International Women's Day Has A New Meaning in 2025
As we head into this month of Women’s History and the chosen global date of Saturday March 8th of celebrating sisterhood and the achievements of women, it’s a good time to pause to look at the changing world around us - especially for racialized women, lesbians, transgenders and women with disabilities.
Right now, the strides and gains made by Diversity, Equity and Inclusion Programs post the murder of George Floyd are being undone very quickly in America, and slowly but surely in Canada. Just last week, prominent Toronto law firm, McCarthy Tétrault LLP put on ‘hold’ its summer program that offered positions to Black and Indigenous first-year law students. Described as “ground-breaking” by the firm, it was supposed to assist in the hiring pipeline so that more racialized talent would be able to have a shot at working at the law firm. McCarthy Tétrault received praise for leading the away in addressing the systemic racism that has plagued North America. The firm did not respond to the Globe and Mail’s question on whether the program would resume, only stating that it was part of a strategic review of its overall recruitment process.
This law firm is not alone in its decision to rethink, pause or outright cancel DEI programs (along with the staff attached to executing the initiatives). Many companies have followed suit. Yet, the people who have benefited the most from DEI initiatives aren’t Black and Indigenous folks. In fact, the real beneficiaries have been white women. I cite a recent article from Forbes, “According to another McKinsey study, white women hold nearly 19% of all C-suite positions, while racial and ethnic minority women only hold 4%. Overall, white women have benefited disproportionally from corporate DEI efforts.”
You would think that those who benefited the most from DEI would be shouting the loudest as U.S. President Trump cancels all Federal DEI programs and puts staff on indefinite leave, as Walmart - America’s biggest employer - shuts down its programs, and as the list of cancelations and changes grow, you can find it here.
The general misconception is that DEI has to do with race, however, Toronto’s Pride Parade organizers sounded the alarm last week as they said this year’s parade may be in jeopardy due to key corporate supporters dropping out because DEI is no longer a priority for them. Even veterans have been affected by the axe falling on DEI programs along with employees with disabilities. A rational person would suggest that all of these various groups mobilize and rise up against the powers that be. However, the key word is power. When you are from a marginalized community, barely making ends meet, how can you fight back?So what about the white allies who said they were there to help, to speak for those who couldn’t, to push and advocate for change. Where are our white sisters that benefited from DEI initatives and are in the position to say something, anything.
This year, IWD could stand for I Want Diversity. And what I hope is that women around the world recognize that if only a few of us break that glass ceiling, the shards cut deep for those below them.
I’m curating a virtual discussion on Saturday March 15th for World Speech Day from 10am to Noon called Unmasking DEI. It features 3 panesl with myself, Leadership Coach Laurence Anthony, Lawyer Lavinia Latham, who specialiizes in employment law and human rights, Registered Social Worker and Pyschotherapist Vera Cheng, an expert in anti-Asian racism, Mental Performance Coach Ayanna Sealey, Entrepreneur and Educator Andrea Sampson, Psychotherapist Roxanne Francis, Sports Equity Expert Marsha Gaye-Knight and Digital Strategist and Community Builder Tanya Hayles. with Dr. Natasha Williams moderating the forum. We will break down the issues, examine why it is happening, and present tools for those navigating these choppy waters on how to protect themselves.
Register HERE and be a part of the conversation. Everyone is welcome!
