{"id":31010,"date":"2025-05-14T09:38:07","date_gmt":"2025-05-14T13:38:07","guid":{"rendered":"https:\/\/www.urelles.com\/magazine\/non-classifiee\/how-you-can-take-dei-forward-on-a-daily-basis\/"},"modified":"2026-03-10T21:15:50","modified_gmt":"2026-03-11T01:15:50","slug":"how-you-can-take-dei-forward-on-a-daily-basis","status":"publish","type":"post","link":"https:\/\/www.urelles.com\/en\/magazine\/urelles-en\/how-you-can-take-dei-forward-on-a-daily-basis\/","title":{"rendered":"Employees: How YOU can make DEI move forward on a daily basis"},"content":{"rendered":"\n

Read more on the subject of DEI<\/strong><\/p>\n\n

Companies’ retreat from DEI: an exaggerated perception?<\/a><\/p>\n\n

How to convince management to invest in DEI in 3 steps?<\/a><\/p>\n\n

DEI: understanding the new U.S. legal limits<\/a><\/p>\n\n

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We’re hearing more and more about companies cutting back on their Equity, Diversity and Inclusion (EDI) initiatives.<\/a> But a company is all about people, and EDI isn’t just about organizational strategies. Whatever your employer decides, you have a role to play in advancing EDI! Here are some concrete actions you can incorporate into your day-to-day work as employees. <\/p>\n\n

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You’re not powerless!<\/strong><\/strong><\/h2>\n\n

Ensuring all voices are heard at meetings <\/h3>\n\n

Some people find it easier to speak up in a group, while others may need a little more space or time to express themselves, and this is not a question of competence or interest. Group dynamics can often favor people who are extroverted or in positions of authority, to the detriment of those who are more discreet or marginalized. <\/p>\n\n

Neurodivergent<\/a> people, for example, may prefer to think before they speak, be less at ease in spontaneous discussions, or have different ways of processing information. Slowing down the pace of exchanges, giving people a turn to speak, or leaving a few seconds of silence before moving on to another topic can make all the difference. <\/p>\n\n

If you notice that someone hasn’t had a chance to express himself or herself, open the door with kindness. For example, \u201cI’d love to hear what [Name] thinks about this!\u201d or \u201c[Name], is there anything you’d like to add before we move on?\u201d <\/p>\n\n

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Giving credit where credit is due<\/strong><\/strong><\/h3>\n\n

In many workplaces, ideas shared by women, racialized people or people from marginalized groups are ignored or interrupted<\/a>… until someone else, often perceived as more \u201clegitimate\u201d, takes up the same idea and receives all the recognition. This well-documented phenomenon<\/a> can undermine the trust and participation of the people concerned. <\/p>\n\n

You can counter this dynamic by giving credit where credit is due. For example, \u201cAs [Name] suggested earlier, this idea is definitely worth exploring further.\u201d <\/p>\n\n

And if you witness an interruption, don’t hesitate to intervene respectfully: \u201cHold on a second, I’d like to hear [Name] finish his idea.\u201d These simple gestures can help create a climate where everyone feels listened to and valued.<\/p>\n\n

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Using inclusive language<\/strong><\/strong><\/h3>\n\n

The language we use every day has a real impact on team members’ sense of belonging. Using inclusive language means consciously choosing words that respect and reflect the diversity of identities, genders, cultures and experiences. This includes using the right pronouns<\/a>. <\/p>\n\n

It also means avoiding stereotypical or exclusionary expressions, and preferring formulations that do not presume the experience or identity of others (e.g.: say \u201cpeople with disabilities\u201d rather than \u201cthe disabled\u201d). Language is alive: it evolves, and can be adjusted. It doesn’t matter if you make a mistake; what matters is that you want to improve. We invite you to read our \u201cCan we say?<\/a>\u201d to learn more about inclusive language! <\/p>\n\n

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Sharing informal rules<\/strong><\/h3>\n\n

Some people intuitively know the office codes needed to navigate the organization efficiently… and others don’t. This unwritten knowledge, such as who to present an idea to so that it is well received, or how to structure a \u201cwinning\u201d presentation, is not always accessible to everyone, especially for people who are new to the company, from marginalized groups or at the start of their career. <\/p>\n\n

Taking the time to share these informal rules with a colleague can make all the difference to their sense of belonging and their chances of success. At URelles, we offer training on self-advocacy<\/a> in a context of diversity and inclusion, which helps teams demystify these often implicit codes and develop the skills essential to being seen, heard and recognized at work. <\/p>\n\n

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Redistributing \u201cinvisible\u201d tasks<\/strong><\/h3>\n\n

In many teams, certain responsibilities fly under the radar… but nonetheless take up time and energy: taking notes at meetings, organizing birthday parties, looking after the potluck<\/em>, welcoming newcomers, picking up the dishes after a meeting. These tasks, often perceived as natural or \u201cspontaneous\u201d, are in reality relational work and are very often taken on by women<\/a>, racialized people or people from marginalized groups, without recognition or valorization. <\/p>\n\n

To share the load more equitably, propose a rotation or create a clear system of distribution. This allows everyone to contribute to the life of the team… while ensuring that it’s not always the same people who do it, to the detriment of their time or visibility on other projects. <\/p>\n\n

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Diversifying your network<\/strong><\/h3>\n\n

Add people from different backgrounds to your LinkedIn list, and take part in events, webinars and panels that offer different perspectives from your own. The more diverse your contacts, the more access you’ll have to new ideas, experiences and opportunities. <\/p>\n\n

If your organization has Employee Resource Groups (ERGs), get involved! These groups are often valuable forums for exchanging ideas, learning and building bridges between the realities experienced by different communities. Even as an ally, your presence can be an important gesture of support. <\/p>\n\n

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Learn to pronounce people’s names correctly<\/strong><\/h3>\n\n

It’s a small effort that shows a great deal of respect and contributes to an inclusive work climate. If you’re not sure how to pronounce a name, simply ask, with kindness: \u201cCan you remind me how to pronounce your name? I want to make sure I’m saying it right!\u201d <\/p>\n\n

Some people also add pronunciation to their email signature or use the audio recording feature<\/a> on their LinkedIn profile, a great habit to adopt and encourage!<\/p>\n\n

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At URelles, we support organizations that want to go beyond good intentions to build truly inclusive and equitable environments. Whether you’re just starting out or looking to improve your existing practices, our team is here to guide you with concrete solutions adapted to your reality, and help you move DEI forward: <\/strong><\/p>\n\n