< Back Time to Move Beyond “Social Inclusion” & Advocate for Equity Kareem Sadiq Jun 7, 2023 Equity speaks directly to demographic representation Recently, a Linked-In post from Canada came across my feed that spoke to the virtues of conducting “social inclusion audits” to improve diversity, equity, and inclusion goals with respect to race, gender, age and ability representation in the workplace. I was horrified. It is stunning that in Canada 2023, the watered-down term “social inclusion audits” is employed when the concept of equity audits has been around for decades. Equity speaks directly to demographic representation. Modern usage of the term “social inclusion” emerged in the 1970s and dovetailed with European welfare expansion, which sought to include people excluded from social insurance systems. [1] However the concept of social inclusion is ill-define d [2] , white-centred, and fails to address the unique historical and systemic disadvantages faced by excluded groups. It’s time to move beyond social inclusion, and advocate for equity instead. Considering the context of racial equity, here are a few reasons why the concept of social inclusion is deeply problematic. Assimilationist Social inclusion emphasizes assimilati on [3] i nto existing, white dominated societal structures, norms, and institutions, which often perpetuate systemic racism. By expecting racialized groups to conform to white norms, social inclusion fails to challenge and dismantle the systems that maintain racial inequities. Tokenism and Superficial Diversity Social inclusion initiatives focus on achieving surface-level diversity without addressing underlying power dynamics and structural inequalities. This approach results in tokenism [4] , where a few individuals from racialized groups are included, but the broader systemic barriers and inequities remain intact. Wealth, Wage and Quality of Life Gaps Social inclusion fails to address structural economic racial disparities. The concept does not tackle wealth gaps and unequal access to quality education, healthcare, housing, and employment opportunities that disproportionately affect racialized people. Without addressing these material inequities, social inclusion initiatives are ineffective. Centers Whiteness The concept of social inclusion assumes that the dominant white culture is the norm and sets the standards for inclusion . [5] As such, the approach prioritizes assimilation into white cultural norms, values, and institutions. Social inclusion ignores the diverse cultural practices, languages, and ways of being that exist within racialized communities. By failing to recognize and respect different cultural perspectives, social inclusion reinforces the dominance of whiteness, and perpetuates a white-centric worldview that marginalizes and sidelines the experiences, cultures, and needs of non-white people. Social inclusion is a one-size-fits-all approach that is ill-suited to addressing the complex reality and needs of racially diverse populations. No Intersectionality Social inclusion overlooks the intersection of race with gender, class, sexuality and ability. By failing to recognize and address the unique experiences of individuals who face multiple forms of marginalization, social inclusion initiatives reinforce the dominance of whiteness and perpetuate further exclusion. Limited Perspectives and Decision-Making Power The concept of social inclusion lacks meaningful representation and decision-making power for racialized people. Without authentic engagement and leadership from non-white communities, initiatives risk being shaped and controlled by white perspectives and interests. This further marginalizes people and perpetuates white dominance in shaping inclusion strategies. Time to Move Beyond Social Inclusion To advance racial, gender, age, and ability representation, it is essential to move beyond the limitations of “social inclusion” and adopt a more comprehensive and intersectional approach grounded in equity . An intersectional approach must address the root causes of systemic discrimination and racism, dismantle oppressive structures, and actively promote racial justice. It must centre the experiences, voices, and needs of marginalized and racialized racial groups, challenge white supremacy and decades of workplace racial redlining, and promote redistributive justice to ensure equitable access to resources and opportunities. ---------------------------------------------------- [ 1] https://www.researchgate.net/publication/322160853_Social_Inclusion_Origins_concepts_and_key_themes [2] https://www.cmi.no/file/589.pdf [3] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10203991/ [4 https://business.vanderbilt.edu/news/2018/02/26/tokenism-in-the-workplace/ [5] https://www.forbes.com/sites/janicegassam/2021/02/15/why-dei-and-anti-racism-work-needs-to-decenter-whiteness/?sh=2dabcf965886 Previous Next

