LEADING BY EXAMPLE IN THE FIGHT AGAINST RACISM - Laura Cortes

The analyzed reference: Call to Action on Anti-Racism, Equity, and Inclusion, Canadian Human Rights Commission. by Phillips

In this blog, I want to talk about the Canadian Human Rights Commission's open letter on the call to action against racism, equity, and inclusion in Canada.  This letter seeks to promote real action on the real situation of racism and systemic discrimination in all areas of Canadian society.  It calls for leading by example. I found it very interesting, so I will make a summary of this document. The writers proceed by explaining something very true: the work against racism is a work that has no end. This means that we must always seek to work for equity and inclusion to be durable from anywhere and at any time. 

The letter explains how the pandemic has led to many inequalities in minority communities. The Commission has worked to examine this situation and renew its commitment against racism. To this end, they have created these action plans, for example, they have appointed to executive positions both Native American employees and employees of black and other races for career development and talent management. They ensure diversity in the composition of the commission's hiring boards. Sponsor employees of different races and minority groups for leadership roles. They also seek to develop staff by improving their skills and language proficiency. They are committed to learning about racism, reconciliation, accessibility, equity, and inclusion, among other activities.

One of the most important points that I analyzed is that they are working hard to be influential and credible national voices for human rights, denouncing racism and intolerance. They are using various platforms to help ensure that the truth about systemic racism and discrimination in Canada remains part of the public debate. This means combating all forms of racism, discrimination, and other barriers to inclusion in the workplace, acting on what we've learned, empowering employees to speak out about prejudice and oppression, and better equipping managers to address these issues.

The results of their efforts are independently analyzed and audited.  This helps to make the results of the Canadian Human Rights Commission, which is an organization with limited resources, real and truthful. They have experienced greater acceptance and commitment from their employees and have demonstrated that change is possible when change is truly made for the common good.

This article is a great example for companies, its procedures and policies are totally applicable to any company that wants to have racial and cultural diversity. Workplaces that are inclusive are locations where all employees can feel like they belong, participate, and succeed.

I believe that companies that only risk creating a workplace that tolerates differences rather than appreciates them are merely focusing on diverse representation without adequately recognizing the lived experiences of all. While inclusion has many advantages, it requires a deliberate effort on the part of companies and executives.

Accelerating Racial Justice in the Workplace | Jobs Reset Summit 2020

From: World Economic Forum. https://www.youtube.com/watch?v=7y-ZgpFOvLY&ab_channel=WorldEconomicForum

World Economic Forum. (2021). Accelerating Racial Justice in the Workplace | Jobs Reset Summit 2020. Retrieved from Youtube: https://www.youtube.com/hashtag/worldeconomicforum

Reference:

Phillips, (2021). Call to Action on Anti-Racism, Equity, and Inclusion, Canadian Human Rights Commission. Canada. Retrieved from https://policycommons.net/artifacts/2031875/call-to-action-on-anti-racism-equity-and-inclusion/2784318/ on 19 Oct 2022. CID: 20.500.12592/9h6xh8.