Creating A Culture Of Loyalty

Creating A Culture Of Loyalty

Currently, most of our clients are dealing with large numbers of staff turnover as the Great Resignation is upon us.

It is a difficult time to be a leader currently as there is so much that is unknown and new, where old strategies don’t fit into this new world of work we are experiencing. 

This is a great time to remember and find out what keeps your team members loyal to the organization and their roles. 

This simple question can provide great insight as to what is important to them, why they stay, and what else you can do. 

We suggest asking this question during an all-staff meeting, providing different avenues for them to provide their insights from written to verbal to the discussion. 

When was the last time you asked your team members – “What makes you stay?”

Learn about how you can become an inclusive leader. Veza Global offers a range of EDI topics, like inclusive terminology, and anti-racism sample statements. Start your EDI journey toward inclusive leadership with these resources.

Inclusive culture creates community.

Inclusive culture creates community.

You may have heard the quote, “Diversity is about being invited to the party, inclusion is dancing at the party, and belonging is feeling a part of the party.” (Having lost track of the person who said this, I apologize for not attributing to the right individual).

Recently, I (Manpreet) took a train from the Netherlands to London.

As I stood in the line-up, a passenger cut me off and proceeded to move through the security line ahead of me. Shocked, I said, “excuse me, it was my turn next.” I said this not because of where I was in the queue, as we were all heading in the same direction, but because this person pushed me aside to step in front. He goes, “Nope, I was in front of you. ”The staff member interjects, “Sorry, sir, the madam was ahead of you. She stepped back to let the business premier passenger go ahead.”

The passenger continued to argue as he gathered his things. We both arrive at passport control, and he starts again about how he was ahead of me, that I was standing too close to him (remember he budged in front of me) and that this is what dark-skinned people always do. The passport control officers looked at the man from the Netherlands and me, shook their heads, and looked down.

At that moment, I felt really small and, in a shaky voice, said again, “No, you cut in front of me, but our recollections differ, so you can believe what you want. ”At this moment, what inclusion and belonging would have felt like is to have the support of the passport control officers. Like the staff member who acknowledged my presence, made eye contact with me and found a way to interject.

The response could have been as simple as holding one of us back to create space, changing the topic, or asking if I was okay. We all have a duty to one another to create an inclusive community. It is crucial to remember that each of our actions or inaction influences how someone else feels at that moment.

I share my story as many of us constantly witness these situations. Sometimes it feels safe to say something, and sometimes, it doesn’t. However, when you are in a place of privilege behind a glass barrier and control someone’s movements – you have the power to influence the situation.

Change management is a foundational component of EDIB

Change management is a foundational component of EDIB

The change in organizational culture brought about by the EDIB journey can be uncomfortable, difficult, and result in the creation of distinct groups based on beliefs, values, and experiences.

In these cases, it is crucial to bring together the team on organizational values, aligned ways of working, and commonly shared beliefs that impact the work of these individuals.

In our work with clients, much of our audit time is spent advising clients on approaching the change management and coaching them on difficult conversations and team dynamics. Some of our key lessons learned include:

  1. Understand what your team truly desires either through focus groups or surveys or 1:2:1s
  2. Understand what the resistance to change may be or will be and how to address it
  3. Identify champions within the organizations

 This is the start of managing organizational change.

Always, feel free to take Veza Global Inclusion Self Assessment Quiz as way to measure where your organization is on the Equity, Diversity and Inclusion maturity model.


Through honouring, let us be the voice of change

Through honouring, let us be the voice of change

In the last few years, this week in May has shown us as a society where we need to do better, be better, scream for change and create change within our sphere of influence. 

  • May 25, 2020: George Floyd was murdered
  • May 27, 2021: Announcement by Tk’emlúps te Secwépemc First Nation of 215 unmarked graves found at the former Kamloops Indian Residential School site. 
  • May 24, 2022: Twenty-on (21) including 19 kids killed by a shooter in Uvalde, Texas

Each of these incidents was devastating on their own. We honour the lives that were lost. Through their sacrifice, we hope we can be the catalyst for change. 

We have seen how these events outside the business world impact our work internally, as our team members are human. They experience emotions, reduced productivity and shock. They are enraged, and rightly so. Political beliefs are brought into the workplace and are causing more division, but it isn’t because of political beliefs. It is the space that we create to understand why someone believes something and remember that they are the same person who they were the day before – even though they may believe something different than us. 

The foundation of the equity, diversity, inclusion and belonging work that Veza does is to ensure we remember not to label each other as that is where we separate ourselves from the other. It is about finding common ground as all of us are hurting somehow. In coming together through veza (connection), we can truly heal.

For all those who have sacrificed their lives so that we can change as a society, we honour you. We will remember what you have done. You did not have to go in so much pain. You didn’t deserve that. What you do deserve is that each of us who is still here will be your voice, the catalyst for change needed, and see others with compassion as we use our voices for the change. 

If you are feeling helpless or unsure of how you can make a change:

  1. Remember, your voice matters. Who has the influence to champion the change you seek? Talk to them and engage them to be your champion.


  2. Pick one topic where you can make an impact and dive in. There is much change needed in this world. Allow yourself to be drawn to the closest one to your heart.


  3. Find a community of supporters who are also looking to make similar changes. There is power in numbers. 

At Veza, the foundation of our work is in coaching individuals who are passionate about creating change in the world. That is where we started in 2009 formally. Reach out to us, and we are happy to have a conversation with you on your change-making plan.

When Systems are Stacked Against Us

When Systems are Stacked Against Us

The systems that we live in can be exhausting especially when you are doing so much to change them. It is frustrating, agitating, can bring up feelings of hopelessness and a span of other emotions. It can be very defeating when you have put your time and energy into doing your best to positively impact the organization and the world. 

These feelings are all very valid. All of us have been there, especially when you work in human resources or equity, diversity, inclusion and belonging. The resilience and capacity to deal with the emotions decreases, however the fire inside you still burns. 

It is that fire that is the fuel for real change. 

That fire can be harnessed by finding areas of influence that are in your sphere. 

So what is in your control?

Partnerships – who finds out about the job opportunities open in your organization? Sharing them with organizations that support equity deserving groups is a great way to create change in one person’s life. (Veza created this hiring partners and supplier diversity list that may be useful)

Diversify Suppliers – to create true economic change for equity deserving groups hire them and their companies. Truly move your money to companies that otherwise may not be a part of the supplier list for your organization

Community – connect with others who are also interested in changing systems and share best practices. Currently, Veza hosts this group on Linkedin and soon we will be announcing something special in this area so please keep a lookout on the space

What are strategies that you use to impact your sphere of influence?