EDI in organizations research workshop participants face forward by battling backlash

In early October, 48 faculty members and students from across North America converged in Calgary for a workshop, Working Together, where participants discussed emerging research in Equity, Diversity and Inclusion (EDI) in organizations. Topics ranged from gender dynamics to discrimination to intersectionality. 

QS Global recently ranked Haskayne School of Business in the top 5 Canadian universities for diversity, making the match a good fit. “We were excited to invite researchers across North America to come to Calgary to share and develop cutting-edge research on promoting equity, diversity, and inclusion in organizations,” says Dr. Samantha Dodson, an assistant professor of organizational behaviour at Haskayne and workshop co-organizer. “The workshop elevates the reputation of Haskayne as a school promoting research excellence.”

The two-day inaugural workshop was hosted by the Organizational Behaviour and Human Resources (OBHR) area at the Haskayne School of Business. A panel of seven leading experts from diverse fields of study served as mentors to provide each attendee with individualized feedback on their research. While the papers submitted came from researchers across North America, a common theme emerged: Dealing with backlash to EDI.

Growing division

After decades of organizations and governments introducing and supporting initiatives to foster inclusive workplaces and policies, the tide seems to be turning. 

Rhetoric on the campaign trail leading up to the recent U.S. election ignited deeply divisive opinions surrounding issues of gender, race, and cultural differences. Increasingly outlandish claims garnered international attention in recent weeks, but researchers at the workshop have been grappling with the sentiments fueling those claims for much longer.

Courageous conversations

The presidential election amplified emotionally charged exchanges — often in decidedly unhelpful ways. However, it’s the cutting-edge research happening in the fields of organizational behaviour and industrial/organizational psychology that provide a more authentic reflection of the changing realities in today’s boardrooms and workplaces. 

The opening presentation by special guest Dr. Alicia Grandey, liberal arts professor of psychology at Penn State University, acknowledged the shifting landscape in EDI spaces. Recounting her two-decade journey from studying emotional labour to addressing diversity, she highlighted the emergence of new taboo topics at the intersection of age, gender, and race.  

Participants engaged in open and frank discussions about their research and lived experiences, to address challenges organizations face in implementing and measuring EDI initiatives. Some organizations struggle with vague objectives, while others, under internal and external political pressures, are actively reversing EDI measures and opposing new ones.

“It’s no surprise that research into EDI in organizations studies backlash from those feeling their traditional power is threatened,” says Dr. Nick Turner, workshop co-organizer and organizational behaviour professor at Haskayne. “For some of the currently powerful, the very idea of inclusivity triggers profound reactions of loss — with relative status changing — but this only highlights the importance of creating more equitable workplaces.”

Participants at the workshop viewed backlash as a galvanizing force. They looked for ways to address and overcome deeply entrenched, but ultimately harmful, attitudes to continue working towards more inclusive organizations.

Looking forward

Roundtable discussions on the second day of the event were organized by research theme, and inspired new ideas, friendships, and collaborations. In essence, the epitome of what working together can truly mean.

Dr. Sandy Hershcovis, expert mentor panel member and Haskayne senior associate dean (faculty and research), notes the exchange allowed mentors and junior faculty the chance to “provide feedback to each other on our academic research. The developmental and generative nature of these conversations left everyone feeling inspired. This kind of workshop is needed in today’s political climate, which feeds on myths to demonize and politicize EDI efforts instead of focusing on what truly matters — creating an inclusive environment for all employees.”

The future of EDI initiatives may be facing a new wave of challenges, but backlash doesn’t need to mean a step backward. After an invigorating trip to Banff on the third day, workshop participants returned to their respective communities equipped with fresh ideas to foster meaningful change. 

For Dr. Dodson, offering a Women at Work elective course next semester as part of Haskayne’s BComm degree gives the leaders of tomorrow a chance to learn how to identify and develop effective strategies to address gender inequity, biases, and stereotypes at work. Students will also hear from several women and genderqueer business leaders in Calgary. 

Reaching out to the broader business community in Calgary, the next edition of the popular speaker series, Haskayne Business Exchange will focus on the timely topic of Healthy Work. Why? Because even though popular rhetoric and sentiment around EDI might be changing, the need for respectful, inclusive, and emotionally healthy workplaces isn’t going anywhere.