'The language of EDI has become polarizing, focusing more on what divides us rather than our shared humanity'
Out with equity, diversity, and inclusivity (EDI). So says the University of Alberta in introducing new terminologies to define its focus on inclusivity in its workplace: access, community and belonging.
“These terms authentically capture the spirit of our aspirations and reflect the priorities of those who live, learn, and work within our university,” says Bill Flanagan, president and vice-chancellor of the university.
“Access signals our ongoing work to remove financial and social barriers, ensuring equal opportunities for all. Community underscores our belief in collective well-being and shared purpose. Belonging reflects our goal to cultivate spaces where individuals feel valued for their unique contributions.”
The change comes after the university conducted consultations with over 1,000 community members and the three terms arose as the most prominent and meaningful descriptors of what they are striving to achieve.
With the change, the university is expanding its pool of talent, perspectives and ideas, Flanagan says.
One expert had some positive words for the change at the university.
“This evolution reflects a broader conversation about how institutions can build more inclusive and united communities,” says Leo Edwards, senior diversity & equity consultant at The Centre for Addiction and Mental Health (CAMH), via LinkedIn.
What is the pushback against DEI?
The change comes after many people view EDI in a bad light.
“For some, the language of EDI has become polarizing, focusing more on what divides us rather than our shared humanity,” Flanagan says in a piece posted in the Edmonton Journal. “Some perceive an ideological bias at odds with merit. Words matter, and this evolution aims to craft a shared narrative with aligned actions that resonate more universally, emphasizing common ground and fostering authentic connections.”
There has been plenty of pushback south of the border when it comes to diversity, equity and inclusion (DEI) initiatives. And many educational institutions, politicians and private employers have walked back efforts in this area, claiming quotas don’t make sense and the programs can be discriminatory, according to a previous report.
Despite the pushback, more than three-quarters of U.S. workers say they are committed to helping their employers fight racism and injustice and almost 80 per cent say it is important for their company to be an inclusive organization, according to a previous report from Seramount.
