By Annabel Oromoni | Law Times | October 11, 2021
As companies and organizations assess their corporate culture and commit to developing diverse and inclusive practices, industry leaders discussed how to successfully implement EDI strategies from the introductory phase to the implementation phase in the From Thought to Action Diversity and Inclusion webinar, sponsored by Bereskin & Parr LLP.
Moderated by Scott Mackendrick, partner at Bereskin & Parr and chair of the firm’s diversity and inclusion committee, the panel explored building a clear action plan for diverse and inclusive culture within a company or organization and examined EDI strategies that improve employee engagement while building a robust, diverse talent pipeline.
Anne-Marie Pham, executive director at the Canadian Centre for Diversity and Inclusion, said the CCDI often hears the impact of exclusion on mental health well-being from employers and employees. The lack of equal opportunities for advancement makes them leave the organization.
“Sometimes we see the revolving door syndrome because maybe the organization is trying to hire for diversity, but they haven’t created the ecosystem to help people stay.”
A vital element to developing an authentic D&I strategy is inclusive leadership that sets the tone from the top because when leaders do not support inclusive efforts and hold people accountable, D&I initiatives become unsustainable and fall apart, Pham said.