Why EDI Matters to Everyone: Understanding, Acting, Transforming

In organizations as in everyday life, the words equity, diversity and inclusion (EDI) now appear in strategic plans, internal policies, community spaces and workplaces. Yet their true meaning is often misunderstood or reduced to an administrative requirement.

Far from being a trend or an external obligation, EDI provides a framework for reflection and action that helps transform our environments into spaces where all people can contribute, grow, and feel recognized. It is rooted both in social justice and in organizational coherence.

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Understanding Diversity

Diversity refers to the full range of human differences, whether visible or invisible. It includes identities, life paths, experiences, ways of functioning, and the realities people live every day.

It encompasses, for example:

• languages, accents, multilingualism
• gender identities and expressions
• visible and invisible disabilities (chronic pain, ADHD, autism, autoimmune diseases, mental health conditions)
• factors related to age, migration status, socioeconomic situation or place of residence
• religious, cultural, cognitive and family diversity

Diversity exists everywhere. What changes from one environment to another is the way it is recognized, valued, or ignored.

Understanding Equity

Equity acknowledges that not everyone starts from the same place and that some groups face systemic barriers limiting their access to the same opportunities.

It therefore consists of providing the necessary resources or accommodations for each person to participate fully, rather than applying identical treatment that reproduces existing inequalities.

Examples of equitable approaches:

• providing adapted resources (e.g., captions, additional breaks for people with chronic illness or neurodiversity)
• flexible schedules for parents, caregivers, or people living with medical constraints
• mentorship opportunities for Indigenous people or groups historically underrepresented
• accessible recruitment processes (e.g., avoiding timed tests that disadvantage neurodivergent applicants)
• free or subsidized training to reduce financial barriers

Equality gives the same thing to everyone. Equity gives each person what they actually need.

Understanding Inclusion

Inclusion is the act of ensuring that every person is welcomed, acknowledged, and valued in a space. It’s not just about “letting people in,” but about transforming environments, practices and norms so that they are truly accessible and safe, regardless of identity or need.

An inclusive environment is one where:

• internal policies account for people with invisible disabilities or chronic illnesses
• Indigenous and culturally diverse people are consulted, not just represented
• pronouns, gender identities, and family realities are respected
• decisions are made with the most affected people in mind

It’s the shift from “everyone is allowed” to “everyone belongs and has power.”

Why EDI Is a Collective Responsibility

EDI affects how we:

• recruit, train, and evaluate people
• structure our services and communications
• share decisions, responsibilities, and resources
• design our physical, digital, and social spaces

It’s not just a concern for managers or HR teams. It shows up in everyday actions — an email, a meeting, a poster, an interaction, a process.

In 2022, 27% of Canadians aged 15 and over reported living with at least one disability, visible or invisible — that’s about 8 million people. More than 36.9% said they had experienced discrimination based on origin, age, appearance, religion, or gender.

These figures remind us that EDI is not optional or marginal. It directly affects social participation, employment, mental health, and quality of life.

A Special Responsibility in the North

In the Northwest Territories, EDI cannot be approached without acknowledging:

• the rights, histories, and realities of Indigenous peoples
• the role of languages and cultures in shaping the territory
• the concrete impacts of geographic isolation, unequal access, and economic barriers
• the situation of minority francophone communities and newcomers

In the Northern context, EDI is also a process of repair, recognition, and solidarity.

A Course to Understand and Act

To support individuals and organizations in this process, Collège Nordique offers a free introductory course on EDI, structured in progressive modules.

This training allows participants to:

• understand the key concepts of equity, diversity, and inclusion
• analyze the historical and social realities experienced by Indigenous peoples in the N.W.T.
• recognize and address unconscious biases
• adopt more inclusive and respectful professional practices
• develop a critical and ethical reflection on social justice issues

The course is open to everyone — whether employed, studying, in professional transition, or active in the community.