3rd Space Consulting Inc.

Proactive Leadership in Fostering Inclusion, Diversity, and Equity: A Personal Reflection In the ever-evolving landscape of sports and community, the principles of inclusion, diversity, and equity have become increasingly important in creating affirming & welcoming environments. The following aims to shed light on the significance of proactive leadership in fostering these values, drawing from a poignant personal experience that underscores the challenges & the imperative need for proactive action. A Personal Narrative: Standing Up for Inclusivity In the fall, a decision by the NHL to defund their support of diversity nights, including pride night, sent shockwaves through the hockey community. This decision, influenced by a small but vocal group of players who refused to participate in pride night, sparked a pivotal moment for our family. It prompted us to deliberate on how we could respond & demonstrate our unwavering support for the LGBTQ2S+ community. As a family deeply ingrained in the world of hockey, we made a heartfelt decision to buy pride stick tape and adorn our sticks with a small rainbow, symbolizing our solidarity & commitment to inclusivity. However, the aftermath of this decision exposed our eldest to significant bullying from his peers at school. Despite our efforts to address the issue with the school and hockey director, the emotional impact endured, leaving our son too hurt & insecure to reaffirm his stance. The Call for Proactive Leadership This experience underscores the critical need for proactive leadership in nurturing inclusive & affirming communities. It serves as a poignant reminder that assuming a culture of inclusivity is insufficient; instead, we must actively cultivate and champion it. Differentiating Between Reacting and Leading The crux of this narrative lies in the distinction between reactive & proactive leadership. It is evident that reactive responses, no matter how well-intentioned, may fall short in addressing the underlying issues. True leadership lies in proactively identifying & addressing areas where inclusivity, diversity, & equity are not just embraced, but celebrated. A Call to Action In light of our experience, I implore everyone to reflect on the areas where our actions & initiatives align with proactive leadership. The onus is on us to go beyond reacting to situations & instead become catalysts for positive change. By actively fostering an environment where diversity is not just acknowledged but woven into the fabric of our communities, we can pave the way for a more inclusive and affirming future. In conclusion, our personal journey highlights the transformative power of proactive leadership in championing the canons of inclusion, diversity, and equity. It is a testament to the fact that our actions, no matter how small, have the potential to shape a more inclusive & affirming world for all. Here's to being proactive leaders, fostering environments where every individual feels seen, heard & valued

On May 5, we raise awareness to Red Dress Day, also known as National Day of Awareness for Missing & Murdered Indigenous Women and Girls and Two-Spirit People (MMIIWG2S), to amplify the voices of those who have been silenced. The thousands of Indigenous women, girls and Two-Spirit people that have gone missing are more than statistics, they are mothers, daughters, sisters and friends whose absence leaves a profound void. Indigenous culture says that spirits see bright colours best, and so through the colour red, lost spirits will find their way to their loved ones. Today we honour them. #MMIWG2S #RedDressDay

May 5th is Red Dress Day, a day to raise awareness about the ongoing crisis of missing and murdered Indigenous women, girls, and 2SLGBTQIA+ peoples (MMIWG2S+). As this important awareness day approaches, we encourage you to hang a red dress to honour MMIWG2S+.⁣ ⁣ #MMIWG #MMIWG2S #RedDressDay

"I can't say anything... everything is a microaggression" "I just want to hire the best candidate" "What do they care if I have a diverse workforce" These are representations of phrases we've heard in recent days. From microaggressions and racial hiring practices to EDI scoring in public procurement, the path to understanding and implementing effective EDI strategies is fraught with misconceptions. Here's why these conversations are crucial and how we are committed to leading with clarity and purpose. **Microaggressions**: Often underestimated, these subtle expressions of bias—whether based on race, gender, or disability—undermine inclusivity and perpetuate a culture of exclusion. Recognizing and addressing microaggressions is essential in creating a welcoming environment for all. **Racial Hiring Practices**: There's a critical misunderstanding that EDI-focused hiring is about filling quotas. Instead, it's about removing barriers that have unfairly kept talented individuals out of the workforce, ensuring everyone has a fair chance based on merit. **EDI Scoring in Public Procurement**: This measure, while new, encourages organizations to align their operations with broader social values, rewarding those who actively promote inclusivity and equity. These three examples highlight a couple common misconceptions: - **EDI as a Zero-Sum Game**: Some believe that EDI initiatives disadvantage certain groups. In reality, EDI expands opportunities, fostering an environment where everyone can thrive. - **EDI as Just a Compliance Measure**: More than a checkbox for corporate governance, EDI is a proven driver of innovation and business success, correlating with higher creativity, better decision-making, and increased profitability. Check out this Forbes article for some more misconceptions: https://lnkd.in/guCh3swi We help individuals and organizations see EDI, not as a challenge to overcome, but as an opportunity to lead and excel. We are here to dismantle misconceptions to build pathways to new standards of excellence and inclusivity. We invite you to join us in this conversation. What has been your experience with EDI in your environment? How can we collectively enhance our understanding and implementation of these crucial practices? Together, we can redefine the landscape of EDI and create a truly inclusive society. #EDIFridays #EquityDiversityInclusion #Reconciliation #ManagementConsulting

