I have been interviewed twice this week so far – on CBC/Radio-Canada Edmonton and The Canadian Press – on the recent decision by the University of Alberta to shift from using the terms “diversity, equity, and inclusion” (DEI) to “access, community, and belonging” in its language and initiatives.
As indicated in the U of A statement, this language change seeks to advance the same goals of fairness, accessibility, and respect, while navigating the increasingly polarized discourse surrounding DEI.
It’s worth remembering that DEI principles have existed for over 60 years under various banners, and their importance remains unchanged. While a small, loud, and organized anti-DEI movement has emerged, politicizing these terms and attempting to foster backlash, it’s crucial to recognize that they represent a minority.
📢 The majority of people continue to support fairness in workplaces, anti-harassment and discrimination policies, accessibility for people with disabilities, and initiatives that foster employee retention and inclusive environments. These values are backed by countless studies showing the strong business case for DEI. Organizations that embrace these principles see better employee engagement, innovation, and overall success.
The University’s decision highlights an important reminder: the work of building inclusive and equitable communities is not about the specific terms we use; it’s about the actions we take and the values we uphold. Whether under the banner of DEI or access, community, and belonging, this work is as essential as ever.
Let’s keep striving for environments where everyone feels welcome, respected, and valued. 💡
https://lnkd.in/gmWybs7m
#AccessCommunityBelonging #DEI #InclusionMatters #EquityAndInclusion #Leadership