< Back There’s no consensus on collective racial terms; let nonwhite people use the terminology they are most comfortable with - and don't shame them for it Kareem Sadiq Previous Next

Background - Why Us? EQiSpace is an upstart talent placement firm committed to workplace race, gender and ability equity at all levels. EQiSpace disrupts traditional HR and does things differently; our mission is to create opportunity, close race, gender and ability wage gaps, and build wealth for nonwhite people while increasing productivity, innovation, and profitability for race, gender and ability equity employers. Decades of DEI Have Failed to Address Systemic Discrimination or Close Wage Gaps, Costing Employers Trillions The data is clear; decades of “DEI” programming have failed to address systemic discrimination , key evidence being the failure to achieve workplace race and gender equity or close wealth and wage gaps. For every $1.00 earned by white men with a BA + in Toronto Canada in 2020, nonwhite BA+ men & women earn ed $0.70 & $0.52 respectively. In 2020 alone, turnover and lost productivity from workplace discrimination and harassment cost employers trillions of dollars. People with disabilities continue to face stigma and barriers to the labour market; in 2021, the employment rate for people with disabilities was 62%, compared to 78% for people without disabilities. Status Quo HR & Recruitment Agencies Benefit from Turnstile “Diversity Hire” Turnover EQiSpace’s conversations with HR recruiters and HR influencers dovetail with the data; most nonwhite professionals leave placements within a year owing to systemic racism, toxicity, and harassment. To maintain diversity optics, employers continue to recruit non - white people into racist and toxic workplaces, continue to have them quit within a year, and continue to lose trillions to turnover & lost productivity. Who gains from this turnstile DEI system? “Status quo” HR agencies and recruiters benefit immensely from diversity hire turnover placement fees and will not advance authentic racial equity owing to lucrative, revolving door staffing. Solution: Build Race and Gender Equitable Workplaces from the Ground-Up Trying to change toxic organizations from within doesn’t fix race and gender inequity, reduce systemic racism, ableism, and harassment, or stop trillions in expensive turnover and lost pro ductivity. Creating new race, gender, and ability equity cente red organizations with a healthy work culture can. EQiSpace helps t he private, public, and NGO sectors build race, gender and ability representative workplaces — with an authentic antiracist, anti-oppression and anti-harassment culture — from the ground-up. Racial Equity Helps Non - white and White People Thrive Racial equity is about bringing white and non - white people together; not keeping them apart. Many hold the misguided belief that racial equity leads to finite resource, zero sum outcomes where nonwhite people gain at the expense of white people. Not true. Closing racial wage and wealth gaps for nonwhite workers boosts profitability and GDP, and leads to better wages, social investments, and living conditions for white workers. Everyone gains when workplaces unite across racial lines. Many white people are also actively seeking out antiracist, anti-harassment workplaces. Racism, toxicity, and harassment work hand-in-glove, and both nonwhite and white professionals are rejecting that culture for a culture grounded in ra ce and gender equity, antiracism, anti-harassment, values, ethics, and integrity. Why Us? The EQiSpace team has extensive experience providing advice, hiring skilled professionals at all seniority levels, managing multiracial teams, working with people with intellectual and physical disabilities, and overseeing mu ltimillion dollar projects. Team members also have deep lived experience with systemic racism, including targeted harassment, and are in a unique position to bring forward practical workplace solutions. Professionals on the receiving end of racism and targeted harassment are best qualified to propose workplace racial equity solutions; not the leaders, executives, and managers — white or no n-white — who targeted them. EQiSpace will change work culture and close revolving door “DEI” hiring by helping employers attract, retain, and develop talented people who consciously choose a new and equitable way of working and who want to work for organizations where race, gender, and ability differences and identities are acknowledged and valued. The business case for workplace equity is clear: a less racist, sexist, and ableist society is an economically stronger one, and systemic discrimination prevents non-white people, women and people with disabilities from reaching their full economic potential. If employers, business leaders, and investors are serious about taking real action to create equitable workplaces, then look to EQiSpace to build and deliver them. Contact us at info@eqispace.com to learn more.

