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How to Be an Equity, Diversity, Inclusion and Indigenization Leader
Unlocking your team’s collective strength lies in embracing diversity and fostering an inclusive environment. But according to Smith Professor of Equity and Inclusion Eddy Ng, real and lasting gains in organizational equity, diversity and inclusion start with strong commitments from senior leaders.

In this video, Ng unpacks the factors that set inclusive organizations apart and explores the importance of structural integration in both formal and informal settings. To break down any negative stereotypes we may hold about those who are different than us, Ng says we need repeated, positive interactions in a variety of situations. He also cautions that mandating training on topics such as sensitivity and implicit bias may not create a true climate of inclusion.

So, how can companies ensure that more equity deserving people move into leadership positions? Ng suggests that creating a deep pipeline of women and racialized minorities is vital. By building a critical mass, he explains, we not only normalize having equity deserving people in these roles, but we also remove tokenism and stigma that can often be associated with EDII programs. Ng says that one of the most effective ways for CEOs to hold their executive teams accountable in this area is to tie executive compensation to diversity and inclusion goals.

Finally, Ng challenges those in power to redefine excellence, reminding us that meritocracy is constructed by people who are already successful. Therefore, to see lasting change in this area, he suggests that what defines a successful leader needs to evolve.
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