Creating a workplace that is diverse, equitable and inclusive can feel like an ever-moving target for many of us. It’s far too easy for managers to hyperfocus on one specific strategy for the benefit of one equity-deserving group, while overlooking others. That’s why it’s much more important to build a supportive workplace culture and commit to openly discussing inclusion, rather than trying to play a game of whack-a-mole when issues of inclusion inevitably arise.
"No matter how large or small your workplace is, there’s always room for improvement when it comes to safer and more inclusive policies," says Bobby-Joe Borodey, AUPE Vice President and Human Rights Committee Chair.
Here are a few ways to start the conversation around Inclusion, Equity and Diversity (IDE).
Shift Language from "Equity Seeking” Groups to "Equity Deserving” Groups
It’s common to see the term equity-seeking groups in the literature about IDE, but this language was outdated almost as quickly as it was adopted. The problem with this term is that it only acknowledges groups who are already advocating for their rights, while another underserved group might be silently struggling to find their voice.
Instead of focusing on the equity-seeking groups in your organization, the emphasis should be placed on policies that benefit all equity-deserving groups, whether they are vocal about their needs or not. Equity-deserving groups encounter barriers to equal access, opportunities and resources because of discrimination and/or systemic injustices. Truly inclusive organizations will make a habit of expressly considering the needs of their workers who identify as women, Indigenous, racialized, 2SLGBTQ+, disabled, and as people of diverse faiths in their day-to-day operations.
"Matters of inclusion, equity and diversity are not a one-and-done policy initiative. When we stop assuming and start engaging in real and meaningful conversations, we start to see that this is a culture that needs to be built; not a single policy or committee can tackle it alone."
Retrofit Washrooms to Be Gender Neutral
When nature comes calling at work, the last thing on your mind should be whether you will face harassment based on the washroom you pick. Gendered washrooms with labels like “Men” and “Women” are not inclusive of non-binary or gender-fluid folks. Consider replacing the signage to indicate the type of facilities that are inside the washroom – does it contain stalls, urinals, or both? Does the washroom contain a changing table? Is it wheelchair accessible? This simple signage change will help folks of all genders feel welcome, but it also helps disabled people and parents with small children to select a washroom that meets their needs.
Display the Pride Flag Year-Round
If there’s one thing that the 2SLGBTQ+ community can’t stand, it’s performative allyship. Displaying the Pride flag is a clear sign that bigotry or homophobia will not be tolerated here. So when an organization only promotes Pride during Pride month and then quickly stores all the rainbow decorations from July through May, that’s performative. Think about the message this sends to the public and to your colleagues. After all, your organization is safe for 2SLGBTQ+ folks all year... isn’t it?
Review the Dress Code
Dress codes should exist to mitigate risk, not to stifle individual expression. An employer might require workers to wear closed-toe shoes with a nonslip sole for safety reasons. However, an overly restrictive dress code can also impact a person's sense of psychological safety. A worker should not have to seek special accommodation if they simply want to wear a pronoun pin, a headscarf or another non-verbal identity marker, like a sunflower lanyard to indicate a hidden disability.
Don’t Assume You’ve Always Got It Right
"Matters of inclusion, equity and diversity are not a one-and-done policy initiative," explains Borodey. "When we stop assuming and start engaging in real and meaningful conversations, we start to see that this is a culture that needs to be built; not a single policy or committee can tackle it alone."
At first glance, you might think you know whether a person prefers to be called by he/him or she/her pronouns, but this form of binary thinking is also outdated. Calling someone by the wrong pronouns is a microaggression and repeated offences can amount to harassment. Try greeting your colleagues and customers by their name, or a “hello friend” if you aren’t acquainted yet. You can also make non-binary folks feel more comfortable in group settings by saying “hey y’all” instead of “hey guys”. In many customer service settings, businesses are already opting for inclusive language. After all, a customer is likely to be amused by a gimmicky greeting like “Howdy pard’ner!” but a trans or non-binary person will recognize this subtle sign of inclusion, and thus feel more welcome.