The Unsung Heroes of Corporate Culture: A Day in the Life of EDI Professionals In the fabric of modern corporations, EDI (Equity, Diversity, and Inclusion) departments are the architects of culture and belonging. But what does a day in the life of EDI professionals truly involve? It's a tapestry woven with more complexity and commitment than many may realize. At the heart of their work is the mission to cultivate an environment where diversity is not just welcomed but celebrated. From orchestrating Employee Resource Groups (ERGs) that offer a voice to underrepresented groups, to crafting policies that ensure everyone feels safe and respected, their day is as diverse as the very cultures they aim to integrate. Yet, their role extends beyond fostering inclusivity within the organization's walls. They are often the bridge between the corporation and the broader community, engaging in dialogue and partnerships that not only validate but champion Indigenous identities and other marginalized groups. This task, delicate and profound, involves navigating legal landscapes and ethical considerations to ensure authenticity and respect are upheld. However, the journey is not without its valleys. The EDI landscape is currently navigating through a period of misunderstanding and politicization, where efforts can be misconstrued as mere compliance or, worse, dismissed as part of "woke" culture. This challenges EDI professionals to not only advocate for change but also to defend the very essence of their work against growing skepticism. Despite these challenges, the role of EDI within organizations is undeniably critical. Research shows that inclusive companies are more likely to be innovation leaders in their market and enjoy better financial performance. According to a report by McKinsey & Company, companies with high gender diversity on their executive teams are 25% more likely to have above-average profitability than companies with low gender diversity. The EDI department's commitment to shaping an inclusive culture is a testament to their belief in the value of every individual. It's a belief that drives them to champion diversity not as a checkbox but as a core pillar of organizational excellence. As we navigate the complexities of today's corporate and societal landscapes, let's recognize the vital work of EDI professionals. They are not just fulfilling a role; they are leading the charge in transforming corporate culture into a space where everyone, regardless of their background, can truly belong and thrive. The work of EDI is the work of building bridges, and in a world divided, this work has never been more important. #EDIFridays #Leadership #EquityDiversityInclusion #CorporateCulture #OrganizationalExcellence #ManagementConsulting

The Silent Powerhouse of High Performance and Inclusion... #Trust In the world of business, we often silo our goals and strategies, categorizing them under separate, sometimes seemingly unrelated banners: high performance; leadership; equity, diversity, and inclusion (EDI); etc. Yet, recent experience with a client led to a profound realization: at the core of these seemingly diverse concepts lies a common, powerful thread - trust. While preparing a meeting agenda item on tips to creating high performing teams, we turned to the wisdom of Harvard Business School Online, specifically an article on improving team performance (How to Improve Team Performance - https://lnkd.in/gnCV-Krb). This piece, rich with insights, subtly underscores the importance of trust in unlocking the true potential of teams. Trust is not just a foundational element of high performance but is equally central to fostering an inclusive, equitable work environment. Trust is the silent powerhouse that bridges high performance and EDI. It's the glue that binds leadership to their teams, allowing for authentic relationships to flourish. In an inclusive environment, trust ensures that every team member feels valued and understood, directly contributing to their willingness to innovate and push boundaries. Moreover, research consistently shows that organizations with high levels of trust and inclusion outperform their competitors in innovation, employee engagement, and retention - all key indicators of high performance. A study published in the Journal of Business Ethics found that perceptions of fairness and inclusion were significantly related to job satisfaction, which in turn, was linked to increased performance (Chrobot-Mason et al., 2013). This symbiotic relationship between trust, EDI, and performance is not merely theoretical. It's practical, actionable, and transformative. As leaders, it’s imperative we cultivate trust within our teams, not as a byproduct of other initiatives but as a deliberate, strategic effort. Trust empowers employees to share their unique perspectives without fear, fostering a culture where diversity of thought is celebrated, and innovation thrives. Let's challenge ourselves to view trust not just as an ethical imperative but as a strategic one. By weaving trust into the fabric of our teams, we can unlock the full potential of our people, drive high performance, and champion a culture of inclusivity. It’s time to embrace trust as the cornerstone of our leadership and organizational practices. Inclusion isn’t just about bringing diverse individuals together; it's about creating a space where everyone feels they belong, can contribute, and thrive - and it all starts with trust. #EDIFridays #Leadership #HighPerformance #EquityDiversityInclusion #ManagementConsulting

