The ways in which your organization approaches and executes communications says a lot about how inclusive, equitable, and even how diverse you are.

Unconscious bias training, diversity training, ethnic sensitivity training, anti-oppression training are most often seen as quick ways to placate the folks with the most privilege in your organization, and do nothing for the stakeholders who experience the most harm and exclusion.

Canadians, here are some next steps for how you can support BIPOC folks in our communities.

We’ve put together some external data, resources and information on diversity, inclusion, belonging and equity that we think you might find handy.

If you’re starting the difficult work of critically assessing what’s up with retention at your organization, here are a few tips

Ok - I get it, talking about money is hard. But it’s even harder for folks who need it the most, have the least institutional power, and who consider collaboration a good professional opportunity.

To help you get started, I’ve compiled a list of some big things you can do to address common inclusion challenges around planning, employee recruitment and retention. This list is by no means exhaustive and should be explored collaboratively with a member of the group(s) you’re working to include.

Movements around the globe are garnering attention, igniting hashtags, and demanding change. But little is being shared within Canada on how we can actively support Black people in our communities. Let the list below be a starting point.

So, my ask of all of you managers, supervisors, CEO’s, Founders etc.: Instead of “checking in” on your black team members and staff, Here are a couple of things you can do

When you bring a group of people and organizations together with varied resources, you will run into a problem. Executing what has been discussed during the process of collaboration has a monetary cost and skills cost that often isn’t addressed.

Your career, like mine, has probably been filled with sticky notes with some variation of “collaboration” coating to the walls of every boardroom. “What does this even mean??” You might text your work buddy after your third meaningful collaboration workshop this quarter. It’s a concept that has left many jaded — or rolling their eyes.

In the previous article on collaborating or just validating, we walked through the difference between collaboration and its almost, but not quite, twin: validation. If haven’t yet, check out the first article in this series about the tools you need to help you and your team move from validation to real, inclusive collaboration here.