EDI: It’s not what you say (or post) it’s what you do.
Early on in my leadership career I was told by, my then COO and CEO, that I had on rose-coloured glasses, and soon enough the organization would help me see the light (their words were a little more animated). This wasn’t the first time I had received such feedback. In University, I had a professor tell me I wasn’t going to make it very far with my idealistic mentality and most people would be annoyed by my optimistic views on people.
Rest assured, I have not let that deter me from staying positive on the people perspective. I don’t see it as ignoring problems or realities. Rather, I see an opportunity to view people as doing the best they can and that people who know better, do better. I also want to hold the belief that organization’s want to not only be seen as inclusive, but to actually be inclusive. I know this is a rose-coloured glasses moment. I am ok with that. When we believe the best in people and organizations they may just rise up to the challenge and surprise you, and when they don’t, then we hold them accountable.
Equity, Diversity, and Inclusion (EDI) is something we all struggle with at times. There can be fear of saying or doing the wrong thing, that the cost is too high (financially or reputationally), or that we believe we are meeting the goal with making the occasional social media posts with the right intentions.
Many organizations try through celebrating important dates, sharing hashtags, or issuing well-edited statements. It stops there though; they don’t back up words with meaningful change. This is where it can sometimes grate my carrot. Words are important, but actions are where change happens.
In today’s workplaces, employees and key partners are quick to recognize when EDI efforts are performative. A well-designed post might earn likes, but it doesn’t shift culture. Levelling up your EDI game means embedding it into everyday decisions, structures, and leadership behaviours.
Here is where my carrot is grated - anyone who has worked with me in the past knows my very vocal feelings about the “let’s just put up a post and hashtag” method. To me, it has always felt like organization’s are just “checking off a box” on their “to do” list. Met that KPI! Check… Nailed it!... for me, it doesn’t quite feel like an accomplishment.
Is it a start, yes. Is it better than nothing, absolutely. Don’t get me wrong, I do believe this is better than doing nothing. Collectively, we can do better and it doesn’t have to be complicated to shift into making an impact.
Words Alone Aren’t Enough
Posting about Pride Month, Orange Shirt Day, or International Women’s Day is a start, but it can’t be the finish line. There are risks:
Creates mistrust when employees don’t see follow-through or culture and posts don’t align.
Quiet quitting when systemic barriers that continue to exist are ignored or rewarded.
High turnover and recruiting challenges when workplace practices that alienate or are inherently discriminatory are ignored.
Treating equity and inclusion as seasonal marketing “campaigns” rather than a daily practice is a slippery slope. True impact comes when EDI is lived inside the workplace from the top down. When values are visible in hiring practices, leadership accountability, everyday team interactions, equity-owned vendors, and yes, the social posts, potlucks, and fun t-shirts too.
When to Start?
There’s no time like the present. Too often, we push meaningful initiatives to “next quarter” or “next year,” because we are waiting for the perfect moment to begin. Inclusion doesn’t need perfection to matter. Starting now, even with small, tangible steps, builds momentum and shows employees that the commitment is real.
Although I am going to sound contradictory, this means even if you’re starting with the post on LinkedIn or other socials, at least it is something, and consistency is better than nothing. If you’ve not done anything in the past, this can be a great way to dip your toe in the water. Perhaps try asking your network in your post how they acknowledge specific initiatives as a call to action, and maybe even a way to learn new ideas.
September is a powerful month to take action. The National Day for Truth and Reconciliation on September 30th reminds us of the importance of listening, learning, and building workplaces that reflect equity and respect for Indigenous peoples. Using this moment as a starting point grounds your EDI strategy in something deeper than a checkbox. It ties your action to truth, responsibility, and history in Canada.
Why Now Matters More Than Ever
At a time when many organizations in the United States (and Canada) are pulling back from EDI efforts, citing politics, backlash, or budget cuts, Canadian organizations face a defining choice. Do we follow the trend of retreat, or do we lead with courage and commitment?
Now is the moment to double down. We are Canadian, eh! There is nothing nicer than doing the right thing, for the right reasons.
Employees, communities, and future leaders are watching closely. When organizations step up in times of uncertainty, they send a powerful message: equity and inclusion are not optional, they are essential.
What Does Action Look Like
Audit Hiring and Promotion Practices- Ensure job descriptions, recruitment pipelines, and career paths are bias-free and equitable.
Invest in Education and Training- Provide ongoing cultural competency, anti-racism, and inclusive leadership training.
Create Accountability Structures -Set measurable EDI goals, track progress, and report outcomes. Transparency builds trust.
Support Employee Voice -Build channels for employees to safely share concerns, and ensure those voices lead to action. These can be Employee Resource Groups (ERG’s), surveys, or third-party tools.
Engage with Communities -Partner with equity-deserving organizations to create opportunities that extend beyond your office walls.
Results of Putting Action to Posts
Organizations that commit to EDI in their practices, see measurable benefits:
Improved ROI and Financial KPI results- McKinsey’s 2020 Diversity Wins report found that companies in the top quartile for gender diversity on executive teams were 25% more likely to achieve above-average profitability;
Higher employee engagement and retention- a 2020 report on Why Diversity and Inclusion Matter (Catalyst) shows that employees who feel included are 3 times more likely to be engaged at work and to stay with their employer;
Greater innovation through diverse perspectives- in 2021 a report from A Canadian Council for Aboriginal Business highlighted that organizations working with Indigenous communities see greater innovation and resilience;
Stronger brand reputation and trust with clients, customers, and communities- Deloitte Canada’s 2020 Diversity Imperative reported that companies prioritizing inclusion had higher trust levels with employees and customers and strong long-term brand value;
If likes on LinkedIn and socials are important to you, your employees are more likely to share openly about how amazing your company is when you imbed these practices in your culture. In fact content shared by employees receives 8x more engagement than content shared directly by brands (PostFactory).
Most importantly, they contribute to a more equitable society.
Still not sure where to begin?
Review Job Postings for Inclusive Language- look for biased wording, use bias-checking tools, and add accessibility policies and processes to your job postings.
Acknowledge and Integrate Key Dates Internally & Externally - Prepare meaningful posts and internal memos. Host lunch & learns with outside agencies, circulate resources, or invite employees to share perspectives in a safe space.
Start Every Meeting with Inclusion in Mind - Introduce simple practices like rotating who speaks first, inviting quieter voices to contribute. Check for accessibility in captions, clear agendas, and materials shared in advance. Use, when appropriate, Land Acknowledgements. Make them suitable to the event.
Final Thoughts
EDI is not a marketing exercise. It’s a leadership commitment. Using social media to acknowledge EDI initiatives and dates is both. It communicates to your partners, employees, and future employees what is important to your organization. When it comes to changing culture it means turning words into values and action: in policies, in people practices, and in culture.
There’s no need to wait for January. The best time to begin is now. The second-best time is tomorrow.
Need Support Turning Commitment Into Action?
At Temple Leadership Consulting, we help organizations move beyond statements and into meaningful change. Whether you need:
Policies that reflect your values;
An equity audit to see where you stand; or
A year-round EDI calendar to guide your actions.
Or consider partnering with fantastic equity-led organizations to find out more about what you can do, to find new partners for improving your ED&I initiatives, or for lists of equity-led vendors. Below is not an extensive list, but should help get you started down the path:
