In today’s business world, companies are beginning to realize the importance of supplier diversity as an integral part of supply chain management. Programs are designed to source goods and services from businesses owned by equity deserving groups such as women, people of colour, 2SLGBTQAI+, and people with disabilities. This practice helps create economic empowerment by providing opportunities for diverse suppliers who have traditionally been overlooked.
How to Focus on Inclusive Products and Services
Organizations can begin by researching diverse suppliers in the industry or using resources such as WeConnect International, which offers certification for diverse suppliers and provides resources on why supplier diversity is important. Not only does this increase credibility, but going through the certification process will greatly improve how you do business. Veza Global has recently become certified as a women owned business with WeConnect International, granting us access to opportunities around the world where certified suppliers are prioritized.
At Veza, it is a priority for us to integrate the principles of IDEA + B into our organization, and this certification is one example of how we embed inclusion, diversity, equity, accessibility, and belonging into everything we do. One of the pillars in the IDEA + B assessments that we offer is supplier diversity, so it’s imperative that we participate and take action to give opportunities to equity deserving groups.
Supplier diversity is one more component for an organization to move along the inclusion, diversity, equity, accessibility, and belonging (IDEA + B) maturity model. It is essential to recognize that the supply chain plays a critical role in achieving equity and inclusion goals.
Creating a Supplier Diversity Program
One of the key steps in implementing a successful program is to establish a supplier diversity plan. This plan should include a clear statement of the company’s commitment, goals, and strategies for identifying diverse suppliers, training, and monitoring progress.
When considering a supplier diversity program, organizations can ask themselves important questions like:
Where are we spending our money, and how are we using our investments to bring more equity to society?
Where are we getting our contractors from, and how do we advertise to contractors?
Where are we getting our supplies from?
How can we give opportunities to people who might not otherwise have access?
Equitable practices can also be embedded into the creation of products and services, by considering the end user first, and asking questions like:
Who else can benefit from this?
Who can benefit from this product or service that might not otherwise have access?
Companies such as Coca-Cola, Johnson & Johnson, and Toyota Motors North America made a public commitment to supplier diversity, which helped to ensure that their programs received the necessary resources and attention. By having a well-defined plan, organizations can ensure they are taking the necessary steps to create economic opportunities for equity deserving groups, including connecting these groups with potential job opportunities. Find out more about how we’ve implemented an equitable database at Veza Global to help with this process.
Monitoring and Measuring Progress Toward Achieving Supplier Diversity Goals
One way to promote supplier diversity in your business is to monitor and track the diversity of your entire ecosystem, including partnerships with MWBEs (Minority and Women-owned Business Enterprises) throughout the entire value chain. It’s important to expand beyond the traditional supplier diversity measures and recognize that these partnerships may not always be direct supplier relationships or a single budget item. Additionally, it’s valuable to communicate and publicize your organization’s efforts in forming these partnerships to promote transparency and accountability.
Training employees on the importance of supplier diversity and the specific policies and procedures in place for sourcing and contracting with diverse suppliers is crucial. When employees are aware of their company’s efforts to engage with a diverse range of suppliers, it can have a positive impact on productivity, engagement, and recruitment. This helps demonstrate that the company is truly committed to its diversity initiative, and not just giving lip service.
Embedding Inclusion, Diversity, Equity, Accessibility, and Belonging Every Step of The Way
In addition to following the IDEA + B framework, there are other steps businesses can take to ensure supplier diversity. Organizations can also ensure that their procurement processes are transparent and fair, make an effort to reach out to diverse suppliers and encourage them to bid for contracts, and encourage their existing suppliers to diversify their own supply chains. Finally, businesses should ensure that their internal culture, marketing, products and services, and supply chain all embody the principles of IDEA + B.
Continue to Make Supplier Diversity a Priority
To ensure the success of a supplier diversity program, companies need to establish a supplier diversity plan, build relationships with diverse suppliers, train employees, and monitor progress. By doing so, organizations can not only promote workplace diversity but also drive economic growth and contribute to a more equitable and inclusive society.
If you’re ready to get started, find out more about how Veza Global can help you with an IDEA + B Assessment. Looking at 4 pillars within your organization, including supplier diversity, we will analyze your current practices, identify opportunities for improvement, and create a customized strategy and roadmap with actionable recommendations toward your goals.
Equity, Diversity, and Inclusion (EDI) have been important considerations in the workplace for many years. However, it’s time to move beyond this way of thinking and approach EDI from a different angle. Enter “IDEA+B”—an acronym that stands for Inclusion, Diversity, Equity, Accessibility, & Belonging.
This new framework flips the traditional viewpoint on its head and puts inclusion front and center as a core value of any business. This approach recognizes that inclusion in the workplace is the starting point to achieving greater equity, diversity of thought, accessibility, and ultimately a greater sense of belonging.
What Is IDEA+B?
IDEA+B is a new way of looking at EDI that puts inclusion first. Instead of starting with equitable systems and processes as a means to attract diversity and result in inclusion, IDEA + B starts with inclusion, leading to diversity of thought and equity. It encourages businesses to prioritize creating an inclusive environment where everyone can feel welcome and valued—regardless of their background or identity.
Organizations can think about; how do we bring diversity of thought into everything that we do, and what does that look like?
By making inclusion a central part of their mission statement or corporate values, businesses can inspire employees to think about diversity in terms of what perspectives may be missing or underrepresented within their organization. Creating inclusion in the workplace means understanding that each person’s action or inaction influences how someone else feels. Find out more about how inclusive culture creates community here.
IDEA + B focuses on creating systems and processes that are equitable for all groups within an organization. It emphasizes overcoming barriers that prevent individuals from feeling included, such as language barriers or inaccessible technology platforms. Small gestures such as using progressive, intentional language or recognizing other people’s cultural celebrations can go a long way in helping people feel welcome.
