Why we care about the ‘E’
With recent news of companies, including SHRM, taking out the ‘E’ from their DEI efforts, I’d like to reaffirm our commitment at TOSHA Coaching and Consulting to the full acronym of JEDI (Justice, Equity, Diversity and Inclusion). We value the wholeness of what this represents in our work and that of our clients too. If you are facing questions around the ‘E’ or looking for support with this work, here's some thoughts on why it matters:
Fairness: Equity focuses on providing fair opportunities and resources tailored to individual needs and circumstances, rather than treating everyone the same. It addresses systemic barriers and ensures that everyone has the support they need to succeed.
Addressing Inequality: Equity works to identify and correct imbalances and disadvantages that different groups might face. This can involve removing obstacles that disproportionately affect marginalized communities and implementing strategies to close gaps in access and opportunity.
Building Inclusivity: By emphasizing equity, organizations and societies can create environments where all individuals feel valued and have a fair chance to participate and contribute. It helps ensure that inclusion goes beyond mere representation to genuinely address the needs of diverse groups.
Enhancing Outcomes: Equitable practices can lead to better outcomes for everyone by leveraging diverse perspectives and talents. When people are supported according to their needs, they are more likely to thrive and contribute creatively to their organizations or communities.
Long-Term Change: Equity is about creating sustainable and meaningful change by addressing root causes of inequality. It goes beyond short-term fixes and works towards long-lasting solutions that benefit everyone.
At Tosha we believe that having goals focused on equity ensures that diversity and inclusion efforts are effective and impactful, creating a more just and equitable environment for all.
All of our leadership development at Tosha incorporates JEDI, we do not treat DEI as a seperate set of skills. When we are working with people, we are always working with identity whether we choose to recognise that or not. Companies that do, will activate their highest creative potential and ultimately continue to resonate with their audiences and clients.