Diversonomics

We are excited to share that Diversonomics is back with our hosts Phedely Ariste and Gladys Osien.

In the first episode of this season, Ottawa City Councillor Rawlson King joins our co-hosts for an engaging discussion about the City's first Anti-Racism Strategy approved by Ottawa City Council in 2022. The conversation focuses on the grassroots efforts to develop and implement the strategy, the importance of civic engagement and the collective ability to advocate for meaningful change.

King is Ottawa's first Black city councillor and is the liaison for the City's Anti-Racism and Ethnocultural Relations initiatives. A strong believer in public service, King previously served as president of the Overbrook Community Association and was the first co-chair of the Ottawa Police Service Community Equity Council.

After a brief hiatus, we're excited to share that Diversonomics is back . On the premiere episode of season six, Gladys and Phedely are in conversation with Raphael Tachie, current president of the Canadian Association of Black Lawyers (CABL) and head of Gowling WLG's Private Client Services team in Vancouver.

On the premiere episode of season six, Gladys and Phedely are in conversation with Raphael Tachie, current president of the Canadian Association of Black Lawyers (CABL) and head of Gowling WLG's Private Client Services team in Vancouver. Together, they discuss the importance of claiming one's agency, the value of legal mentorship/sponsorship, and reflect on what is required to achieve success in the profession – particularly from the perspectives of people of colour.

Repeatedly, we hear the terms diversity and inclusion (D&I) thrown around within the context of initiatives to be undertaken within organizations to improve work culture and client service. Nevertheless, herein lies the problem: initiatives are only meant to be short-term and D&I requires far more than a short-term fix.

In this episode of Diversonomics, our hosts Roberto Aburto and Cindy Kou have a very insightful discussion with former in-house counsel turned chief legal officer, Naveen Mehta. Together, they delve into the common pitfalls organizations face when trying to prioritize diversity and inclusion in the workplace, and new ways in which employers can think of and approach D&I for long-term, sustainable change.

Sometimes, doing the right thing is not always easy… and for many people, becoming an ally to a marginalized or systematically oppressed population is just that – the right thing, but far from easy. Many questions can begin to surface, such as: Where do I start? What if I say or do the wrong thing? I don't have a personal tie to this particular marginalized community, so how can I really help? These are the questions that can keep potential allies up at night.

On this week's episode of Diversonomics, our co-hosts are joined by Gowling WLG associate lawyer Alyssa Flaherty-Spence. Alyssa shares the pros and pressures of being an Indigenous lawyer in big law, tips on how to effectively create and hold space for meaningful Indigenous representation within the legal space, and what all Canadians can do to dismantle the status quo when it comes to the mistreatment and underrepresentation of Indigenous peoples in Canada.

How do we achieve a justice system that provides equal and fair representation without discrimination, especially for Black people and people of colour? Some might say that one way to get to a just society is through diverse and dedicated lawyers working at their best.

In this episode, we hear from Charlene Theodore, in-house counsel at the Ontario English Catholic Teachers Association, and the Ontario Bar Association's first Black president (and first "pandemic" president too!). Charlene candidly discusses her experiences as a Black female lawyer in Canada and sheds light on her forward thinking initiatives "Work that Works" and "Not Another Decade," aimed at reimagining workplaces from an equity and diversity framework.

Joyce Echaquan. Eishia Hudson. Regis Korchinski-Paquet. With so many traumatic and high profile incidents involving Indigenous peoples occurring across Canada, now more than ever, all eyes are on the legal community to pick up the mantle to address these injustices. However, the reality is that there exists a certain degree of disconnect between what's going on in the legal community and what is happening to Indigenous peoples and other communities of visible minority. So, how do we reconcile this?

On this week's episode of Diversonomics, we hear from Brad Regehr, the first Indigenous lawyer to hold the office of President of the Canadian Bar Association (CBA). A member of the Peter Ballantyne Cree Nation in Saskatchewan, Brad is extremely passionate and unapologetic when it comes to Indigenous rights and moving the needle forward on anti-racism in the legal community. Tune in as he discusses his role with the CBA and his plans to advance the work of the Association's Truth and Reconciliation initiative.

Established in 2018, and set to conclude at the end of 2020, the WE Empower Program is a joint initiative between UN Women, the International Labour Organization and the European Union.

The program lays out seven Women's Empowerment Principles that form guidelines for corporate action to promote gender equality and women's economic empowerment. They range from commitments on health and safety and transparency and accountability to supply chain diversity and professional development.

Tune in to episode 6 of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Camille Beaudoin, junior consultant and program assistant for the WE Empower Program in Canada, about advancing gender equality in the workplace — and how work environments will change drastically over the next decade.

Picking up on episode 4's theme, there are a number of challenges when it comes to how organizations can meaningfully instigate and encourage movement on the equity, diversity and inclusion (EDI) front. Insufficient education about the benefits of EDI, misinformation about how to successfully implement EDI initiatives, and lack of accountability tend to sink the majority of even the most well-intended programs.

However, it's been proven that businesses that share data around the make-up of their workforce and encourage the creation of employee resource groups are more successful at cultivating opportunities for under-represented groups.

Tune in to episode 5 of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Adrian Ishak – senior corporate counsel for global labour & employment at Salesforce and vice-chair of the Roundtable of Diversity Associations – about the key barriers to EDI success and the importance of remaining committed to continually moving forward.

From misunderstood expectations to lack of buy-in on the value of diversity, there are a number of challenges and obstacles facing leaders who want equity, diversity and inclusion to really thrive in their organizations.

Successful businesses tend to have a few things in common – such as evidence-based, data-driven strategies and an understanding that changing hearts and minds takes time and requires policies and processes to be properly addressed.

Tune in to the fourth episode of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Dr. Sarah Saska, co-founder and CEO of Feminuity, about what's working, what's not working and how everyone can be a champion for diversity and inclusion in the workplace.

In 2018, Gowling WLG Canada embarked on its three-year Clients First: Strategic Plan. One of the goals of the comprehensive plan is to have a partnership that is one-third female by January 1, 2021.

To help make this happen, Gowling WLG engaged Deloitte as a third-party consultant to conduct a thorough examination of the firm's existing approach to partnership admission – and make recommendations on how to reduce the impact unconscious gender bias may have on it.

Tune in to season 4, episode 3 of Diversonomics as hosts Roberto Aburto and Cindy Kou speak with Gowling WLG Canada CEO Peter Lukasiewicz about the steps the firm is taking to improve – and ultimately eliminate unconscious bias from – the partnership admission process.