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At EQiSpace we believe in being a force for authentic social change. EQiSpace will engage in racial equity advocacy with the private, public, & non-profit sectors in four key areas: 1) private, public, & NGO sector board representation; 2) financial justice; 3) legal justice; & 4) policy & research. Advocacy We believe in being a force for authentic social change. In addition to meeting business objectives, EQiSpace will engage in race, gender, and ability equity advocacy with the private, public, and non-profit sectors in four key areas: 1) private, public, and NGO sector board representation; 2) financial justice; 3) legal justice; and 4) policy and research. Private, public, and NGO sector board representatio n: EQiSpace recognizes the importance of diverse and inclusive leadership within organizations. We will actively work towards increasing the representation and inclusion of non-white people, women, and people with disabilities on boards of private companies, public institutions, and non-governmental organizations. By advocating for and facilitating their appointment to influential positions, EQiSpace aims to foster a more inclusive decision-making process and break down systemic barriers. Financial justice: Recognizing the economic disparities that exist across race, gender, and ability, EQiSpace plans to address these inequities in the financial system. We will provide guidance and support to organizations in developing and implementing equitable financial practices, promoting access to capital for non-white people, women, and people with disabilities, and advocating for fair lending and investment practices that empower marginalized groups. Legal justice: EQiSpace acknowledges the significance of the legal system in perpetuating or rectifying racial inequities. To contribute to legal justice, EQiSpace may consider expanding its services to include racial equity legal services. This could involve offering consultation and support to organizations in implementing policies and practices that uphold racial justice, providing guidance on anti-discrimination measures, and advocating for legal reforms that address systemic racial biases and discrimination. Policy and research: We understand the importance of evidence-based decision-making and the role of policy in shaping societal structures. We plan to engage in policy and research initiatives that focus on race, gender, and ability equity. This may involve conducting research studies to understand the impact of policies and practices on marginalized groups, collaborating with research institutions to develop recommendations for promoting race, gender, and ability equity, and advocating for policy changes that dismantle systemic racism, ableism and harassment. As EQiSpace continues to grow and expand, we will explore the addition of financial, legal, and policy-research services to our existing business lines. By doing so, we aim to provide comprehensive support and guidance to organizations committed to race, gender, and ability equity in crucial areas such as finance, law, and policy. By taking a multi-dimensional approach to race, gender, and ability equity advocacy, EQiSpace strives to foster real change, empower communities, and contribute to a more just and representative society.

Founder and CEO, Kareem Sadiq. Board of Directors We are committed to creating equitable workplaces. Founder, President & CEO, Board Chair Kareem Sadiq BA McGill, MA UBC Kareem Sadiq is a seasoned policy expert with over 14 years of experience in the Government of Canada, where he held Senior Analyst and Assistant Director roles. His extensive background includes 11 years in human resources, focusing on staffing policy and program analysts at various levels. As President & CEO and Board Chair of EQiSpace, Kareem brings immense value through his expertise in developing federal policies and programs. He has made significant contributions to initiatives aimed at reducing homelessness, promoting equity, and fostering the inclusion of racialized individuals, immigrants, refugees, and people with disabilities in Canadian society. Kareem played a pivotal role in renewing Canada’s federal homelessness program, establishing plans and priorities for its knowledge development initiative. He collaborated with the UN High Commissioner for Refugees, healthcare providers, and NGOs to enhance the delivery of healthcare benefits to resettled refugees. With Canada’s Office for Disability Issues, Kareem developed and implemented a National Standard for Psychological Health and Safety in the Workplace and produced a Federal Disability Reference Guide, aiding officials in considering the needs of people with disabilities in policy and program development. His extensive experience includes recruiting program and policy analysts, providing policy advice, managing multiracial teams, and overseeing multimillion-dollar project budgets. After experiencing targeted workplace racism, Kareem left the Canadian government in 2018. His lived experience with systemic racism positions him uniquely to advocate for and implement practical workplace equity solutions at EQiSpace. Board Director Anne Cole DSW Loyalist, VMC Fleming Anne Cole brings over 25 years of hands-on experience as a front-line Disability Support Worker and Supervisor with the Ottawa Carleton Association for People with Developmental Disabilities (OCAPDD). Her extensive background has provided her with a deep understanding of the essential services and supports required to help people with disabilities fully participate in community life. Anne is a strong advocate and proponent of community partnerships. She has demonstrated exceptional leadership in linking Ontario Community and Social Services programs with local community partners, including employment programs. Her efforts have ensured that individuals supported by OCAPDD receive the necessary help to thrive. In her current role as the Coordinator of Volunteers for OCAPDD, Anne continues to showcase her leadership and partnership-building skills. She is responsible for the recruitment, engagement, and supervision of volunteers across various community programs, playing a pivotal role in enhancing OCAPDD’s impact. Anne's commitment to social justice is deeply rooted in her personal family history. Her grandparents' survival of Auschwitz is a powerful testament to her family's resilience, and serves as a constant reminder of the importance of fighting against injustice and inequity. This legacy fuels Anne's passion for creating inclusive spaces where every individual is valued and respected. Anne will be instrumental in advising EQiSpace on its efforts to ensure that people with disabilities are equitably represented in the labour market.

