Collaboration
Leverage your organization’s diversity and engage your team through collaboration by considering the following questions when developing your DEIB Strategy:
Innovation is a necessary differentiator in the Environmental and Engineering sector and for your organization. How diverse is your organization at the top and middle manager levels?
Your organization may appear to be diverse in terms of total numbers; however, are there teams, disciplines or levels within your organization that consist of one homogeneous “type” based on race, gender, age, nationality or discipline?
How diverse are the employees in your recruiting function? Could you source qualified applicants from a wide variety of backgrounds? How are you tracking these metrics?
Ownership
A successful DEIB strategy plan is one that allows employees to feel a sense of ownership for your organization through connecting with its foundational pillars that define your company. Leverage your organization’s diversity and engage your team through ownership by considering the following questions when developing your DEIB Strategy:
How inclusive is your company culture to adopting the ideas and creativity of your team members?
A vision statement focuses on tomorrow and what an organization wants to ultimately become. A mission statement focuses on today and what an organization does to achieve it. How do your vision and mission statements reflect your company culture?
Why is accountability important for your organization and how do you lead by example through your commitment to DEIB?
Nimble
A successful DEIB strategy plan is one that allows employees to be nimble in your organization by building the skillset to adapt quickly to unprecedented circumstances. Leverage your organization’s diversity and engage your team by considering the following questions when developing your DEIB Strategy:
- Are your women leaders change agents for your organization? If so, how? If not, how can you support their advancement in leadership?
- Are your women leaders change agents for your organization? If so, how? If not, how can you support their advancement in leadership?
- How has remote work supported your employees’ creativity and your organization’s diversity efforts?
- Has the pandemic helped your team’s ability to be nimble in unprecedented circumstances?
- As a leader, why is emotional agility important for DEIB?
Notable
A successful execution of a DEIB strategy plan is one that fosters leadership teams and their ability to influence and guide followers or other members of an organization. Notable leadership leverages your organization’s diversity and engages your team by considering the following questions when developing your DEIB Strategy:
- Is a brand identity defined through your DEIB Strategy?
- What company values are most significant for your organization?
- How do you create safety for your employees in the workplace in order to promote successful and thriving working relationships?
Engagement
Belonging is the key to a DEI Strategy. At the heart of a DEI movement, it is the premise that all individuals have the right to be treated fairly and to participate fully in the workplace. Understanding how DEIB creates engagement within your company culture and people, including what DEIB means and why it is important to integrate into the workplace, will help your organization retain and become more inclusive and equitable toward your employees. When engaging your team to adopt a DEIB Strategy, consider the following questions to help determine if your company is on the path to success:
- What do we believe in at our organization?
- What are our individual and team strengths?
- Do our employees understand their role as a DEIB ambassador of this company?
- What does the future here look like for each employee, and why does this matter?
Champion
A DEIB champion is a person within your company that actively supports DEIB in the workplace. For a successful DEIB Strategy implementation, it is important to lead this initiative by becoming a champion for your organization and leading with purpose, while showcasing your outcomes. Champions for companies are dedicated to the goals of the organization, which include developing and supporting mentorship opportunities. When considering the champions in your company, you will look to develop individuals who are showing commitment to championing your organization and its DEIB Strategy.
Consider the following questions when developing champions in your organization, particularly when hiring individuals from an underrepresented community:
- Do your team members feel comfortable speaking up?
- Are your employees on the path to developing leadership skills, and how are their ideas acknowledged?
- Does your team champion their purpose through their work? Do they have equal access to opportunities that will allow this purpose to be fulfilled?
- How do you create community and connection for your employees at your company?
Team
Once your organization is ready to develop and implement its DEIB Strategy, it is important to connect with and hear from the entire team, which includes members, the community, leaders, stakeholders and colleagues. Their valuable insights and recommendations will strengthen your DEIB Strategy, as well as your relationships and trust. As you begin to engage your team, you will learn what works and what else they would like to see in order to participate in your company’s DEIB journey. Therefore, it will be important to ensure that you have ways for your team members to communicate their feedback with you in order to strengthen the engagement for your DEIB Strategy.
Consistent and informative communication is a critical part of successful and inclusive team member engagement; therefore, consider the following questions for your team when developing your DEIB Strategy:
- What is DEIB about in this organisation?
- How do you feel these four themes of diversity, equality, inclusion and belonging are connected?
- Does this organisation clearly communicate to its entire team of members, the community, leaders, stakeholders and colleagues about what they can expect for DEIB in the workplace? How are each group of team members held accountable if the organization falls short?
- How do you create community and connection for your employees at your company?
A champion for your organization
A DEIB champion is a person within your company that actively supports DEIB in the workplace. For a successful DEIB Strategy implementation, it is important to lead this initiative by becoming a champion for your organization and leading with purpose, while showcasing your outcomes. Champions for companies are dedicated to the goals of the organization, which include developing and supporting mentorship opportunities.
