Secondary Story

Research identifies greater need for DEA&I in business community

Amplifying Voices project reveals gap between the willingness of businesses to embrace diversity, equity, accessibility and ability to implement

By Ken Partridge

We need help. That is the main message conveyed by business owners and operators participating in the Amplifying Voices research project.

Amplifying Voices found the vast majority of businesses in Halifax Regional Municipality are concerned about issues surrounding diversity, equity, accessibility and inclusion (DEA&I) and want to do better in these areas. However, they aren’t sure how to proceed and are looking for guidance. “The study found businesses are

committed to addressing issues of injustice spanning all aspects of the spectrum of diversity, but urgently need further guidance and practical assistance on how to put their statements of intent into the operation of their businesses,” says Professor David Divine, lead researcher on the project and founder of Footprint Life Coaching. “The will is there. What is missing is how to implement it in practice.”

Divine says the tipping point in so many business leaders wanting to pursue DEA&I in their operations is different for everyone. In some cases, it’s deeply personal. For others, current events played a role. “The driving force for many business leaders in pursuing measures of diversity, equity, inclusion, and accessibility in their businesses is personal and work experiences that triggered moments of self-reflection and thoughts of those facing injustice and discrimination,” Divine says. “The public death of George Floyd and the aftermath of shock and horror was one such moment.”

Divine says such moments of realization have increased demand for practical advice on how to better tackle DEA&I implementation in everyday operations. “Requests were made by businesses for practical tool kits enabling them to further understand and implement measures of diversity, equity, inclusion, and accessibility, and that includes direct help within the business from experts in those fields working directly with businesses on ideas and practices.”

This led the project to devote significant resources to the creation of an exhaustive suggested reading list and links to online sources for DEA&I strategies and approaches. However, this section of the report makes it clear addressing DEA&I issues is not as easy as pulling a ready-made solution off the shelf and plugging it into your business. “Addressing DEA&I in the business, organization, and other work environments is not easy,” the report says. “It is not a warm and fuzzy conversation. It takes a courageous, committed, bold, and dedicated leader, business owner, human resource manager, community leader, or the lone community organizer, to take DEA&I forward. It is hard work.” The report continues: “There are no easy answers, no one size fits all, or right or wrong way. What is important is your goal to practice inclusivity in your business.”

Some of the steps toward improving DEA&I principles suggested by the report’s tool kit section include:

• Have formal inclusive conversations in the workplace

• Circulate reading lists of DEA&I-related materials and ask participants to review them prior to meeting

• Owners, managers, stakeholders, employees should all be part of the conversation

• Allow everyone a voice in the conversation and don’t disrespect or interrupt anyone’s contribution

• Talk straight, be honest, and let people know where you stand

• Reflect on what is shared and make such conversations a regular occurrence

• Provide information on bulletin boards, work library, or via an online sharing drive

• Create a DEA&I committee to support staff and create strategies to help facilitate workplace change

• Leaders should model the behaviour they want used in the workplace

Divine says the most important outcome of the report needs to be creating access to its results and resources for the wider business community. The report’s recommendations emphasize the need for the Halifax Chamber of Commerce to play the lead role in achieving this outcome. “The Halifax Chamber of Commerce is uniquely placed to support and lead ever growing diverse communities in the Halifax Regional Municipality through their ongoing efforts to become a more inclusive organization and being an exemplar business leader in our community,” Divine says.

Divine says the Amplifying Voices project is significant research. He says it’s the first time in the history of the business communities in this area that they were asked to take an in-depth look at their operations, stakeholders, and vendors, and examine supplier diversity. For many of the participants, this was an entirely new concept and way of thinking. Others who reflected on the subject were willing and open to acknowledging their lack of knowledge and experience in this area.

The research also found this is a pioneering study, as there is no other of its kind in North America to draw from as an example. Six months of intensive conversations with business leaders, employees, government officials, key institutions, and stakeholder communities was underpinned with a major review of current authoritative thinking and practices relating to DEA&I. This was coupled with two major surveys of business owners, managers, and employees of those businesses to provide a vast body of information from businesses about their levels of awareness, statements of intent, and practices revolving around DEA&I.

Amplifying Voices is a partnership of the Halifax Chamber of Commerce, Footprint Life Coaching, Ashanti Leadership and Development Services, and My East Coast Experience Media. The project’s aim is to document awareness of issues surrounding diversity, equity, inclusion, and accessibility throughout the local business community, thus driving home the point that these aren’t just issues for Black-owned or operated companies. Crucial support and participation in the project was received from the faculty and student body of Saint Mary’s University. ■