We are committed to providing a website that is accessible to the widest possible audience, regardless of circumstance and ability. We aim to adhere as closely as possible to the Web Content Accessibility Guidelines (WCAG 2.0, Level AA), published by the World Wide Web Consortium (W3C).  ACCESSIBILITY We are committed to providing a website that is accessible to the widest possible audience, regardless of circumstance and ability. We aim to adhere as closely as possible to the Web Content Accessibility Guidelines (WCAG 2.0, Level AA), published by the World Wide Web Consortium (W3C). These guidelines explain how to make Web content more accessible for people with disabilities. Conformance with these guidelines makes the web more user-friendly to everyone. Whilst we strive to adhere to the guidelines and standards for accessibility, it is not always possible to do so in all areas of the website, but we are currently working to achieve this. Due to the dynamic nature of our website, minor issues may occasionally occur as it is updated regularly. We are continually seeking solutions that will bring all areas of the site up to the same level of overall web accessibility. If you have any comments or suggestions relating to improving the accessibility of our site, please don't hesitate to contact us. Your feedback will help us make improvements.

Where are you located? We are based in Canada’s capital, Ottawa and have team members in Toronto. What are your rates? Racial Equity HR Our revenue model is based on standard HR placement fees. For professional placements, the fee is 20% of the starting salary of the position staffed. The fee may be increased to 25% to 30% for hard to source roles. Racial Equity Audits EQiSpace’s Racial Equity Audit services will be offered at auditing industry standard rates. It is anticipated that an audit will take approximately one to three months, depending on the level of complexity. The minimum anticipated fee for each audit is $50,000. What services do you provide? EQiSpace offers Racial Equity HR and Racial Equity Audit services. Racial Equity HR EQiSpace’s main transformational service is Racial Equity HR, which creates racially equitable workplaces at all organizational levels. We do this by helping the private, public, and NGO sectors build racially equitable workplaces — with an authentic antiracist, anti-oppression and anti-harassment culture —from the ground-up. Racial Equity Audits EQiSpace provides employers with high caliber racial equity audits (REAs). REAs are independent, objective, transparent and comprehensive analyses of racism in employers’ policies, practices, products, and services, along with efforts to identify and end systemic racism with respect to the treatment of employees, customers, suppliers and other stakeholders. When is the ideal time to engage with EQiSpace? Racial equity in recruitment at all levels can be achieved by seeing potential in nonwhite people, eliminating racial double standards in assessment, hiring highly experienced nonwhite people blacklisted from their careers for standing-up to workplace racism, and partnering with community and other organizations to access new sources of qualified talent. Why did you create EQiSpace? The data is clear; decades of “DEI” programming have failed to address systemic racism, key evidence being the failure to achieve workplace racial equity or close racial wealth gaps. For every $1.00 earned by white men with a BA + in Toronto Canada in 2020, nonwhite BA+ men & women earned $0.70 & $0.52 respectively. In 2020 alone, turnover and lost productivity from workplace racism and harassment cost employers trillions of dollars. How do you work with organizations? EQiSpace works with client organizations in three ways. First, we approach health and financial providers and investors who are ready to build racially equitable health and financial services from the ground-up – they know the data & have an immediate need for EQiSpace’s Racial Equity HR services. We work with these clients to identify service deliverables and develop a comprehensive staffing plan. Second, EQiSpace’s expert financial recruitment team sources, assesses, and places health, and finance professionals for clients & creates rosters for anticipated staffing. Finally, when project staffing is complete, EQiSpace’s workplace culture experts collaborate with clients to develop antiracism & anti-harassment workplace standards, and provide on-going support. Who is your target audience? EQiSpace is currently focused on building racially equitable health and financial services; two industries which have failed as employers to equitably represent the populations they serve, and which have failed as health and finance providers to deliver fair, equitable and dignified services to nonwhite people.

