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Switching Codes: From Tokenization to Authenticity in Corporate Culture
As we celebrate Pride and National Indigenous History Month in June and with National Indigenous History Month it’s important to reflect on how diversity is represented in our communications and the internal culture of our organizations. Over the past year, I’ve had the privilege of engaging in discussions about inclusivity, diversity, equity, and accessibility (IDEA) with several organizations – all at different spots on their journey. These conversations continue to reinforce my belief that true inclusion isn’t about fitting people into a mould but allowing them to show up as their authentic selves which is a gift, not a burden.
Growing up, I often found myself code-switching – a social, and a communications practice of shifting language, tone of voice, and appearance depending on the social context in which I find myself. I still practise this today to a certain extent. Code switching is my crutch, my way of fitting in and navigating different worlds seamlessly. While this skill has made me an adept communicator, it has also highlighted the pressure to conform rather than embrace my true identity, which looks more relaxed in my athleisure and Blundstones.
As a queer, Indigenous man, I’ve experienced the pressures of trying to fit in. Over time, I’ve learned that real joy and productivity come from being accepted for who I am and working in environments that nurture a sense of belonging – this is something I’ve learned as a small business owner. I’d like to challenge leaders and communicators to foster a culture where individuals feel they belong without having to conform – giving a younger version of myself what he needed at the time.
A Shift in Corporate Canada
In the past year, particularly through my work with the former Indigenous Advisory Council for CN, I have observed a significant shift in corporate Canada. There is increasing pressure on leaders to take genuine action rather than engaging in tokenism. Companies are being challenged and held accountable to understand that diversity is not a checkbox but a valuable asset. To truly embrace diversity, organizations must create spaces that promote understanding, connection, learning, and celebration. This starts at the tippy top at a governance level, all the way down through to business strategy and day-to-day operations and involve collaboration from all departments. In my opinion (and maybe I’m a bit biased), but this is led by communicators and HR professionals to foster an internal culture that reflects these values.
Getting Unstuck: From Theory to Policy and Practice
Critical Theory, Feminist Theory, Queer Theory, and Co-Cultural Theory offer us a lens for thinking how we approach IDEA work. Don’t worry, I won’t get into the nitty gritty of this now – but feel free to invite me to come chat about this with your team. Theory is easily transformed into policy – but when it comes to the rubber hitting the road, that’s where we get stuck. I’m often asked how to get unstuck, but I will be completely honest with you – it’s not easy. Sometimes it feels like trying to cure the common cold.
When it comes to getting unstuck, it’s completely organizational dependent – a cultural overhaul. Like a doctor, I’ll come into an organization but I can’t prescribe a solution until I diagnose. I have to look at your leaders, the desire to change, systems, policies, internal attitudes, structure, and current practices to figure out the best path forward that aligns with the needs of diverse communities.
Here’s a Bandaid
Having said that changing a culture from the ground up is organizational dependent, there are a few ‘bandaid solutions’ to look at while you are on your journey. First, it’s important to realize that not every group of people has the same need – so a single committee dedicated to IDEA and the solutions brought forward does not work for everyone. For the purposes of this month, here are some considerations for how to make a workplace more supportive of Indigenous and 2SLGBTQIA+ people.
To honour Indigenous History month, start by learning about and acknowledging historical traumas through education and training for leaders. Acknowledging the intergenerational trauma experienced by Indigenous Peoples and creating environments that promote healing and empowerment can foster deeper connections across teams. Establishing diversity committees to not only drive initiatives but to monitor internal culture and performance, providing connections to Elders for teachings, and designating cultural spaces within the workplace are steps towards genuine inclusion.
Supporting 2SLGBTQIA+ employees requires similar dedicated efforts. Organizations can implement policies that ensure a safe and inclusive work environment, such as anti-discrimination policies and inclusive health benefits. Offering training on gender diversity and inclusion and establishing mentorship programs can help to create a sense of belonging. Recognizing important dates like Pride Month and Transgender Day of Visibility can also affirm the importance of 2SLGBTQIA+ identities within the workplace.
Re-Building is the Goal
This work is extremely tough – and especially hard work for large corporations. The goal is disrupting how we do things every day and, ultimately, moving beyond performative action to fostering genuine inclusion. It’s on leaders and corporate Canada now to create environments where everyone feels valued and empowered to contribute their unique perspectives. This shift not only benefits individuals but also strengthens organizations, leading to more innovative and inclusive workplaces.
P.S. Always double check your content and messaging with a trusted team to make sure you’re getting it right. This blog has been vetted by women, 2SLGBTQIA+, and Indigenous People to ensure the terminology and tone are right. If you need help with this – hit us up. We can double check for you!