to share their stories.
Boundary setting signals to employees that organizations care about their employees’ well-being throughout the process of EDI.
What does this look like?
Before conversations begin, set up clearly defined ground rules, including:
Leveraging existing equity work, resources, and current and relevant information to continuously strengthen individual leaders’ and the organization’s knowledge basis.
What does this look like?
For conversations to be impactful and to avoid having employees from priority groups carry the burden of educating their colleagues, take it upon yourself to:
Frequent learning and sharing opportunities allow employees to show up authentically, strengthen their connections, and bolster their confidence and sense of belonging.
What does this look like?
To foster collaboration and confidence throughout organizations, ongoing training that brings employees along a knowledge journey should be provided through multiple channels. These can include:
Organizations should be transparent and honest throughout their EDI journey to showcase a genuine willingness to confront the current state of their organizational dynamics.
What does this look like?
Looking to experts within the community to support, enhance, and educate is critical to ensuring that EDI commitments remain tangible and aligned with current social expectations and movements.
Time's up
Make a commitment to courageous EDI goals that will transform your organization and are embedded in your business strategy.
Share your commitments with your employees, customers, and other stakeholders to encourage transparency and build trust.
Start the conversation to create a welcoming and safe atmosphere for employees.
Work with employees from identified priority groups to ensure EDI commitments are tangible and resonate.
Create a structure to receive continuous feedback to ensure your EDI commitments lead to maximum impact and minimal harm.
Set your EDI goals and map them against your 5- to 10-year business strategies with clearly defined metrics for success.
Showcase these goals through varying channels such as employee newsletters, company intranet site, external website, and social media platforms.
Refer to the Four B’s of How to Start the Conversation (Return to “4.0 How Do You Start the Conversation?”).
Co-create solutions with established Employee Resource Groups (ERGs) such as the Black Professionals Network and existing Employee Equity and Diversity Councils.
An anonymous employee feedback survey and regular touchpoints with employees through focus groups and in-person dialogue.
Time's up
It is the responsibility of all employees in an organization to ensure creating and sustaining a sense of belonging for everyone, however, there is a greater responsibility for the leaders in an organization to create spaces where others feel welcome through the provision of learning opportunities as well as their own behaviours and actions as individuals.
Time's up
A leader in an organization is someone who manages a team or several teams, and/or has an important stake in the organization and a role in making decisions that push for change. The following are some questions that you can ask the employees you lead and manage:
When starting the conversation, creating a safe space by setting ground rules is important. Safe spaces allow individuals to feel comfortable having brave and honest conversations, where one can openly express themselves and their ideas to others on a team without risk of punishment, humiliation, or rejection.
Let individuals know the following:
Small or non-profit organizations tend to lack the resources that are readily available in larger or for-profit organizations – time, human resources capacity or budget, etc. – to help them along their Equity, Diversity and Inclusion (EDI) journey. The following are some considerations to help these organizations to begin and continue on their EDI journey:
There are many other resources that you can leverage to help you start and continue the conversation at your organization.
With the help of the Starting Your Conversation tool, Pearl is pleased to see an increase in employee engagement and retention!
She is looking forward to inviting local artists and grassroots organizations as well to continue driving the conversation forward in the upcoming months.