When considering the champions in your company, you will look to develop individuals who are showing commitment to championing your organization and its DEIB Strategy. Consider the following questions when developing champions in your organization, particularly when hiring individuals from an underrepresented community
Do your team members feel comfortable speaking up?
Are your employees on the path to developing leadership skills, and how are their ideas acknowledged?
Does your team champion their purpose through their work? Do they have equal access to opportunities that will allow this purpose to be fulfilled?
How do you create community and connection for your employees at your company?
C.O.N.N.E.C.T Overview
Teamwork promotes collaboration by leveraging diverse skills and perspectives, allowing individuals to combine their strengths, share knowledge, and achieve common goals more efficiently and effectively.
Diversity fosters collaboration by bringing together individuals with different backgrounds, experiences, and perspectives. This diversity of thought and ideas encourages innovative problem-solving, creativity, and more robust decision-making within collaborative teams.
We have implemented initiatives such as fair allocation of resources, equal access to opportunities, and unbiased decision-making processes to promote equity in our collaborative efforts. We strive to create an inclusive environment where everyone’s contributions are valued and respected.
Inclusion in collaborative decision-making is ensured by actively seeking input and perspectives from all team members, regardless of their position or background. We encourage open communication, provide platforms for diverse voices to be heard, and ensure everyone has an equal opportunity to contribute to the decision-making process.
To foster a sense of belonging, we encourage open and respectful communication, provide opportunities for collaboration and team-building activities, and value each employee’s unique contributions. We create an inclusive environment where everyone feels valued, respected, and empowered to contribute their ideas and perspectives without fear of judgment or exclusion.
Our company culture is characterized by [insert key characteristics], fostering a collaborative and inclusive environment where individuals are encouraged to express their ideas, take the initiative, and work together towards a common purpose.
Empowering Environmental Professionals
Discover Eco Canada’s mission to advance environmental careers through training and certification. With a focus on sustainability, innovation, and collaboration, they provide industry-driven programs and services to support environmental professionals in their pursuit of excellence. Join the community and make a positive impact on the environment.
We empower employees by fostering a culture of trust, providing autonomy and decision-making authority, offering professional development opportunities, and recognizing and rewarding individual contributions. We encourage employees to take initiative, innovate, and assume responsibility for their tasks, projects, and outcomes.
Accountability is integral to our company’s success. It involves taking responsibility for one’s actions, meeting deadlines, and delivering high-quality work. We have clear performance expectations, regular feedback mechanisms, and performance evaluation processes to ensure accountability at all levels of the organization.
Employees can demonstrate commitment by aligning their actions and behaviours with the organization’s goals, actively seeking opportunities to contribute beyond their role, demonstrating initiative and dedication, and consistently delivering results that support achieving the organization’s objectives. Employee engagement and proactive participation in organizational initiatives are also indicators of commitment.
Remote work has enhanced our organization’s agility by breaking down geographic barriers, enabling flexible work arrangements, and leveraging technology for seamless collaboration. It has allowed us to quickly adapt to changing circumstances, maintain productivity, and tap into a broader talent pool.
The pandemic has challenged us to adapt rapidly to new circumstances, such as implementing remote work, adopting digital tools, and rethinking business strategies. It has accelerated our ability to be nimble, forcing us to find innovative solutions, prioritize employee well-being, and pivot our operations to meet evolving customer needs.
Emotional agility in our work environment refers to the ability to recognize, understand, and effectively navigate one’s own and others’ emotions. It involves adaptability, resilience, empathy, and the capacity to manage stress and change constructively. Cultivating emotional agility fosters healthier relationships, better decision-making, and improved overall well-being within the organization.
Our organization supports skill development through various avenues, including training programs, workshops, mentoring, and access to online learning resources. We encourage employees to identify and pursue areas for growth, provide opportunities for cross-functional collaboration, and offer regular feedback and coaching to enhance their skills and expertise.
Employees can become change agents by actively participating in continuous improvement initiatives, proposing innovative ideas, and embracing a growth mindset. They can contribute by sharing knowledge and best practices, seeking opportunities to challenge the status quo, and collaborating with colleagues to drive positive change and organizational transformation.
To ensure psychological safety during times of change, we foster open and transparent communication, encourage diverse perspectives, actively listen to employee concerns, and provide forums for feedback and dialogue. We prioritize empathy, respect, and understanding, creating a supportive environment where employees feel safe to express their thoughts, emotions, and challenges without fear of judgment or negative repercussions.
Our brand identity is defined by our unique combination of visual elements, messaging, and values that reflect who we are as an organization. It encompasses our mission, vision, and the emotions we want to evoke in our stakeholders, creating a distinctive and memorable identity that sets us apart.