Diversity Training: A Misguided Solution? Earlier this week, a controversial opinion was voiced: Diversity training is just a checkbox, a corporate tranquilizer. It soothes, but does it really heal? It's a bold statement, one that might ruffle a few feathers. But here's the thing – it sparked a vital conversation among us. At 3rd Space, we've always aimed to dig deeper, beyond the surface solutions. It's not about dismissing the efforts made so far; it's about acknowledging that true change requires more. Much more. The world is filled with 'quick fixes' and 'instant solutions'. But when it comes to creating a truly inclusive, equitable workplace, can a few hours in a seminar room really untangle years of systemic bias and ingrained cultural habits? We believe the journey toward real diversity and inclusion doesn't start and end with training. It starts with a deep, honest assessment of where the organization currently stands. It continues with a commitment to structural and cultural change – the kind that shakes the foundation, not just the surface. At 3rd Space, we're committed to helping organizations navigate this complex journey. We're here to move beyond the checkbox and lay out a roadmap for genuine transformation. It’s about creating spaces (a third space!) where every voice is heard, every perspective is valued, and every individual can thrive. Because at the end of the day, the goal isn't just to train; it's to transform. Let's start the conversation. Let's be the change. #EDIFridays #EquityDiversityInclusion #CulturalChange #BeyondTheCheckbox To be clear, we are believers in Diversity Training, but we see it as once piece of a larger puzzle that each organization has to work out. Here's an article on LinkedIn to ponder that highlights the benefits of Diversity Training (but we still think it takes more than training to achieve the competitive advantages highlighted). https://lnkd.in/gsVs2hEx

The 3rd Space: Beyond Binaries in Equity, Diversity, and Inclusion Happy #EDIfridays to our vibrant community! 🌟 Yesterday, one of our team members found themselves in a fascinating discussion at a networking event about the essence of our company's name, "3rd Space Consulting". We realized this might be the perfect moment to share with all of you the profound meaning and ambition behind our name, especially in the context of EDI. The concept of a "third space", inspired by postcolonial sociolinguistic theory, reflects the idea of creating a unique, hybrid space where traditional binaries and power structures are dissolved. This space is not about reversing roles but about transcending the existing frameworks to foster a truly inclusive environment where every individual can thrive. At 3rd Space Consulting, we embody this philosophy by challenging misunderstood notions of equity, diversity, and inclusion (as well as reconciliation). We recognize that moving to a "third space" — beyond the "first space" of current societal structures and the "second space" of reversed power dynamics — is crucial for genuine collaboration and innovation. This "third space" is where we all can come together, free of the oppression and stereotypes that often divide us, to create solutions that benefit everyone. It's about acknowledging and celebrating our differences, not as divisions, but as strengths that contribute to a richer, more diverse tapestry. So when we talk about EDI, we're not advocating for a simple shift in power. We're pushing for a new paradigm, a space where everyone's unique identity contributes to a shared, collective progress. This is what "3rd Space Consulting" stands for: a commitment to fostering an environment where diverse voices and perspectives are not just heard but are integral to our collective success. Let's discuss: How can we apply the concept of the "third space" in our daily practices to promote a more inclusive workplace? Share your thoughts and experiences below! https://lnkd.in/ggBFEUed #EDIFridays #EquityDiversityInclusion #ThirdSpace #ManagementConsulting #ConsultingInCanada

Happy #InternationalWomensDay! On this important day, we want to recognize and celebrate Indigenous women and girls. Despite facing inordinate amounts of violence and discrimination, Indigenous women show unwavering resilience, continuing to lead and inspire change for the next generation. Together we must commit to a world where Indigenous women’s voices are heard. #IWD2024 #InspireInclusion #IndigenousWomen

Embracing Cultural Diversity Through Shared Memories 🌍💬 Last month, one of our consultants led a team social event unlike any other. Instead of the usual agenda, we invited each team member to share a few 'core memories' from their lives that shaped who they are today. The experience was eye-opening and profoundly moving. This exercise was more than just a bonding activity; it was a celebration of the team's rich tapestry of backgrounds, experiences, and perspectives. Here’s how these shared experiences can help in building more inclusive teams: 1. **Enhanced Empathy:** Understanding the diverse backgrounds of our teammates fosters empathy and strengthens team connections. 2. **Respect for Individuality:** Celebrating each person’s unique story encourages a culture of respect and inclusion. 3. **Broader Perspectives:** By learning from each other’s experiences, everyone gains wider perspectives that can lead to more innovative problem-solving. We encourage you to try a similar approach in your teams. How do you celebrate diversity and foster inclusivity in your team? Share your stories and practices below. Let’s inspire each other! #EDIfridays #CulturalDiversity #TeamBuilding #equitydiversityinclusion #managementconsulting