b'PRIDE AT WORKAnother point we cannot leave aside isYou might be frustrated at this pointFebruary, Pride Month in June, Mental the intersectionality of the whole process,because you came to get answers, andHealth Awareness Month in May, etc.) as individuals have multiple ways to self- you ended up with more questions. Thiscould easily act as items on a checklist. identify. Leaders and DEI professionalsis what happens when we dig into aHowever, even after reading everything have to consider different methods totopicthe amplitude of our knowledgeabove, you might still need an ultimate increase accessibility at all levels. Manybrings more questions seeking answers.DEI checklist. Here are three suggestions organizations have a pyramid structure,However, we must realize that some offrom some best practices andand those DEI initiatives should also bethose queries are the pathway to achievingother resources:applied to the top leadership levels, notour goals, and we need to spend our just the base. energy and resources on them.1.Treat people well by respectingThere is research and data showingLooking for items in a checklist wontwho they are, regardless of that the higher you go, the less diverselead you to the place you expect. Instead,gender, origin, skin colour, and inclusive those leadership roles are.you should learn more about inclusivesexual orientation, faith, etc.; This lack of inclusivity at leadershipbest practices and initiatives that could 2.Always try to create the bestlevels should indicate a common duty tobe applied in your workplace, in thesense of belonging for those reduce inequities in our systems. It alsoimprovement of your policies, in thearound you and accommodate reinforces that a checklist is inexistentdevelopment of partnerships among yourtheir needs as special guests at or inefficient. We cannot only considerworkforce and community members,your dinner table; and DEI initiatives when it is convenient,in the advancement of your leadership 3.Remove systemic barriers. because then we will be dealing withengagement and in anything else related double standards and empty marketingto your DEI strategy and goals. Luis Augusto Nobre is a marketing and promotions. When we look closely at bestLand acknowledgement, neutralcommunications coordinator at Pride at Work practices, we can recognize those issueslanguage and pronouns, gender- Canada/Fiert au travail Canada. For more and work on fixing them in our neutral washrooms and special monthinformation on the organization and its work, work environments. celebrations (Black History Month invisit prideatwork.ca.Issue 22022 | QBiz CANADA |27'