Fostering Inclusive Career Growth: How Equity, Diversity, and Inclusion are Shaping the Future of Professional Development – Faculty of Open Learning & Career Development

As the world becomes increasingly diverse, the need to adapt society’s spaces to meet new demands is more pressing and urgent to our environment’s demands. A survey of 4,744 U.S. workers conducted by Minkin (2023) revealed that 56% believe focusing on equity, diversity, and inclusion (EDI) in the workplace is beneficial. Furthermore, half of those surveyed stated that it is extremely important for them to work in environments that are accessible to people with physical disabilities.

This highlights the growing demand to integrate EDI principles not only in workplaces but also in academic settings. Educational institutions are acknowledging these evolving needs by offering certifications and training programs. These initiatives cater not only to individuals seeking personal development but also to companies aiming to equip their teams with the skills necessary to foster inclusive environments, which has become a priority in today’s business landscape.

Supporting this economic value of EDI, research by McKinsey (2015) examined 366 public companies across Canada, Latin America, the United Kingdom, and the United States. The study found that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their national industry medians. Similarly, those in the top quartile for gender diversity were 15% more likely to achieve above-average financial returns.

These findings underscore that EDI is not just a moral or social imperative, but also a critical driver of economic success. Companies are increasingly recognizing that prioritizing diversity and inclusion boosts productivity and serves as a strategic tool for financial growth. According to Glassdoor (2018), 69% of executives now regard diversity and inclusion as an important issue that should be addressed, and as awareness grows, the demand for EDI certifications and training programs aimed at building more inclusive high-performing teams increases correspondingly to the demand.

As an international student from Latin America, I have come to realize that inclusivity is not only essential for academic success but also crucial for fostering a sense of belonging within the academic community. As a Brazilian professional navigating the globalized Canadian job market, I have experienced firsthand how cultural background can serve as both a strength and a challenge in career growth. Inclusive learning environments that embrace this diversity allow individuals like me to fully participate, contributing to enriched team dynamics and driving motivation to innovate.

In addition to the academic environment, universities play a key role in promoting inclusivity. In my capacity as co-president of Get REAL Dalhousie, a chapter of the organization The Get REAL Movement, whose main mission is to fight against any type of discrimination, I have witnessed the profound impact that diverse voices can have on shaping inclusive spaces. By prioritizing representation in event planning and social media content, we have successfully increased engagement from underrepresented groups who now feel seen and heard.

Through my work at the Faculty of Open Learning and Career Development at Dalhousie, I have also recognized the critical importance of microcredentials. These programs have become a lifeline for professionals from underrepresented backgrounds, offering flexible, cost-effective opportunities to upskill and expand their knowledge.

As Aschaiek (2021) highlights, the majority of institutions are designing microcredential programs for 92% of working adults seeking career changes, and for current or potential employees of 91% of their industry partners. Furthermore, these programs help address gaps in 86% of transferrable and 81% of technical skills, making them invaluable for individuals seeking to advance their careers in an ever-evolving job market.

After analyzing this data, I recognize the significance of offering content through flexible learning formats. Microcredentials are helping to bridge the gap in career equity, providing accessible opportunities for skill development. In the context of EDI, it is crucial to consider the unique challenges individuals may face in different environments. Through an intersectional lens, for example, a black woman may encounter different obstacles compared to a white male peer or LGBTQ+ colleagues. Therefore, it is essential to develop programs that acknowledge these intersections and provide tailored support, fostering truly inclusive workplaces.

Social movements have also played a key role in driving these changes, encouraging companies and organizations to address pressing social issues. As a result, professionals are increasingly seeking EDI certification programs that focus on advocating for marginalized groups. This growing demand reflects businesses’ need to adapt and align with market trends that prioritize diversity and inclusion.

One example of an EDI certification program is the Certificate in Equity, Diversity, and Inclusion from Dalhousie’s Faculty of Open Learning and Career Development. This certificate addresses the challenges organizations face in fostering equity, inclusion, and creating harmonious work environments. It’s designed to help participants discover new ways to recognize diversity, maximize its benefits, and build confidence and credibility in achieving diversity and inclusion goals.

According to InStride (2020), “92% of business leaders agree a strategic workforce education program should help an organization achieve its diversity and inclusion goals.” This statistic underscores how institutions like Dalhousie are responding to the growing demand for inclusive spaces by offering programs like this EDI certification. With its strong reputation, Dalhousie is helping to lead the charge in meeting these evolving societal and workplace expectations.

In conclusion, the rise of EDIA certifications reflects the ongoing shifts in the job market and societal demands. It’s likely that such certifications will soon become essential for professionals and businesses alike. As the future unfolds, inclusion will no longer be optional, but a necessity.

This article was written by Flavia da Cruz Silveira, an international student at Dalhousie and Co-Op student at the Faculty. We encourage you all to connect with Flavia via her LinkedIn.