So by asking people of colour, Black people, Indigenous people, what racism looks like in their organizations, you are asking them to dilute the systemic, colonial roots of an industry, into a quick story of how their manager called them the ‘N’ word.
Read MoreIf you set out to solve racism, or “tackle inequality, and be more inclusive”, you're tasking your small, volunteer team with solving global hunger, curing cancer and solving world peace. It’s important to be realistic about your mandate and cast your net in a way that sets you up for success.
Read MoreQuakeLab’s model hinges on one central idea: you and your organization want to do things differently. We feel confident that if you’re reading this, you understand that the bare minimum - one that latches on diversity only, is not enough. If you have made it this far, we are assuming that you believe rigorous investigation into historical systems of oppression is necessary.
Read MoreTrauma mining: the process of creating an environment that demands that Black people, Indigenous peoples, women, Disabled people, members of the LGBTQ2S community share experiences of discrimination. This process is branded as necessary for the moving forward of an organization in it’s journey to become more equitable. However, it serves no purpose to those who are forced to relive their trauma, but attempts to prove to their colleagues that racism, sexism, ableism, homophobia, transphobia, etc. is in fact real.
Read MoreBut on a larger scale, what we are also trying to do is change the culture of diversity, equity and inclusion that demands we continue to work and live in the structures and systems that we know are inherently inequitable. We are working to give folks the space, tools and permission to assess the ways we build our organization - and then shake things up (QUAKELab, get IT :)).
Read MoreWe cannot hoard knowledge and new equitable ways of working for the purpose of ensuring sole ownership. When we learn how to do this work better, and we share that with you, you do this work better and make the world less awful for the folks who need it the most.
Read MoreAs we collectively struggle towards the end of 2020 and move further away from June’s catalyzing public awareness around Black Lives Matter, it’s going to get even more difficult to make the case for dedicating organizational budget and resources towards equity and inclusion.
The ways in which your organization approaches and executes communications says a lot about how inclusive, equitable, and even how diverse you are.
Read MoreUnconscious 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.
Read MoreCanadians, here are some next steps for how you can support BIPOC folks in our communities.
Read MoreWe’ve put together some external data, resources and information on diversity, inclusion, belonging and equity that we think you might find handy.
Read MoreIf you’re starting the difficult work of critically assessing what’s up with retention at your organization, here are a few tips
Read MoreOk - 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.
Read MoreTo 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.
Read MoreMovements 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.
Read MoreSo, 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
Read MoreWhen 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.
Read MoreOk - 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.
Read MoreYour 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.
Read MoreIn 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.
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