McGill hosts panel on creating more inclusive workplaces
By Randy Pinsky
One positive effect of the pandemic has been the opportunity to re-evaluate the way we work.
On August 5, McGill University’s Career Advising and Transition Services team hosted the “Workplace Transformation: Equity, Diversity, Inclusion & Accessibility (EDIA) in Action” panel as part of their online PowerSkills Career Summit.
The aim of the panel was to get a pulse on EDIA 2021 after collectively going through a year of pandemic. Organizational development advisor Kit Malo put forward the challenge: “Can organizations work in new ways? Is it possible to change the plane as it’s flying if it doesn't work [as is]?” For instance, many individuals with disabilities were able to advance in their careers by working from home; a trend, the panelists agreed, is one worth keeping.
While there have been some important changes or accommodations, autistic advocate and panel member Kelly Bron Johnson observed that most tend to be reactionary.
Even with awareness of the need for greater representation, approaches to promoting diversity can be flawed. Recruiter Samantha Bateman recalled seeing a job posting looking specifically for a person of colour. She commented: “It’s not shopping for someone to fix the problem or checking off boxes.”
Malo concurred, “The fundamental system has to change; it has to be part of the organizational strategy.” As there are still hidden biases in hiring and promotion, there is a need for double-blind skill validation exercises.
According to career adviser Emilie Nketiah, while companies agree on the importance of EDIA, few actually make it a priority. “They want to hire Black, Indigenous, and people of colour or women in leadership, but when the positions come up, they are time-crunched to hire someone.
“We are now finding the tools to make it happen,” she said, “but I don’t feel this conversation would have been possible prior to 2021.”
And until action is taken at the leadership level, “We’re not going to move the needle on this,” stated Bateman. Effective inclusion consists of engagement in the everyday, not hosting the occasional workshop.
Johnson noted that while there have been advances in the racial and gay communities, “disability is often just kind of forgotten.” She explained that a large portion of disabled individuals do not feel comfortable disclosing their situation and as a result “spend mental energy hiding who they are.” Not only does this impact their productivity, it also takes a toll on their mental health.
There is a need for more discussions like this one so workplaces become safe spaces where all feel they belong. “If we don’t start practicing, we’ll never get good at this,” said Malo.
For information on McGill’s PowerSkills Career Summit, visit https://powerskills.scs.mcgill.ca/.