Seeking seasoned recruiters and VP types ready to hit the ground running & produce results through our Racial Equity HR and Racial Equity Audit services, and our racial equity advocacy work. Passion for EQiSpace’s racial equity mission, antiracism & anti-harassment principles, & values, ethics, and integrity. Join Our Roster EQiSpace is currently building a multiracial roster of Senior Talent Acquisition Specislists and VPs in the areas of Policy, Communications (position filled), Finance, Legal, and Antiracism Standards. When the roster is set, EQiSpace will market our team, our Racial Equity HR & Racial Equity Audit services, and our advocacy impact to potential clients and investors. Once we secure client contracts, the team gets down to work. Racial Equity is Hard Work Racial equity work isn’t for the meek. It will not be easy. It will be hard. While EQiSpace places non - white and white professionals with varied work experiences, a key focus is the placement of professionals who have experienced career limiting or career ending racism and/or harassment, which includes people professionally blacklisted for standing-up for their human dignity on-the-job. Placing these professionals requires a deeper understanding of how systemic racism, targeted harassment, and professional blacklisting have impacted their lives, which includes financial hardship, family breakdown, damaged career path, career gaps, and a lack of professional references. At EQiSpace we view standing up to workplace racism and harassment as a strength, not a weakness. We don’t punish professionals for taking a stand; we respect them for trying to make their workplaces better, more dignified places to work. There are few if any staffing agencies in Canada, the US, or elsewhere tackling the employment barriers faced by highly skilled people professionally impacted by systemic racism, or blacklisted for standing up to harassment and discrimination. Our job is to help them find a dignified, respectful, and professional place to work – together with employers and other professionals who want to work in antiracist, antiharassment spaces – by building racially equitable workplaces from the ground-up. What You Bring We’re looking for seasoned recruiters and VP types ready to hit the ground running and produce results through our Racial Equity HR and Racial Equity Audit services, and our racial equity advocacy work. You have a passion for EQiSpace’s racial equity mission, are committed to antiracism and anti-harassment principles, and agree to work with values, ethics, and integrity. Whether you are non-white or white, if you’ve got the background, skills, and experience to help EQiSpace deliver, and if you’ve been on the receiving end of career limiting or career ending racism and/or harassment, then we want to speak with you. With a lean roster in FY 1 of operations, you will work hands-on to deliver our racial equity services and advocacy. As EQiSpace expands, you will, in your role as a Senior Talent Acquisition Specialist or VP, be responsible for leading and managing teams, and investing in the professional development of team members. What We Propose to Offer If contracts are secured according to projections, we propose to offer the following salary and benefits in FY1: - Annual base salary of $200,000US - Profit sharing bonuses - Business Class Travel - Comprehensive health and dental package - Unlimited Paid Time Off (PTO), subject to performance agreements - Flexible work schedule - Antiracist, anti-harassment workplace culture Racial Equity Starts at Home Racial equity starts at home, and EQiSpace’s greatest asset is our people. To place highly skilled top talent and help employers build racially equitable workplaces, we need to invest equitably in the EQiSpace team. Our salary structure and benefits reflect the immense value that we bring to employers and skilled professionals. Nonwhite professionals have, historically, been actively excluded from workplaces and well-paying professions. Therefore, employers have a moral obligation to do better, and as an employer, EQiSpace will pay team members racially equitable salaries at or above industry norms. This strategy helps us to attract and retain top talent. - Senior Talent Acquisition Specialist Job Descriptions You can learn more about the duties and responsibilities for the positions on our roster below. Questions? Please contact info@eqispace.com .

