Lara Buelow, CPC’s Post

*The 2024 Racial Equity Policy Intensive begins April 26th!* If you are wanting to begin or continue leading your organization towards developing and implementing a formal Racial Harm Policy, we hope you will consider joining our 2024 Racial Equity Policy Intensive! Through 8 collaborative work sessions, participants will develop an organizational racial harm policy, protocol & implementation plan tailored to their organizational context. The intensive will also provide expert guidance from Subduction Consulting’s senior consultants, peer support from past participants, and the opportunity to: Learn best practices for identifying, mitigating and repairing racialized harm in your workplace. --> Hone your tools and skills for advancing racial equity in your organization through (and beyond) formal policy. --> Strengthen your policy crafting skills. --> Develop strategies for incorporating community and stakeholder engagement in the policy revision process. --> Develop strategies for leveraging support & minimizing resistance to policy implementation. --> Expand your professional network & build community. Sessions will run every Friday from 9AM - 12PM Pacific, April 26 - June 14, on Zoom. Click the link to learn more!

I am going to start with a comment. The public service does not have a mechanism to identify systemic staffing barriers. Like most complaint mechanisms, the system is designed to respond to individual cases when individuals encounter barriers. Cases can take months to years and there is no real design in the system that enables trends to be easily identified. Likely this is hubris that issues would be individually created. It negates the fact that cultures and systems within their design can influence outcomes through unconscious bias and other challenges that are wide spread and not individually created. It also might explain the broader challenges for addressing inclusion and accessibility and be part of systemic barriers aka systemic discrimination. If mechanisms to identify when there are systemic issues are not in place, how would you know? Individual case based complaint mechanisms that are unfairly weighted towards organizations who can throw resources against under resourced complainants in the public and private sector, remain part of the culture that excludes.

As a social justice consultant, I’ve seen firsthand how transformative equity, diversity, and inclusion (EDI) strategies can be. Organizations that center social justice principles aren't just reacting to trends—they're investing in long-term success. 🚀 Here’s why: 1. Equity Drives Innovation: When all voices are heard, organizations unlock creativity and diverse perspectives. 2. Inclusion Boosts Retention: An inclusive workplace fosters loyalty and satisfaction, reducing turnover rates. 3. Justice Ensures Fairness: Justice-based approaches in policy development build trust both internally and externally. Ready to create lasting, positive change in your organization? Let’s connect to explore how social justice consulting can inspire your team and elevate your impact. 💼 #SocialJustice #DiversityAndInclusion #EquityInBusiness #Leadership #Consulting #OrganizationalChange

Just finished the course “Talking Boldly: When Inclusion Meets Politics at the Office” by Vernā Myers! A short easy to follow 16-minute video in a time when you can't avoid political conversations at work.  Key takeaways:  1. Inclusion requires respect both ways 2. As usual, check your assumptions  3. Don't confuse an individual with all aspects of a specific political party Check it out: https://lnkd.in/g3Ar7cPs #diversityinclusion #professionalcommunication.

As one of the co-founders of letstalkroundtable.com and other projects, I am deeply committed to fostering a platform that not only encourages but necessitates meaningful dialogue among all members of our community. Our mission is to transform the dynamics between leadership and advocacy, creating a space where real conversations can lead to real change. At Let’s Talk Roundtable, we believe that leadership should function hand-in-hand with advocacy. By engaging leaders from various sectors—including community advocates, law enforcement, and local government—we aim to create a holistic dialogue that respects and incorporates diverse perspectives. This approach is not just about sharing ideas; it’s about actively listening and responding to the concerns that affect our community. Our discussions focus on pressing systemic issues, such as the challenges of racial and xenophobic behavior within institutions. These are not easy conversations, but they are necessary. By bringing these issues to the forefront in a constructive manner, we can begin to unravel the complexities of these problems and work toward comprehensive solutions. Leadership, in the context of Let’s Talk Roundtable, goes beyond traditional roles. It is about facilitating conversations that might otherwise be avoided and acting as a bridge between divided communities. Our platform ensures that all voices are not only heard but are integral to the policymaking process. This collaborative approach enhances transparency and builds trust, which are essential for effective governance and community relations. As we continue to build and grow Let’s Talk Roundtable, I am reminded daily of the power of conversation. It is through our discussions that we uncover the shared values that bind us, despite our differences. It is here, in the nexus of leadership and advocacy, that we find the path forward—a path paved with respect, understanding, and a commitment to action. Thank you in advance for joining us in this crucial dialogue. Together, we can shape a future that reflects the best of what our community has to offer.

