Working towards change with organizations
Understanding Equity, Diversity, Inclusion and Accessibility in Practice
Course offers strategies to change behaviours, and change hearts and minds
Meeting resistance to improving equity, diversity, inclusion and accessibility (EDIA) is no reason to give up.
“It’s important that everyone does the work and that they feel that their contributions matter,” says Robin Attas, EDIA Specialist, University of Manitoba (UM) Extended Education in a recent webinar, Changing behaviours, changing hearts and minds: Intentional EDIA strategies in turbulent times.
The decision to work towards change may be inspired by a reaction to a negative event, a desire to be proactive for the future, or the need to meet an external requirement like a new law, she says. The urgency of the situation might require prompt action, or it may take more time.
“There are complexities. We need to give space for people to decide for themselves, and to focus on solving problems together rather than prescribing solutions. Leaders need to manage expectations and have a lot of delicate conversations around how to make changes happen.”
And change does not happen overnight, she says. “It takes more than one training session, constant reminders, changing processes and practices, and ongoing education.” So, it is important to get started.
Invite people into the conversation, Attas says. “No one is a terrible person. Actions can be terrible. But people are human and we need to value that humanity.”
Changing action, changing beliefs and values
Like the webinar title says, there are two ways to approach EDIA. Changing behaviours is about action. The goal is to change the way people act with each other in specific situations. Changing hearts and minds is about beliefs and values. The goal is much bigger, to change how people think and feel about things.
“Both are really necessary,” says Attas.
Changing behaviours
For example, changing behaviours to improve accessibility might involve removing barriers, making accommodations and making proactive choices. For anti-racism, it might involve countering bias, educating others, and apologizing for hurts. For gender inclusivity, it might involve adapting an all-inclusive, gender neutral “they”, or embracing individual pronoun use.
Changing hearts and minds
“Changing heart and minds is about deeper change,” says Attas.
Changing hearts and minds involves determining what’s important and what matters, looking at values, beliefs and morals, culture change, strategic planning, mission-vision-value statements and sharing similar motivations due to reactive, proactive and external factors.
To improve accessibility, that might mean valuing and prioritizing accessibility. and addressing attitudinal barriers. For anti-racism, it requires understanding what systemic racism involves and more open discussions. For gender inclusivity, perhaps it is embracing the idea that using someone’s correct pronouns should not be a big deal, and that valuing and respecting others for who they are is important.
The course
UM Extended Education’s course, Understanding Equity, Diversity, Inclusion and Accessibility in Practice, includes both through a long-term educational experience. Attas developed the course with the team at Extended Education. It’s a great way for participants to start where they are, better understand, and prepare to contribute to an improved work environment.
“In the course, you learn from the material, the instructor, and each other. Learners will better understand core concepts and be better able to take action to remove barriers.”
“Education can be a pathway to common understandings,” says Attas. Lifelong learning in equity diversity, inclusion and accessibility should value prior knowledge and experience, provide learners with the time to integrate their learning, assume diversity and teach to everyone, provide open discussions that are safe and accountable to respect everyone, and be intentional to work towards your goal.
UM Extended Education’s Understanding Equity, Diversity, Inclusion and Accessibility in Practice 18-hour course is much deeper than a short workshop. It was designed to inform and inspire change and is recognized as professional development by several organizations.