EXECUTIVE INSIGHT
and observe BIPOC women in your respective workplaces . Diluting our experiences to quantitative data and metrics is not always helpful .
VK : I totally agree with Erica here and I think that what James and PwC Canada are putting into practice is exactly what is needed . Catalyst actually has a model for Inclusive Leadership which teaches that leaders must “ lead outward ” by demonstrating accountability , ownership , and allyship while simultaneously “ leading inward ” with curiosity , humility and courage . The five hallmarks of inclusion emphasise valuing , trusting , and providing psychological safety where employees can be themselves , address tough issues , be innovative and take risks . This isn ' t just for those fortunate to be mentored by or work with James Temple ; it ' s a necessity for all employees .
Crucially , every leader must integrate DEI into their portfolios , linking this competency to executive performance , advancement , and compensation for meaningful impact and systems change .
CLD : Move beyond DEI policies and embed equal opportunity practices into the culture of the organisation . Actively increase representation of BIPOC women in all leadership roles , including those most visible and accountable to the community . Create opportunities for open dialogue to listen and understand the experiences of BIPOC women within the workplace . Establish mentorship programs that are tailored to the needs
WORD FROM JAMES TEMPLE , MANAGING DIRECTOR & CHIEF SUSTAINABILITY OFFICER AT PWC CANADA
JT : Leaders have an opportunity to help bridge the gaps between those who have access to opportunity and those that do not . As someone who identifies as LGBT , I didn ' t see a lot of people like me in leadership early on in my career .
I felt ( and continue to feel ) inspired to change that , and to remind leaders who hold positions of influence to look for opportunities to mentor and sponsor individuals with diverse voices to ensure everyone has an opportunity to have a seat at the table . By challenging unconscious bias , blind spots and being intentional about including different perspectives in every discussion , each of us can play a role in transforming corporate cultures for the better .
of BIPOC women . Be transparent , this is a journey not a moment , share failures and take action for addressing them going forward . We can ’ t do it alone , build partnerships with communities to better understand and address broader societal challenges that impact BIPOC women .
26 March 2024