Recently, I encountered a question from a colleague during a training session: why has diversity become so central to our discussions? To reflect on this, I’d like to paraphrase C.S. Lewis, the renowned writer and professor from Oxford and Cambridge: "I believe in diversity, equity, and inclusion the same way I believe the sun has risen: not just because I see it, but because, through it, I see everything else." Diversity is not merely a matter of social justice; it is a lens through which we can see the world more clearly. It enriches our perspectives, expands our opportunities, and challenges us to innovate. We cannot afford to view diversity as a mere formality or obligation, nor can it rely solely on one person's perspective. It is a strategic imperative that transforms how we conduct our business, engage with people, and impact our communities. So, I invite everyone to reflect: how can we integrate this vision into our daily work? #DiversityMatters #InclusionInAction #EquityAndInclusion #CleverPerspectives #InnovateTogether #StrategicDiversity #BusinessTransformation #DiversityIsStrength #InclusiveLeadership #ReflectAndAct #ChangeMakers #EmpowermentThroughDiversity #BroadenYourPerspective

Is your workplace ready to confront systemic racism? 💬 Recognizing that systemic racism exists is the first step in creating real change. It’s time to open the conversation about how certain policies, practices, and cultural norms might contribute to inequality in the workplace. ✨ Tip 1: Acknowledge the problem. Start with open discussions on how systemic racism affects your organization and its people. ✨ Tip 2: Invest in regular anti-racism and cultural competency training for your team. One-time sessions aren’t enough—ongoing education is key to fostering awareness of unconscious biases. ✨ Tip 3: Ensure your employees have safe spaces to report racial discrimination without fear of backlash. Anonymous reporting options and clear steps for action can help build trust and accountability. Taking these steps not only strengthens your organization’s commitment to equity but also fosters a culture where everyone feels valued and heard. Let’s move from awareness to action! Subscribe to our DEI @ Work Newsletter to get tips and insights on creating equitable and inclusive workplaces. 🌱 #systemicracism #antiracism #inclusiveworkplace #culturalcompetency #workplaceequity #dei #leadership #tuesdaytips #smallbusinesssuccess #ontario #consultingLife #mvdconsulting

Employees are increasingly speaking out on environmental and social issues and organisations are struggling to know how to respond. Building upon John and Megan Reitz's ground-breaking research and Harvard Business Review article, John shares why the genie of activism cannot be contained, exploring the range of responses available to leaders. During this video John will  outline: 1) What lies behind the continued rise of employee activism. 2) How do you lead in a community without unity? 3) The conversational skills and spaces that are needed when you can't rely on simply getting everyone to align around a single story? 4) How to avoid introducing approaches, often survey or broadcast based, that simply make things worse. https://lnkd.in/eu_b3vQc

This month we released our latest report by the Race, Ethnicity and Discrimination in North East Business Commission - 'Building inclusive places: Anti-racism in North East businesses.' 📃 As part of our commitment to anti-racism in the North East, we’re launching a series of four practical guides for businesses. Kicking off the series is our guide on business strategy and leadership; offering actionable steps to tackle racism and discrimination. By embracing anti-racism, demonstrating inclusive leadership, and embedding these values into your strategy, your business can enhance productivity, creativity, employee retention and reputation. 👋 Access the first guide here: https://okt.to/mIWGqw Stay tuned for the following guides on: workplace education and training; recruitment practices; retention, progression and promotion. Missed our RED report announcement? We've got you covered! You can access the report here 👉 https://okt.to/8y34n1 Based on a two-year consultation with regional business leaders, specialists and policymakers, the RED report provides 20 actionable steps to encourage businesses to take action to end racism and discrimination and to promote diversity and inclusion. This report would not have been possible without the invaluable support of our co-chair Nagma Ebanks-Beni MBE, Newcastle University, and the dedicated efforts of our RED Commission. #Diversity #Inclusion #REDreport

Here is the first guide in the series of four following the launch of the North East Chamber of Commerce report of the Race, Ethnicity, and Discrimination (RED) Commission. This first guide focuses on business strategy and leadership 👇