As political and economic challenges put pressure on diversity, equity, and inclusion (DEI) efforts worldwide, a panel of DEI advocates urged businesses and individuals to remain committed to fostering inclusivity and to be the change they want to see.
"Be the change individually – be more open, advocate, and use your voice," said Keisha Bailey, MBA ’15, President of Bailey Wealth Group and a volunteer with the DEI pillar of the Ivey Alumni Network Board. "Organizations must also drive change through their policies and overall stance on DEI."
Bailey, along with Rhonda Choja, Partner at Deloitte, and Sandra Cushnie, Senior Director of Global Diversity, Equity, and Inclusion at McCain Foods Limited, discussed strategies for maintaining inclusivity at a recent Women’s Day edition of Impact Live. The discussion, Advancing Inclusion in Turbulent Times, was hosted by Kanina Blanchard and emphasized resilience, adaptability, and continued advocacy.
“Movements come and go and they sway in organizations,” said Choja, referring to the "DEI pendulum" of expanding and retracting inclusion efforts. “What's important is to recognize how we're responding to it. We're observing organizations that are grounded in their principles – grounded in their values – and they recognize that there is still work to be done in this space. That part has pleasantly surprised me.”
Here are their tips for maintaining momentum:
1. Reaffirm organizational values and embed DEI into the business core
Companies that successfully sustain DEI do not treat it as a temporary initiative – they embed it into their values and operations, holding leaders accountable. The panellists noted that the business case for DEI remains strong, fostering innovation and competitiveness.
"There is a clear business case and a business imperative and there is also the moral imperative," said Cushnie. "Inclusive cultures that embrace differences and navigate those differences are more successful organizations. At the end of the day, this is a business imperative."
2. Focus on inclusive leadership and workplace behaviour
Make DEI an integral part of your organization’s DNA through leadership training and support programs for underrepresented groups. The panellists emphasized that leaders should understand neurodiversity, gender diversity, and accessibility needs to create safe spaces where all employees feel supported.
Choja highlighted the importance of companies taking tangible actions, such as Deloitte’s partnership with Kitsaki Management to launch R8dius, a majority-Indigenous-owned professional services firm aiming to create opportunities for First Nations communities and promote inclusion.
"It's about bringing together expertise – leveraging large expertise and bringing it to different communities in order to lift others up. That's real tangible action,” she said.
3. Strengthen employee and community engagement
The panellists recommended employee resource groups, flexible work arrangements for diverse needs, and community partnerships with minority-owned businesses to drive engagement.
Noting that microenterprises make up 54 per cent of Canadian businesses, Bailey stressed the importance of access to capital and resources for small businesses, especially those owned by women and minorities. She encouraged focusing our attention beyond large corporations to ensure small businesses' growth and sustainability.
"As a small business owner myself, access to capital, networks, labour, and resources is critical for advancing and growing our operations. How are small business owners expected to thrive in an environment of drastic uncertainty and tariffs? We need continued access," she said. "Inclusion means we're collectively looking out for each other. As we see these policies rolling out, there's more of an individualistic approach for each country that is definitely harmful. When we think about inclusion, I'd like to see more policies coming in to factor in multiple facets, multiple communities, multiple levels of business, and multiple levels of wealth."
4. Adapt and evolve DEI language and strategies
Companies facing DEI pushback can adapt while maintaining their commitments. This includes rebranding DEI as "belonging and culture," using data to demonstrate DEI’s business impact, and educating employees and leaders on the evolving landscape of DEI.
“What is non-negotiable? Our values, how we treat one another, how we show up. Those things don’t change,” said Cushnie. “We've seen some organizations flee. Some fight. Some level up. I think what we're seeing now, with a little bit more time, is organizations that are a little bit more willing to finesse.”
5. Encourage individual action and advocacy
Beyond corporate policies, individual advocacy and allyship are vital for DEI progress. Educating oneself about systemic inequities, speaking up against biased policies, and being a supportive ally can all make a significant impact.
“Organizations are made up of individuals,” said Bailey. “If each person commits to being more open and empathetic, it will help drive DEI forward.”
Choja highlighted the importance of sponsorship over mentorship, particularly for male allies.
"Men in powerful roles need to sponsor people. It's one thing to give advice as mentors, but they must also advocate for talent and create growth opportunities," she said.
Cushnie echoed that sentiment but urged individuals to broaden their impact.
“We must each step into our power, position, and privilege and use it honourably,” she said.
The path forward: Progress through conversation
Blanchard closed the session by emphasizing that ongoing conversations are key to progress and advancing DEI is not limited to a single leader or moment. By embedding DEI into leadership, community efforts, and personal advocacy, we can ensure that inclusion is not just a passing moment – but a lasting movement.
“We want it to be a movement, not a moment,” she said. “As long as we’re still talking, we can work things out.”
To keep the conversation going within your workplaces and communities, please share the full panel discussion of Advancing Inclusion in Turbulent Times on Ivey’s YouTube channel.
