b'DIVERSITY, EQUITY AND INCLUSIONThe potential for real, positive and sustainable change to a more inclusive, equitable and diverse organization is immense. Steve SmithSteve SmithAs shared at the outset, its an immense taskCommittee (FUSE meaning "female, unity,reps,attendedtheDEIsessions,andAlex to bring about sustainable cultural changesupport,empowerment"),whosemandatehad the group quickly at ease with a question inworkplaceDEIpracticeswithinouris to support, inspire and educate Local 105that had them thinking about diversity in a industry. Whats slowing us down?membersonunderstandingandrespectingreal-worldandlessabstractmanner.Ina A few things, according to Lena. Projectsthe contributions of underrepresented groupssession full of mostly white males, Alex asked comewithstrictdeadlinesandbudgets,suchaswomenandLGBTQIA+com- aboutthediversityintheroom,related sothefocustendstobeonefficiency,munities. The Committees efforts are justSteve.Attendeesdidntseeitatfirstbut, costandsafety.Whenyouintroduceagetting off the ground, Steve advised, andwith Alexs guidance, began to recognize that DEI lens, leaders may look at it as heresthe potential for real, positive and sustainablethe varying ages, experiences, socio-economic anotherthingIhavetodo.WithDEIchangetoamoreinclusive,equitableanddifferencesandbackgroundsrepresented education,leaderscanunderstandthatdiverse organization is immense. in the group brought considerable diversity diversity, equity and inclusion mean accessWe do a great disservice to workers and busi- totheroom.Fromthatpoint,everyones to a broader talent pool, increased personalnesses by promoting employees to leadershipdefences came down and they felt comfort-responsibility among employees, enhancedpositionsbasedonseniorityand/orwork- able contributing. access to contract opportunities and muchplace experience, and then dont give themEducation is indeed critical to moving the more, enabling DEI to go from anotherthe critical education they need to effectivelyneedle forward toward more diverse, equit-thing to do to a commitment to under- leadpeople.Leadershiprequiresitsownable and inclusive societies and workplaces. standingandacceptanceamongteams.unique set of skills and, without training toWhere a lack of knowledge and understand-And when that exists, racism, sexism andhelp new leaders understand how to motiv- ing lives, ignorance and presumption thrive. other forms of workplace harassment areate, empower and provide timely, effectiveExpectationsforarespectfulworkplace not tolerated by anyone, and workers feelfeedback to employees, how can we expectstart at the top, and the onus is on leaders confident in stepping up to say, hey, stopworkerstounderstandexpectations,growto set, share and hold employees account-without fear of being singled out when theyand learn, and adhere to an organizationsabletopoliciesandexpectedbehaviours. see unacceptable behaviours. evolving expectations? But it is incumbent upon each of us to seek Its a deeply distressing fact that 22 OntarioAtSYMTECHInnovations,fourleadersunderstanding and treat others with dignity constructionworkersdiedin2021.Ashave participated in ECAOs DEI trainingand respect and to be each others keepers, Steve points out, a lot of lip service is beingprogram so far, and Lena advises that Alexspeaking up for those whose voices are not paid toward the trades as respectful, goodWillis no-holds-barred approach makes anbeing heard. career choices. If we want to truly attractimmediate and clear business case for divers- In closing, Lena offered some final guidance andretainskilledworkers,hesaid,weity, equity and inclusion in the workplace.on what we, as individuals, can do to help need to work with industry and govern- Lena spoke to her colleagues after the ses- createlastingchange:Ifyouarecoming ment to make workplaces safer. From thatsions for their views. They got engaged andfrom a place of authenticity, if you are willing foundation, we can be deliberate and con- excited and shared that it made them look atto put yourself out there to be vulnerable, to fident in moving forward with educationthemselves as leaders in a different light. Theysay you dont have all the answers but youre andrecruitmenteffortswithcommunityhadnt thought about DEI in this way butwilling to learn, people will understand. Be partnerssuchastheYWCA,Aboriginallearned that it can make managing easier andhumble and try to do the right thing.groups and immigrant centres.make people more productive and happier. For more information on ECAOs DEI pro-Earlier this year, with the full support ofSteveandfiveLocal105staffmembers,gram, visit www.ecao.org or contact Cathy leaders,Local105launchedtheFUSEincludingadministrativestaffandunionFrederickson at cfrederickson@ecao.org.www.ecao.org16'