EQiSpace revolutionizes workplace HR through race and gender equity at all levels. ​ We disrupt traditional HR & do things differently; we create opportunity, close racial wage gaps, & build wealth for nonwhite people while increasing productivity, innovation, & profitability for racial equity employers. Workplace equity is profitable - for employers & employees. We disrupt status-quo HR. We help employers build equitable race, gender & ability representative workplaces from the ground-up.

Studies, articles, statistics, and reports on Racial Equity in Finance and Healthcare. Facts Studies, Articles & Reports on Racial Equity in Finance: 1. Forbes. January 13, 2023. Bank Will Pay $31 Million After Discrimin ating Against Black and Latino Communities. https://www.forbes.com/sites/shaunharper/2023/01/13/31-million-to-black -and-latino-communities-in-largest-ever-housing-discrimination-lawsuit/?sh=e0ee0fd2b3cf 2.Forbes. December 2, 2022. The Costs of Being Unbanked or Underbanked. https://www.statcan.gc.ca/en/subjects-start/labour_/labour-shortage-trends-canada 3. US Senate Committee Hearing (BHUA). December 1, 2022. BHUA Committee Hearing. Fairness in Financial Services: Racism and Discrimination in Banking https://www.banking.senate.gov/hearings/11/23/2022/fairness-in-financial-services-racism-and-discrimination-in-banking 4. New York Times. October 21, 2022. Where $30B to Fix Systemic Racism Actually Goes. https://www.nytimes.com/2022/10/21/business/jp-morgan-racial-equity-pledge.html 5. The American Prospect. October 7, 2022. How Banks are Defending Their Right to Discriminate. https://prospect.org/justice/how-banks-are-defending-their-right-to-discriminate/ 6. African Canadian Senate Group / Abacus Data. May 2021. https://abacusdata.ca/wp-content/uploads/2021/06/Inclusive-Entrepreneurshi p-Senator-Deacon-English-Deck.pdf Stats, Studies, Articles & Reports on Racial Equity in Healthcare: 1. Stats Can. Nov. 11, 2022. Inequities in pharmaceutical access and use https://www150.statcan.gc.ca/n1/daily-quotidien/221102/dq221102a-eng.htm 2. Stats Can. Nov. 30, 2022. Canada leads the G7 for the most educated workforce, thanks to immigrants, young adults and a strong college sector, but is experiencing significant losses in apprenticeship certificate holders in key trades https://www150.statcan.gc.ca/n1/daily-quotidien/221130/dq221130a-eng.htm 3. Key Table 98-10-0439-01: Employment income statistics by visible minority, highest level of education, immigrant status and income year: Canada, provinces and territories, census metropolitan areas and census agglomerations with parts https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=9810043901 4. Stats Can. Nov. 18, 2022. Labour shortage trends in Canada. https://www.statcan.gc.ca/en/subjects-start/labour_/labour-shortage-trends-canada 5. LA Times. Feb. 9, 2023. Opinion: Biden is ending COVID emergency declarations. But the healthcare worker crisis continues https://www.latimes.com/opinion/story/2023-02-09/covid-emergency-biden-healthcare-worker-shortage 6. RBC. Nov. 23, 2022. Proof Point: Canada needs more doctors—and fast https://thoughtleadership.rbc.com/proof-point-canada-needs-more-doctors-and-fast/ 7. .AAMC Physician Specialty Data Report https://www.aamc.org/data-reports/data/2022-physician-specialty-data-report-executive-summary

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