Q&A with Charline Grant: A Diversity, Equity and Inclusion Consultant
By Luisa De Jesus, CHRP, CHRL
Addressing diversity and inclusion within an organization is an important part of building a thriving company. If employers don’t have previous diversity training, this topic can be feel intimidating at first. Oftentimes employers may delay having conversations around equity with their team simply because they don’t know how or where to begin. The Founder and President of LD Human Resources, Luisa De Jesus, sat down with Equity and Inclusion Consultant, Charline Grant, to get some of her best advice for how employers can make diversity and inclusion a priority in their workplace.
Q&A with Charline Grant: A Diversity, Equity and Inclusion Consultant
Charline Grant is a trailblazer in the area of diversity, equity and inclusion. She is a partner at Kedz Consulting which provides anti-racism, equity and inclusion training and consultation that inspires transformative change in individuals across organizations. Charline sits on the York Children’s Aid Society board, representing the needs of Black children and parents.
1. We are almost at the one-year anniversary of Canada going into lockdown for the first time due to COVID. This year has also been marked by headlines including political controversy and a rebirth of the Civil Rights Movement. What are some issues and topics that you are most frequently asked to speak to and consult on during this time?
I have been getting requests for interviews on education and systemic racism. I’ve also been asked to consult on racism in both the banking and real estate industry. In addition, this year I’ve conducted many training and equity audits in organizations across this country. As you mentioned, we are amidst the re-birth of the Civil Rights Movement. A number of companies have recognized that there is a need for education and change. They are leaning into it, looking to increase diversity and learning how to be better.
2. Do you find that the types of requests vary from province to provinces?
It definitely varies. There are some provinces that are further ahead than others. I like to think of the example of Starbucks when they had their recent issue with racism. They leaned right into it, and now they are one of the leading organizations that are pushing for change. They have revamped their whole system and become true trailblazers. They did not make excuses or shy away from it, but they recognized that their staff made a mistake and went right into training.
3. Some of the clients I have worked with have expressed a certain sense of fear around speaking out publicly about diversity, worrying that they might say the wrong thing or offend someone unintentionally. What would be your advice to them?
Let’s put it this way: you don’t know what you don’t know. When you don’t know certain things, just ask. “What do you prefer? How would you like me to address you? How do you identify?” When you make a mistake, the important thing to do is own up to it and apologize. There is nothing wrong with saying “This is new for me.” We are all in the process of learning and unlearning when it comes to issues of racism, diversity and inclusion. My advice would be to not be afraid because we are all in this together. Let whoever you are speaking with know that you might make mistakes, but that you have a desire to learn.
4. With Kedz Consulting, you work to provide anti-racism, equity and inclusion training and consultation. Can you speak to how diversity in an organization impacts ROI?
When your workforce is more diverse, people feel more comfortable, which positively impacts productivity. Diversity of ideas leads to innovation which can give your organization a competitive edge. It’s not just about diversity in terms of how people look, but the diversity of ideas that you get as well. You are getting people who come with different lived experiences, and they are able to share diverse perspectives. Having diversity in your workforce might also help you minimize potential lawsuits, because people your team will be able to help guide you in understand correct in terms of the appropriate language to use in your messaging. Having a diverse team will also help you to know and in how to approach certain diversity-related issues, whether it's on a Public Relations front or whether it’s just in it has to do with the creation of anti-bias policies and hiring practices. creating policies, hiring practices or anti-bias.
5. What should be the difference in approach to Diversity & Inclusion in corporate Canada versus small businesses in Canada?
In corporate Canada, resources are larger. They have the funds to really do a deep dive and look at their policies in order to revamp them and make them anti-racist. They have the resources to do a full equity audit with a huge commitment of maybe a year or two. Small businesses might not have that. I would advise small businesses to be diverse in your hiring, to create anti-bias hiring practices, and to have ongoing training for your management and senior staff. Another route is to hire a consulting firm on retainer to help coach you along the way in dealing with issues should they arise.
6. The month of March recognized both International Women’s Day and Women’s History Month. One of the topics that is currently trending in the news is the idea that COVID has had a significant impact on working moms and is threatening to pull many women out of the workforce in order to manage raising a family. As a working mom, what has been your experience and what can we do to empower women?
I like to think that our ability to multitask is one of our superpowers, but at the end of the day we must take time for ourselves. Self-care in the form of yoga, going for walks or deep breathing can make such a difference. I’ve personally been exploring ways that I can better cope with the stress of everyday life. finding ways myself to really try and to cope with the stress of everyday life. I believe that it is in the best interest of employers to give women a little more flexibility during this time because they really are juggling a lot at home.
7. What do you really see the greatest areas and opportunities for the small businesses when it comes to improving diversity and inclusion?
I would suggest hiring a consulting company on retainer to start training your staff and to provide you with advice. Find out what you can do in your specific line of business. When I think of real estate for example, being able to make sure that your agents are not perpetuating systemic racism is critical. Different industries have different issues and it’s often very specific. Whatever industry you are in, start speaking to a consulting expert and get their input in order for your organization to grow.
8. Where can viewers connect with you to learn more about your work?
Our website is www.kedzconsulting.com and our email is info@kedzconsulting.com.
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About the Author
As the Founder and President of LD Human Resources, Luisa is a highly motivated and results-driven human resources professional with over 20 years’ experience in HR. Luisa is a Certified Human Resources Professional and holds a BA from the University of Toronto. She also graduated with honours, obtaining her Human Resources Management certificate in 2010.
Luisa’s expertise spans professional and financial services, construction, travel and tourism, IT, not-for profit and retail. Her key strengths include: strategic consulting; performance management, succession planning; recruitment and employee relations; organizational development and learning; and, compensation and benefits. Luisa is committed to high professional standards that link HR best practices to business objectives, delivering results within changing environments. She is a proud mother of two strong-minded young girls, and an advocate for mental health and wellness.