Transparency

• Clearly sharing DEI goals, plans, and progress.
• Publishing diversity metrics and regularly updating employees.
• Encouraging honest, safe conversations and acting on feedback.
• Holding leadership accountable and modelling transparency.
• Acknowledging challenges and committing to improvements.

Reflection and Empowerment

• Reflection: Encourage personal and group introspection to identify biases, track DEI progress, and celebrate wins.
• Empowerment: Provide tools, amplify underrepresented voices, and build a culture where everyone feels valued and supported.

Equality vs. Equity

• Definition: Equality means treating everyone equally; equity means providing individuals with the resources they need to succeed based on their circumstances.
• Supporting Equity in Action: Take steps to promote equity in your daily work. Be mindful of language and actions to ensure they are inclusive.

Example of the Difference Between Equality and Equity:

• Imagine a team of employees with different skill levels being asked to complete a challenging project. 
• Equality would mean giving every team member the exact same resources, support, and training opportunities, regardless of their individual starting points or needs. While this treats everyone the same, it may not enable everyone to succeed equally.
• Equity, on the other hand, would involve providing additional training or resources to those who are less experienced to ensure everyone has the tools and support they need to succeed. This approach acknowledges that different people have different circumstances and works to level the playing field by addressing those differences.