ILANEET GOREN
There's Nothing "Micro" About The Kind of Change We Need.
Industry: DEI Practioner
Sneak Peek:
"With George Floyd's killing, Breonna Taylor, and more local stories here in Canada as well, it's no longer an option for organizations to be inactive. There's been pressure by BIPOC employees within organizations as well as communities and external community stakeholders to challenge the status quo and say , “You know, inaction is no longer an option. Silence is no longer an option.”
And so that's where we've seen organizations putting out statements right after the George Floyd incident. You know, condemning racism, for example, that is a combination of pressures internally, pressures externally, and also organizations understanding what they need to do in order to be relevant and maintain relationships with communities and really move with the times.
The right thing to do is to dismantle racism, but that's always been right.
Racism has been here before the murder of George Floyd but the question is, “Why are organizations focusing on it more now?” There are a couple of factors there that have converged to create this particular point in time that is motivating organizations to do this work.
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What we're seeing certainly is the move towards understanding that [becoming I.D.E.A.L.] is not a patchwork of interventions, this is more than a workshop or one-off type initiative. We're seeing a greater commitment to long-term work, really recognizing that it does involve full organizational engagement. So, it's beyond HR.
We see that organizations want a lot more from their diversity and inclusion experts. Not only subject matter expertise, but also expertise in other areas relating to the organization's work. So that could be a human resources background, that could be policy analysis, that could be leadership development and training and development. A more holistic view is really the movement.
Ilaneet's full story is coming soon.
Interviewed December 2020
