Happy Asian Heritage Month! As many communities joyfully celebrate the various contributions of people of Asian heritage to the cultural, political and socio-economic fabric of Canada, many also pause to reflect on their journey trying to be heard, to belong and to thrive. My personal story, as rocky as it may have been at times, has been my foundation and my resolve. It was the launchpad for my commitment to finding transformative ways that CCDI and our talented team can shepherd this work. Take a moment to join our Asian Heritage Month webinar on May 7 to hear the incredible stories of other Asian Canadian leaders .
This past year has been one of tremendous personal and professional growth for me. As an immigrant settler with roots in Vietnam and France, I have learned and gained insights and strength from community. But as a DEI practitioner, key questions I continually ask myself are: How can I understand and integrate evolving perspectives? How can I show up for others with authenticity and humility? And how can I use my privilege and positionality to guide collaborations and equitable outcomes among and between many groups in institutional settings? While the work is demanding, it cannot be done without prioritizing relational practices. The joy I get from building meaningful relations is priceless. But this work cannot be done in isolation without care for self. What this means is doing our own inner work first, to be anchored in our identities and authenticity, so that we can withstand the winds of change that are sure to come our way and may sway us on the wrong path if we are not careful. It’s also about finding tools to decenter ourselves so we can more thoughtfully listen to the voices of others, to unlearn and learn as a default setting, and finding that balance between showing up, listening, and activating in allyship.
What is your story? What is the story of DEI at your workplace? Are you taking time to care for your own well-being as you are doing this hard work? What can you celebrate this month? Perhaps some of us don’t hear this enough, but as a DEI advocate or practitioner, your presence matters, your voice matters, and your efforts are appreciated.
Thank you for reading our Diversity Ink newsletter! I hope you will take part in the many educational and networking opportunities that CCDI has to offer in May.
Be well and thank you for staying the course,
Anne-Marie Pham
CEO
Are you ready to take your organization to the next level? Unlock your competitive advantage with the 50-30 Challenge which aims to increase the representation and inclusion of diverse groups within workplaces, while highlighting the benefits of giving all Canadians a seat at the table.
The 50-30 Challenge seeks to increase diverse representation in businesses, nonprofits, and institutions across Canada. Organizations can voluntarily sign up for the 50-30 Challenge and commit to meeting the following targets:
50% representation of women or gender non-binary individuals on boards and/or in senior management roles
30% representation of equity-deserving groups (racialized people, Indigenous Peoples, persons with a disability, and members of the 2SLGBTQI+ community) on boards and/or in senior management roles
CCDI is pleased to announce our partnership with the UN Global Compact Network Canada to develop and facilitate tailored workshops that will provide a roadmap and tested strategies to help organizations currently participating in the 50-30 Challenge.
These workshops build capacity among 50-30 Challenge participants to incorporate diversity and inclusion, gender equality, human rights, decent work principles, and sustainable development goals into their organizational culture and operations.
The CCDI Community of Practice: Bridging differences events will kick off on May 2 with the first of eight virtual sessions. Nine sessions will also take place in Calgary, Moncton, Montreal, Toronto, Vancouver, Waterloo, and Winnipeg for those interested in attending the event in person.
Community of Practice: Bridging differencesfacilitates engaging discussions using an interactive experiential learning format to explore the concept of generative dialogue – a way of collaborating through conversation that reveals new knowledge and ideas for initiatives that individuals could not generate on their own – within the context of diversity, equity, and inclusion (DEI) initiatives. We'll uncover new understanding and ideas through engaging discussions and the innovative World Café method, fostering meaningful organizational change.
By participating, you will:
Understand the principles and practices of generative dialogue and how it can be applied to DEI efforts.
Learn the World Café method as a practical framework for guiding conversations that can uncover new perspectives and insights.
Leave equipped with the tools and skills to develop a culture of dialogue that integrates human perspectives in DEI practice.
International No Diet Day: Ways diet culture manifests in the workplace
May 6 is International No Diet Day, introduced in 1992 by British feminist Mary Evans Young to promote body appreciation and challenge unrealistic beauty standards. Today this initiative has grown into a movement that advocates celebrating diverse body shapes and sizes, rejecting dieting, and embracing healthier lifestyles. International No Diet Day also provides a great opportunity to reflect on the influence of diet culture in our workplaces.
In our blog International No Diet Day: Ways diet culture manifests in the workplace, Miriam Chiasson, Manager and Team Lead of Learning and Knowledge Solutions at CCDI, shines a light on how diet culture permeates the professional environment and offers actionable strategies to foster awareness. Look for the blog to be published on May 6, 2024.
Glottophobia: Let’s talk about language discrimination in Canada (part 2)
Learn more about language discrimination, also known as "glottophobia," with part 2 of our blog post on the subject by Iván Barradas, M.A., Bilingual Facilitator at CCDI. Discover how this issue is often overlooked in workplaces yet remains prevalent across Canada.
Read our blog post to gain insights into the day-to-day challenges of workplace language discrimination.
Together we are shaping more equitable workplaces, schools and communities through our Employer Partners, moving towards a truly inclusive Canada. Join us in extending a warm welcome to our newest Employer Partners.
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