KDPM Equity Institute sees cultural equity as the leadership pathway to human equity

BY PAUL JUNOR

Karlyn Percil-Mercierca is a tour de force. As founder and CEO of KDPM Consulting Group she has accomplished some impressive feats. The KPDM Equity Institute was launched on Friday, September 15^th, 2023. The institute will be involved in sharing our: insights, research and knowledge on how to support leaders as they create equitable workplaces. We are on a learning journey, helping leaders and organizations better understand the process of cultural equity and its distinct role in advancing human equity.

For the KDPM Equity Institute, Cultural Equity embodies, and puts into practice the: values, policies, and traditions that ensure the fair and just representation and recognition of historically marginalized groups who have been systematically underrepresented based on ethnicity, race, gender, socioeconomic status, citizenship, religion or other factors.

Cultural Equity acknowledges the ongoing harm of systemic Whiteness and seeks to create psychologically safe workplaces, and equitable leadership cultures. In addition, they promote the systemic inclusion of diverse voices and perspectives, acknowledge the ongoing impact of the White racial frame, enrich the cultural landscape by ensuring that all groups have the opportunity to contribute their unique experiences and knowledge.”

KDPM Equity Institute addresses the reasons why Cultural Equity is necessary for: justice, equity, diversity, and inclusion leadership. The main reason is the current status quo doesn’t work. It posits that most equity-informed approaches advance: the White racial frame, reinforcing status quo leadership, policies, and cultural norms rooted in structural Whiteness, causing ongoing psychological harm to racialized employees, groups and humanity.

KDPM Equity Institute lists benefits such as: a leadership and organizational approach rooted in cultural equity principles, centres policies, traditions and viewpoints from the academic community, and lived experience of groups who have been racialized and systematically marginalized. With this re-entering of our lens and moving away from the White racial frame, equity-informed practices will provide psychological safety while we continue working towards advancing humanity.

This innovative and inclusive perspective has these key components:

Cultural equity principles:

This refers to the principles and values that prioritize equitable representation, opportunities, and resources for all cultural and racial groups within an organization or society.

Centering policies, traditions and viewpoints:

This approach strongly emphasizes incorporating the policies, traditions and viewpoints of marginalized racism and cultural groups.

Lived and academic experiences of racialized systematically marginalized groups:

It acknowledges that individuals who have been racialized and systematically marginalized have unique and valuable insights based on their life experiences.

Moving away from the White racial frame:

A shift away from predominantly Eurocentric, or White-centric perspectives that have historically dominated aspects of society, including leadership, and organizational practices.

Equity-informed practices:

These are policies, strategies and practices that are intentionally designed to promote equity and inclusivity beyond a White racial frame within an organization.

Psychological well-being and safety:

Creating an environment where all groups and individuals who have been racialized or forced into a National Identity Management culture at work.

Advancing humanity:

This overarching goal highlights the broader societal impact of adopting cultural equity principles and equity-informed practices.

The Institute summarizes what it plans to do, “We hope to broaden leadership and organizational lenses and approaches. We believe in an intercultural approach rooted in the belief that by centering the experiences and perspectives of marginalized racial and cultural groups, organizations can create more inclusive and equitable environments that benefit everyone and contribute to the advancement of humanity.”

Dr. Monique Herbert and Julie Condor of York University state, “Providing a psychologically safe space for employees is vital because it allows them to feel comfortable presenting their authentic selves, which can result in increased productivity. However, the ways in which we foster psychological safety in the workplace and understand the different mechanisms for achieving it require further exploration, especially when considering Black employees.”