There’s been much speculation post-Trump’s second victory that DEI efforts might actually be dead. In the US, there has been some legal clawback of DEI funding whereas in Canada our Employment Equity and human rights codes offer more support for DEI efforts as on-going priority. However, too many organizations in both the US and Canada have used the backlash as an excuse to dial back DEI efforts that were just barely lifting off the ground.
In an era of rising authoritarianism, the connection between Diversity, Equity, & Inclusion (DEI) and pro-democracy work has never been more critical. In the upcoming cafe “Why DEI must Integrate Pro-democracy Work,” Shakil Choudhury (CVO & Co-Founder of Anima Leadership) makes the case that defending democracy and advancing EDI are not separate battles—they are one and the same.
When we talk about facilitation, most people picture what happens outside the facilitator such as the room, the participants, the slides, the activities and time management. But the heart of truly inclusive facilitation is found inside the facilitator. Long before we walk into the room or open the Zoom call, our body and emotions have already set the tone.
Trust is the foundation of effective diversity, equity, and inclusion (DEI) work. Without it, employees won’t engage authentically, leaders can’t have honest conversations, and meaningful change becomes difficult. One of the most powerful tools for building—or breaking—that trust is the DEI assessment.
We’re in a moment of real workplace reckoning. As organizations push people back into offices, I’ve noticed a growing fatigue — not just with the commute or the cubicle, but with how our time is being used (and often wasted). We need managers who have good facilitation skills.
In these politically fraught times, organizations need strong leadership to help navigate uncertainty and complexity. A crucial yet overlooked group are leaders who are also racial minorities, often moving into positions of influence with little acknowledgement or support.
Indigenous erasure in Canada is a form of racism that asks us to overlook, suppress or ignore the reality and experiences of Indigenous Peoples.
Facilitation is one of the most underrated leadership skills, although it is one of the most important. Most leaders never get training in how to include their team in ways that encourage new thinking, reinforce relationships or surface doubts before they can start to sabotage planning. They should, because team meetings are where many organizational values get tested, setting the tone for how much people experience feeling included, validated and respected. If meetings are not facilitated to meet the needs of all people, they become performative at best, and a passive-aggressive minefield at worst.
Our Community of Practice Grief Circles are returning this fall (Sept 24th, Oct 29th, Nov 26th, from 3pm – 5pm). You can join to feel supported as a participant, or you can volunteer to be a circle facilitator (after going through the process at least once), where you will be supported by Anima Co-founders in offering this practice. All participants receive a Listening Circle Guide on how this can be replicated within the workplace context.
if we wish education to be equally accessible to ALL students, now is the time that our efforts toward equity are needed more than ever. Here are three steps any teacher can take to tangibly support efforts toward more representative, accessible and inclusive schools.