Eco Canada upholds a set of core values that drive their work and shape their services. They prioritize sustainability, professionalism, integrity, collaboration, and continuous learning. By embodying these values, Eco Canada fosters a strong environmental community and empowers professionals to make a lasting impact on the world.
We foster strong relationships by promoting open communication, encouraging collaboration, and providing opportunities for social interactions and team-building activities. We prioritize mutual respect, trust, and support, creating a positive work environment where meaningful connections and strong professional relationships can flourish.
Behaviors encouraged in our organization include active listening, empathy, constructive feedback, recognition of accomplishments, collaboration, and a growth mindset. We value inclusivity, initiative, professionalism, and accountability. By promoting these behaviors, we create a notable workplace where individuals thrive, foster teamwork, and encourage innovative ideas.
Our notable attributes differentiate us from competitors by [insert specific attributes], such as our exceptional customer service, commitment to quality, innovative solutions, and our team’s deep expertise. We go above and beyond to deliver value and exceed expectations, establishing a reputation for excellence and earning the trust and loyalty of our clients.
Performance within our organization is measured through a combination of objective metrics, such as key performance indicators (KPIs), and qualitative assessments that consider factors like teamwork, problem-solving, and innovation. Regular performance reviews and feedback sessions are conducted to evaluate individual and team achievements, provide guidance for improvement, and recognize outstanding contributions.
The core competencies expected of our employees include [insert specific core competencies], such as solid communication, adaptability, critical thinking, collaboration, leadership, and continuous learning. These competencies align with our organizational goals and values, ensuring that employees possess the skills and attributes needed to succeed.
We offer a range of professional development opportunities, including workshops, training programs, conferences, mentorship programs, and access to online learning platforms. These opportunities support employees in expanding their knowledge, acquiring new skills, and staying updated with industry trends. We encourage employees to identify their development goals and provide resources to help them enhance their expertise and advance their careers.
We prioritize employee retention by implementing various engagement initiatives, such as offering competitive compensation and benefits, providing a positive work environment, recognizing and rewarding outstanding performance, promoting work-life balance, supporting career growth opportunities, and fostering a culture of open communication and employee involvement. By valuing and investing in our employees, we aim to create a workplace where they feel valued, motivated, and inspired to stay and contribute their best.
Effective leaders in our organization demonstrate strong communication skills, vision, empathy, and the ability to inspire and motivate others. They prioritize collaboration, lead by example, and empower their team members to achieve their best.
Outcomes drive our organization’s success by focusing on delivering tangible results aligned with our goals. They provide measurable indicators of progress, allow us to assess performance, and enable us to make data-driven decisions that propel us towards our vision and mission.
Purpose plays a vital role in employee engagement as it connects individuals to a larger mission, giving their work meaning and significance. When employees understand how their contributions impact the organization’s purpose, they feel a sense of fulfillment, motivation, and commitment, resulting in higher levels of engagement and productivity.
We provide various opportunities for career progression, including skill development programs, mentoring relationships, cross-functional projects, and internal job postings. We encourage employees to set goals, explore new roles, and continuously learn and grow within our organization, fostering a supportive environment for professional advancement.
Mentorship contributes to individual and organizational growth by providing guidance, knowledge sharing, and support. Mentors offer valuable insights, help mentees develop their skills and competencies, and provide a platform for networking and career guidance. Through mentorship, individuals gain confidence, expand their professional networks, and contribute to a culture of continuous learning and development.
Members of our organization’s teams include employees from different departments, functions, and roles who collaborate towards common goals and objectives. This includes both individuals working on specific projects or initiatives and those who form more permanent teams within the organization.
We foster a sense of community within our teams through regular team-building activities, open and transparent communication, promoting a supportive and inclusive environment, and encouraging collaboration and shared decision-making. We value each team member’s contributions, celebrate successes together, and provide opportunities for social interaction and bonding.
Leaders play essential roles in team dynamics by providing guidance, setting clear expectations, facilitating collaboration, and creating a positive work environment. They foster open communication, resolve conflicts, and empower team members to take ownership of their work. Effective leaders inspire and motivate the team, ensure clarity of goals, and facilitate the achievement of team objectives.
We engage stakeholders in collaborative efforts by actively involving them in decision-making processes, seeking their input and feedback, and maintaining open lines of communication. We value their perspectives, address their concerns, and provide opportunities for them to contribute to the collaborative initiatives. By fostering a sense of ownership and inclusivity, we build stronger relationships and achieve better outcomes together.
Colleagues can support each other in achieving team goals by promoting a culture of cooperation and mutual support. This includes sharing knowledge and resources, offering assistance when needed, providing constructive feedback, and recognizing and celebrating each other’s achievements. By working collaboratively, respecting diverse strengths, and fostering a sense of collective ownership, colleagues can enhance teamwork and achieve shared objectives.
