At the beginning of this course, I had a basic understanding of Equality, Diversity, and Inclusion (EDI)
and recognized its importance in organizations. However, my understanding was limited to concepts
such as equal opportunity and non-discrimination. Throughout the course, my understanding of EDI
has evolved significantly, and my perspectives and attitudes have changed.
One of the most significant changes in my understanding of EDI is the recognition of the systemic and
structural nature of inequality. I have learned that EDI is not just about individuals being treated
fairly; it is a holistic approach that examines the policies, practices, and power dynamics within
organizations and society as a whole. I now understand that inequality is perpetuated by societal
structures and systems that benefit certain groups while disadvantaging others. This understanding
has challenged my previous belief that if individuals are treated fairly, equality will be achieved.
Another shift in my perspective is the recognition of the importance of inclusion. Previously, I
focused more on the concepts of equality and diversity, but I now understand that without inclusion,
diversity efforts can be tokenistic and ineffective. Inclusion involves creating a sense of belonging,
valuing different perspectives, and ensuring that everyone has an equal opportunity to contribute
and succeed. I now see inclusion as a crucial component of EDI, as it is not enough to simply have
diverse representation; organizations must also create an inclusive environment where everyone
feels valued and empowered.
One of the most challenging aspects of the course for me has been confronting my own unconscious
biases. Through discussions, readings, and activities, I have become more aware of the biases I hold
and the impact they can have on others. This has been a difficult realization because it forces me to
confront my own privilege and the ways in which I may unintentionally contribute to inequality.
However, I also recognize that this awareness is an important step towards actively challenging and
dismantling these biases.
Another thought-provoking element of the course has been the exploration of intersectionality. I
have come to understand that individuals have multiple social identities (such as race, gender, class,
etc.) that intersect and shape their experiences and opportunities. This understanding has
challenged me to consider how different forms of oppression and privilege intersect and compound
each other, and how organizations need to adopt an intersectional approach to address inequality.
I still have questions about the practical implementation of EDI principles in organizations. While I
understand the importance of EDI, I wonder how organizations can effectively translate these
principles into their day-to-day practices. How can organizations ensure that EDI is not just a
superficial commitment but is embedded in their culture, policies, and decision-making processes? I
also wonder about the role of leadership in fostering a truly inclusive and equitable organization.