Empower Diversity’s Post

Black Voices Leader's establish policies that support ethnic diversity, provide opportunities for underrepresented groups to voice their perspectives, and ensure fair treatment for all employees regardless of their background. By embracing and respecting ethnic diversity, leaders can enhance creativity, collaboration, and innovation within the organization, leading to a more engaged and empowered workforce. Ultimately, when leaders prioritize inclusivity, they pave the way for ethnicity to flourish and contribute positively to the organization's success.

Diversity, equity, and inclusion (DEI) makes the #AmericanDream accessible for everyone. No exceptions! We are excited to highlight American Pride Rises’ efforts to defend #DEI and secure a brighter, more inclusive future for all. Learn more in their new video. #OurStoriesUniteUs

Intentionality is important and we recognize the complex realities of the Community Impact Sector. White women are overrepresented in leadership roles while Black, Indigenous, and other racialized employees are underrepresented in these positions. And we know that the current makeup of the IONS leadership team isn’t reflective of the diversity that exists across our full team, board, the sector, and who we serve. With an intersectional lens, we are committed to welcoming a leader with lived experience from an equity-deserving community to help guide our work in building networks and capacity within the sector. We are particularly interested in the perspectives and leadership of someone who identifies as Indigenous, Black, or racialized and who holds a race-informed, justice and equity lens. We also recognize the additional emotional labour racialized employees must often carry when entering workplaces and appreciate the opportunity to build trust and relationship with the successful candidate. The IONS team is a compassionate, collaborative team who works to ensure our diversity is valued, celebrated, and informing our work. To learn more about the team, you can visit our people page at ions.ca To learn more about the position, click here: https://lnkd.in/ekhSmYnj

Black History Month reminds us that inclusion isn't just a historical celebration but a continuous journey in leadership. It's about actively fostering environments where Black talent is not only recognized but nurtured and promoted. Let’s commit to being agents of change, understanding barriers, and intentionally creating diverse and inclusive workplaces. It’s about building a future that embraces every individual's potential. #LeadershipInclusion #BlackHistoryMonth #DiversityAndInclusion #HR #ChooseHR

It's not just about performative gestures, but about genuinely fostering inclusive workplaces where everyone can thrive. So, here's a quick message from me on how to be an ally to your Black colleagues all year long. Let's make sure our actions speak louder than words, creating environments where diversity is celebrated, voices are heard, and everyone feels valued. Together, we can make our workplaces more inclusive and, in turn, more productive. Join me in putting #AllyshipInAction because #InclusionMatters. #BlackHistoryMonth #Action #Allyship #Diversity

“I sat in the crossfire between the communities I was advocating for and those I was calling on to champion change. On both sides, there was fear. … Fear created an impasse.” I felt this so deeply. I’m not a CDO, but a couple years ago, I started to believe that moving between being gaslit by your peers and having your Black card taken by employees was simply the Black-ad-agency-CPO’s plight. I had begun running that play daily, from meeting to meeting. I started to believe that continuing this career as *me* meant accepting that plight, and even made it my mission to deconstruct that particular part of the system. It broke me. I broke a little. I started holding my breath like I hadn’t ever before. I struggled to do my work as *me* even though I believe(d) it to be part of what makes me good at the most strategic (and human) parts of my job and valuable to an agency/this industry. Gross, right? Maybe it is our (unoriginal) plight as Black CPOs, or it’s a zero-sum game. Maybe corporate DEI’s mark on history will be that even the marathon was never going to be enough—because it, corporate DEI, was the broken thing. For me and for now, I’m in repair. I’m remembering to breathe again and I’m back to believing that both things can be true: Me *and* my work. And that’s a (re)start. #agencylife #humanresources #chiefpeopleofficer #dei #leadership #blacklinkedin

🗓️ Why is there a Black Inclusion Week? Black Inclusion Week was launched by Black Leaders, a community of Black professionals and allies who want to make positive and sustainable change. Black Leaders CEO and Founder Paul Sesay said Black Inclusion Week will not only celebrate Black people, but also be a reminder of the importance of “embedding a fair and just society for all.” He also hopes the week will address the inequalities and systemic barriers for Black people across all aspects of society. Action needs to be taken because: 🔴 Black people are the most likely to have witnessed a racist incident at work, according to the Racism at Work in the UK (2021) report. 🔴 41% of Black and minority workers in the UK are suffering racism on the job. 🔴 Two thirds of Black employees experienced racism in the workplace in 2021. To protect the wellbeing of our Black colleagues and retain Black talent, it is important that organisations directly address anti-black racism and create anti-racist work cultures. 💡 To learn more about how you can take action during Black Inclusion Week, visit our Awareness page: https://lnkd.in/eni7Rj2R 🏷️ #BlackInclusionWeek #Inclusion #Diversity #AntiRacism

Today we talk about the importance of Diversity!

Black History Month: Taking Action Against Systemic Racism in the Workplace We are honouring Black History Month by recommitting to creating inclusive workplaces that dismantle barriers and champion equity. Consider these 6 steps to foster an inclusive culture: 💡Inclusivity Starts at the Top: it is not only a moral imperative, but a strategic one as well. To recognize and properly nurture Canada’s diverse workforce, leaders must foster a culture of inclusion. None of the following steps can be achieved without acknowledging that an inclusive, equitable and actively anti-racist organization doesn’t just happen; it is driven by deliberate and sustained efforts from leaders. 💡Establish Vision and Values: an EDI AR statement of commitment establishes a workplace that prioritizes fairness, embraces diversity, and actively opposes discrimination. It signals a clear dedication to dismantling systemic barriers and creating a space where everyone feels valued and included. 💡Implement Anti-Racist Initiatives: these initiatives turn words into action by establishing concrete steps to address and eradicate discrimination in the workplace, and demonstrate an organization's dedication to equity and inclusivity. 💡Amplify Black Voices: create environments for Black and other racialized employees to share their experiences and ideas; as well as being involved in creating relevant policies and procedures at all levels of the organization. 💡Create Equitable Opportunities: review and enhance recruitment and promotion processes to ensure fairness. Encourage diverse candidate pools and establish mentorship programs to support the career development of Black and other racialized professionals. 💡Measure and Report Progress: Establish key performance indicators (KPIs) to track progress in diversity, equity, and inclusion initiatives. Regularly report on these metrics to hold the organization accountable and make informed improvements. Let’s embrace this reminder to continue driving tangible change and create workplaces that prioritize diversity, nurture inclusion, and actively work to dismantle racism. #BlackHistoryMonth #InclusionMatters #DiversityandInclusion #DEIAR DiversityEquityAndInclusion

The conversation around racial polarities in the workplace is more important now than ever. By acknowledging and addressing these issues, we can create meaningful change. Let's continue to prioritize diversity, equity, and inclusion in the workplace along with effective change management strategies. Together, we can work towards a just and inclusive culture. #blackprofessionals #diversity #equity #inclusion #changemanagement #justice #culture