Equity, Diversity, and Inclusion

Credence coaches leaders to assist them in navigating the important and sometimes challenging conversations associated with supporting organizations with moving forward well with their EDI commitments. Coaching conversations can include embracing the leadership role associated with EDI, addressing systemic challenges and engaging conflicts that arise over the course of becoming an EDI-focused organization.

Differences in understanding regarding EDI alongside painful lived realities associated with experiences of inequity can create complex dynamics and highly-charged emotions, leaving those involved with deep hurt and pain. To address these concerns, Credence provides both mediation and facilitated conversations to allow concerns to be raised in a manner that invites participants to hear and learn one another, building bridges of understanding that lead to organizational healing, restoration and change.

Recognizing that our social structures and personal biases can get in the way of our commitment to equity, diversity and inclusion, this interactive workshop engages themes of power, prejudice, and privilege in a manner that honours all voices in the room while also challenging the biases and structures that privilege some over others and damage the possibility of healthy, diverse and equitable relationships and workplaces.

Credence proposes both changemakers and people managers participate in the workshop to better support staff and the implementation of the action items proposed and committed to by the EDI Committee.The 4 or 7-hour workshop is designed to take place over two 2 or 3.5-hour sessions.

Credence helps organizations to start and sustain EDI Committees with the mandate to maintain a strategic focus on EDI while implementing EDI initiatives, providing direction and guidance regarding EDI policies, programs, events, workshops, and other strategic initiatives, to support the development of an EDI work environment and an EDI organizational culture. Credence draws from the data developed by the Global Diversity, Equity and Inclusion Benchwork (GDEIB) study to support its EDI work with organizations.

Credence recommends that organizations engage in organizational EDI assessments to better understand their current EDI strengths and identify organizational gaps related to EDI. An initial EDI assessment sets a baseline for organizations regarding their EDI capabilities; subsequent assessments measure organizational progress related to EDI. All EDI assessments are tailored to match the unique organizational contexts Credence serves and, if desired, to differentiate between leaders and staff. Credence partners with  Lunaria for the provision of quantitative EDI assessments. In some organizations, Credence supplements quantiative assessments with qualitative interview processes to deepen organizational understanding of the perspectives in the organization related to EDI. 

EDI assessments:

• Provide an anonymous mechanism for staff and leaders to share their perspective regarding EDI; 
• Identify organizational strenghts and challenges related to EDI;
• Develop a baseline on which to measure progress; and
• Provide guidance for tailoring EDI initiatives. 

Credence prepares and provides a report to organizations following the completion of each assessment.

Thorough and thoughtful EDI and related policies are used to support the creation of healthy workplace cultures, preventing problems before they begin. Credence works with organizations to develop policies that support the development of equitable, diverse and inclusive workplace cultures. Policies are also used to guide staff, leaders and organizational stakeholders when they are involved in complex situations. Sound policies create something like a “guardrail” to guide those leading organizations to become EDI and to navigate challenging situations.

Experiences and allegations of harassment and/or discrimination related to EDI present a significant challenge for those directly impacted by the allegations, for leaders managing these situations, and for the organization as a whole. Credence steps into these dynamics to support individuals and organizations following a harassment and/or discrimination investigation. Activities to restore organizational health are determined in dialogue with the organization and are tailored to meet each organization’s needs. Restoration activities can include post-investigation coaching for any parties involved or impacted by the investigation, organizational health assessments, mediation, restorative circles, facilitated dialogue, workshops, etc.