{"id":31187,"date":"2025-06-09T18:06:44","date_gmt":"2025-06-09T22:06:44","guid":{"rendered":"https:\/\/www.urelles.com\/magazine\/non-classifiee\/two-years-in-equity-diversity-and-inclusion-what-ive-learned\/"},"modified":"2026-03-10T21:18:14","modified_gmt":"2026-03-11T01:18:14","slug":"two-years-in-equity-diversity-and-inclusion-what-ive-learned","status":"publish","type":"post","link":"https:\/\/www.urelles.com\/en\/magazine\/urelles-en\/two-years-in-equity-diversity-and-inclusion-what-ive-learned\/","title":{"rendered":"Two years in equity, diversity and inclusion: what I’ve learned"},"content":{"rendered":"\n
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\"Florence<\/figure>
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Welcome to our new opinion column, in which Florence, URelles’ coordinator, takes a step back from our day-to-day work in the field of diversity, equity and inclusion (DEI) to share her thoughts, personal favorites and observations from the field. <\/mark><\/p>\n<\/div><\/div>\n<\/blockquote>\n\n

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When I started working in Diversity, Equity and Inclusion (EDI), I expected to talk about big concepts, statistics on representation, strategies for diversifying recruitment. And that’s indeed what I do, a good part of the time! But after two years of coaching organizations of all sizes, I realize that some of the toughest obstacles to inclusion are often… frankly unexpected. And sometimes downright human. <\/p>\n\n

Here are three recurring observations that I’d like to share with you.<\/p>\n\n

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1. It’s not always a \u201cDEI\u201d problem: it’s often a problem of politeness<\/strong><\/strong><\/strong><\/strong><\/h2>\n\n

We often talk about systemic bias, structural discrimination and policies that need to be reviewed, and that’s necessary. But what we see all too often in the field is a lack of basic civic-mindedness. I’ve lost count of the number of times that, when we survey employees in organizations to understand the issues they face, we hear things that should be basic in the workplace: <\/p>\n\n