We can all learn personally and professionally from the people who do not just discuss diversity, equity, and inclusion (DE&I). They act on their belief that it is at the heart of success for employees, the organization, and communities. DE&I is also important to social justice, something very difficult to fully establish unless everyone both believes in equal opportunity and is willing to do what it takes to change the status quo. Canada’s Top 10 Diversity and Culture Impact Leaders are the people paving the way for DE&I to be considered the norm and have added another element – belonging.
Corporate diversity leaders inspire inclusion and belonging by creating a safe and welcoming environment where everyone feels valued and respected. That is the concept of belonging. An organization can hire diverse people and include them in leadership pipelines and project teams, but it is belonging that enables them to share their lived experiences without judgment, inspire innovation through new perspectives, and add cultural elements to activities like marketing and product designs through R&D, which opens up new markets. Ultimately, diversity leaders understand that a diverse and inclusive workplace is not only the right thing to do, but it also leads to better business outcomes, a more engaged and productive workforce, and better relationships with diverse suppliers, especially in local communities. However, achieving these results means organizational members must believe they belong. Belonging means their voices are heard, their histories and cultures are shared, and they know they are valued.
The Top 10 Leaders promote DEI&B by encouraging people from different backgrounds to share their experiences and perspectives and also by facilitating open and honest communication. They also provide training and education on topics such as cultural sensitivity and unconscious bias, and they work to eliminate any systemic barriers preventing certain groups from advancing within the organization. It is enormously challenging to eradicate embedded conscious and unconscious biases, but it is absolutely essential to make progress.
The Top 10 Leaders do everything mentioned and more. They are innovators who design customized strategies that are the best fit for their organization. The diversity leaders do not work in a vacuum, either. The DEI&B strategies are incorporated into their organization’s overall long-term strategies for growth and success. The Diversity and Culture Impact Leaders work closely with their CEO and senior executives because support from the top is a key element of progress.
There is a variety of industries represented among the Top 10. The bios introduce Christianna Scott at Air Canada; Siobhan Calderbank at AIMCo; Brandy Ryan at Canada Post; Debbie Burke at the City of Toronto; Ali Najafi at RBC, Serena Anthony at GroupM North America; Letitia James at GXO Logistics; Sacha de Klerk at Norton Rose Fulbright Law Firm; Michelle Folliott at Ontario Power Generation; and Jackie Scales at Teck Resources. Each person is a change agent who wields influence in the DEI&B space - but with empathy. Many of the leaders are noted for their ability to connect with all people. In addition to their full-time responsibilities, they volunteer in communities, sit on boards of advocacy organizations, perform public speaking engagements, sit on panels, mentor, and publish articles and books.
However, as they fulfill their job responsibilities, they also innovate. As you read these bios, note the new approaches and strategies they developed and implemented. Anyone who thinks every strategy possible has already been developed to embed DEI&B will be inspired by these leaders to find new ways to build inclusive organizations and communities through engagement. Each initiative must fit the organization, of course, but they can be adapted. For example, Brandy Ryan with Canada Post is leveraging her position to influence people across all Canadian regions by incorporating diverse imagery across all communication channels. Serena Anthony is Chief People Officer at GroupM North America, where the team developed a responsible investment framework to support diverse media creators. Jackie Scales at Teck Resources has developed a training program that enables hiring people with no experience and putting them on a career path.
These are just a few examples of the many approaches the Top 10 leaders are using. It is exciting to read about their work and successes, and to learn from their experiences. The staff at DiversityCan Magazine invites everyone to help us congratulate these outstanding diversity leaders who believe positive change is always possible. You are encouraged to read the bios, contact the diversity leaders to learn more, and find a renewed determination to make your organization more diverse, equitable, and inclusive and a place where everyone knows they belong.