Representation in financially regulated sectors is important in Black communities due to the disportionate rates of Black individuals holding managerial positions within this field.
According to Statistic Canada Black men were about 40% less likely to work in management occupations than non-visible minority men (SatsCan, 2021). Where is the data on Black women or members of the Black LGTBQ2Sl community within Canada?
Representation in financially regulated sectors is important in Black communities due to the disportionate rates of Black individuals holding managerial positions within this field.
Many individuals are under the impression that representation solely means hiring more diverse candidates. However, representation in corporate institutions can be executed in different ways! Below are some examples of ways you can promote diversity, equity and inclusion within your organization.
Setting the tone for the type of organization you would like to run is vital in the overall success of EDI within your spaces. During employee onboarding, individuals should undergo anti-racist and anti-oppression workshops. These workshops can go over concepts such as implicit bias, imposter syndrome, team building and much more.
Managers should actively ensure all employees are receiving the best pay for their roles. This can be done through analysis of roles and responsibilities and comparing them to their pay and the pay of others annually.
Practicing this not only ensures pay equity, but it promotes transparency and allows employees to know that they are valued.
Team building within an organization allows for more open communication and cross-cultural communication. This allows individuals to learn more about each other and embrace differences. Through team building initiatives individuals will learn to collaborate with people from different social contexts and backgrounds.
Example of Tokenism in the workplace: Expecting the Black employees to plan Black History Month activities every year, rather than educating yourself and making an effort to create initiatives as a group.
Example of Implicit Bias in the workplace: not hiring individuals with different academic credentials than the ones in your hometown. International candidates come from all around the world, it is important to disable implicit bias while on a hiring board.
Example: Feeling not good enough compared to your counterparts at work.
Example: Hiding your accent at work and putting on a “customer service” voice.
We Can’t Talk about That at Work! How to Talk about Race, Religion, Politics, and Other Polarizing Topics
Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias
Diversity, Equity, and Inclusion: Strategies for Facilitating Conversations on Race
Rejoignez-nous ce week-end pour Patrimoine Dévoilé, un événement hybride célébrant les contributions significatives des Canadiens Noirs à notre histoire, notre culture et notre société. Patrimoine Dévoilé promet un après-midi rempli d’éducation, de discussions...
La compétition de pitch de la cohorte francophone du BEP, qui s'est tenue le 5 novembre 2024, a été une soirée inoubliable célébrant l’entrepreneuriat noir francophone. Avec plus de 80 participants et sept présentations impressionnantes, cet événement organisé par la...
Des opportunités de financement sont disponibles pour des initiatives dirigées par des communautés noires et axées sur les jeunes au Canada, avec des dates limites imminentes. Ces subventions soutiennent des projets significatifs visant à réduire les inégalités sociales et à promouvoir l’engagement communautaire.
Le 3 décembre, rejoignez-nous pour GivingTuesday, le plus grand mouvement de générosité au monde. Vos contributions cette année peuvent avoir un impact direct. Tout le monde a quelque chose à donner et chaque acte de générosité compte.
