Equity Up-skilling: Your Path to Impact

At a recent equity centred learning session I facilitated, I was reminded that we often approach equity, anti-racism and inclusion as intellectual exercises – something to learn about through articles, reports and workshops. While learning is vital, it's only the beginning. During this session we had a conversation about key concepts and I worked with the team to build a common understanding of important concepts and frameworks. Again, this is only the beginning.

To truly build sustainable and outcome based equity practices that lead to stronger teams, and more inclusive services, programs, and products, we must recognize that equity requires capacity development and application. Like any skill, whether it's facilitating a complex meeting or even training for a third-degree black belt, it demands dedication, repetition, and continuous refinement.

Thinking of equity as a skill shifts our focus from merely knowing about concepts to integrating understanding into how we show up, lead, and collaborate every single day. It means moving beyond awareness and into tangible efforts. Developing these skills involves cultivating specific competencies, which include (but are not limited to):

• Foundational Knowledge for Equitable Operations: deepening awareness about systemic racism and the legacy of colonialism is the groundwork required to build and maintain equitable  business practices 

  
  

• Relational Leadership: equity centred leadership behaviours (relationship building, humility, offering voice/power, active listening) that build and foster a culture of belonging as well as creates meaningful connections with internal and external teams

  
  

• Applied Equity and Continuous Improvement: to achieve outcomes you need to do the work – apply and embed an equity lens to your work. This is active, continuous, and evolving, and when done with intention and consistency demonstrates accountability to your team and community

As a leader you already have some of the skills, knowledge and competencies related to equity centred practices, are you applying these skills and using them to create a culture of belonging?  Are there competencies that you can enhance or improve, or are there team members who can benefit from up-skilling in this area? When we view equity as a skill, it provides a framework for growth. It also highlights that we can get better at this, and moves the work from theory to lived reality.

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Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards align with their anti-racism and inclusion goals through continuous learning and practice change. Do you need support to start or accelerate your equity practice and outcomes? Happy to hop on a call with you to see how I might help. Let’s chat.