OPINION
For real diversity to happen, those in power must start the process ELIZABETH FRASER Elizabeth Fraser graduated from Carleton University and is pursuing a Master of Public Policy degree at McGill University. She wants to address important social issues within Canada, including poverty reduction, the housing crisis and systemic inequality.
Canada needs more leaders who are diverse, whether in politics, boardrooms and in our communities. While there have been significant initiatives over the past few years to enhance diversity within these spaces, there is still a lack of representation in leadership positions. Those positions are where it really counts — where individuals can effectively shift the culture to support diversity, break down barriers and foster an inclusive environment for everyone. As a young woman with ADHD — a neurodevelopment disability — it was important for me to run as the Green Party candidate in the 2019 federal election. The voice of women, especially young women, and those with disabilities, are often missing in leadership roles. One of the limitations that comes with homogenous demographics in leadership is the limited perspectives at the decision-making table. History has shown that individuals belonging to equity-seeking groups — women, racialized individuals, 2SLGBTQIA+ folks and people with disabilities — cannot rely on those outside these groups to respond to their needs. Ultimately, only those who have lived experiences can truly understand and communicate what their needs are. To make sure that future decisions in our governments, businesses and communities can adequately respond to the needs of diverse people, those same individuals must hold leadership roles. Representation in leadership is also important in upholding principles of equality within our societies. Members of equity-seeking groups are referred to as such because they are disadvantaged or unequally treated
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within society. These inequalities are further compounded for individuals who hold multiple, or intersecting, identities. It is undeniable that these inequalities are systemic — they are present in all aspects of our societies and institutions. As such, they are difficult to overcome. Challenging this status quo through a diversity of perspectives allows leaders to understand what elements of our governments, businesses, or communities contribute to these inequalities. Unfortunately, there are still significant barriers to diverse individuals in accessing leadership positions. While there has been improvement in female representation in leadership roles, specifically in boardrooms, women of colour, Black and Indigenous people, and those with disabilities are still vastly underrepresented. This is mirrored in political representation as well, with white men still holding most positions within the House of Commons. Diverse individuals continue to experience barriers to leadership opportunities due to wage disparities, resistance to change, stereotyping and a lack of mentorship opportunities. How do we move forward? Although the instinct may be to have diverse people answer this question, much of the work must come from those already in leader ship roles. One of the biggest challenges for people of diverse backgrounds in participating in leadership roles can be anxieties or perceived risks of putting yourself in a potentially vulnerable position. Taking an empathetic approach to increasing equity, diversity and inclusion requires authentic initiatives by existing leaders, with an understanding that greater diversity only expands and improves the capacity of governments, businesses and communities. This, I believe, will ultimately lead to a stronger, more effective leadership and a more equal society. There are many resources available through organizations such as the Canadian Centre for Diversity and Inclusion if you are interested in fostering diverse and inclusive spaces.
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