Diversity and Inclusion
Finally, IDEA + B seeks to create a sense of belonging within organizations by asking questions like: “How can we create an environment where everyone feels at home?” Creating an inclusive workspace means understanding different perspectives so all voices can be heard, and everyone feels welcome and respected. Find some simple and practical steps you can take to create a more inclusive company culture here.
The Benefits Of IDEA + B
By implementing IDEA + B into your business practices, you can create an inclusive environment where everyone feels welcomed and valued—no matter who they are or where they come from. This will lead to increased productivity and creativity among employees since they will feel like they are part of a team.
Additionally, organizations will become more attractive to potential hires since candidates will know that their diversity is embraced and valued as they see themselves being reflected within the establishment. Inclusive organizations are also more appealing to customers who want to align their money and values when it comes to who they give their business to.
At Veza, we are shifting our focus to IDEA + B, drawing attention to inclusivity first, allowing a variety of voices to be heard, and then creating truly equitable systems and processes. Ultimately, this leads to more diversity in the workplace, a sense of community, and a feeling of belonging.
This new framework will provide clarity and perspective as we continue to advocate for equity deserving groups, and help you create more equity, diversity, and inclusion in the workplace with a real emphasis on belonging. Find out more about how Veza can support your inclusive culture through assessments and audits here!
In the recent news events of Roe vs Wade, it became very clear that benefits can also be inclusive. We saw many companies alter their requirements to accommodate their employees’ needs based on legislation changes.The time we live in is truly about values alignment between employers and employees. Employers are taking a stand as social issues directly impact them. The staff continuously evaluates whether the values of their employer align with their own. This has both a positive and a negative side.The positive is that it supports the attraction of culture and candidates who are likely to stay longer as there is a deep value alignment. Employees are happier and more productive when there is value alignment.The negative that organizations need to watch out for is group think. The whole point of diversity of thought is to have various perspectives so that you can create products and services that serve the needs of the communities you serve.When we have politically aligned individuals to the majority, we may miss a perspective that could serve a portion of our clientele.It is a fine balance between aligning the organization’s values and how politics influences our workplace. Now is the time for conversations and the opportunity to focus on each individual’s contribution.
Conflict management is one of the greatest skills a leader can have. Many people are experiencing past triggers that directly affect their work experience. In times where societal pressures are impacting our businesses and each of our employees, emotions run high.
For instance, recently, we had a conversation with a team member of one of our clients who grew up in a war-torn region in the world.
They grew up not trusting authority, thinking there was constant corruption, and not knowing whom to trust, even amongst peers.
These thoughts impacted their ability to collaborate with team members, have authentic discussions with their manager, and even take leadership of their projects.
These thoughts weren’t because they didn’t know what to do but because their past experiences impacted their present mindset and belief system.
In this case, the manager needs to understand what this team member needs to feel safe within the organization and how to address collaboration and other team members with more trust.
Trust is hard to build; however, it is possible through transparency, honesty, authenticity, and a touch of vulnerability. What is your approach to conflicts in your workplace?
Always feel free to take Veza Global Inclusion Self Assessment Quiz to measure where your organization is on the Equity, Diversity and Inclusion maturity model.
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.
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.
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:
Understand what your team truly desires either through focus groups or surveys or 1:2:1s
Understand what the resistance to change may be or will be and how to address it
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.
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:
Remember, your voice matters. Who has the influence to champion the change you seek? Talk to them and engage them to be your champion.
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.
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.
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?
What does support for Internal EDIB Committees look like?
In our experience in working with internal EDIB Committees, we do see the 5 stages of team development:
Forming
Storming
Norming
Performing
Adjourning
The team usually requires facilitation at the beginning of the EDIB journey for the organization to balance the priorities of individual passions with the organizational mandate/mission.
We usually find that the EDIB committee requires the support of senior leadership to tackle any roadblocks and budget issues. It always helps if senior leadership attends the first few meetings to address frustrations, challenges and provide direction.
The individuals on the committee may volunteer their time, and are often from equity-deserving groups. Veza recommends inviting all who want to be on the committee to join for diversity of thought as well as finding ways to compensate them for their time through monetary means, professional development or time off.
The EDIB committee needs opportunities to have discussions with leadership in order to remain in alignment with the organizational strategy.
The committee is meant to support any EDIB staff, whereas the EDIB staff may work with this committee for advice and deliverables as seen fit.
It is important that this committee be grounded in change management and change communication in order to be successful in their endeavours.
All these supports will empower the individuals on the committee to make the impact they strive to make.
Stephanie Raghubar has almost eight years of extensive experience in the market research field in Canada, analyzing and bringing data to life through interpretation and visualization.
She has led partnerships with Procter & Gamble, Jamieson Wellness and other consumer goods companies, designing strategic solutions to complex business problems.
After taking an extended backpacking trip across South and Southeast Asia, Stephanie has pursued a career as a freelance Market Research & Data Expert, providing analyses, guidance and presentations on largely survey and advertising data. Stephanie holds a Bachelor’s Degree in Economics.
Stephanie currently spends her time between various places in India, and her hometown near Toronto.
Jaspreet Kular (She/Her)
Jaspreet has a strong diverse background in International Relations, specializing in Geopolitics and Connectivity, Immigration (corporate, family class, student, and humanitarian streams); and Human Resources Compliance. Currently, she is working on a PhD research proposal examining the tactics and images used by organizations for fundraising drives to benefit populations of the Global South.
The objective of her proposal is to generate images and narratives that disrupt the uneven and colonial power dynamics between the Global North and Global South, without negatively impacting target amounts for donations. The assumption that drives this proposal is that reifying stereotypes of the Global South hinders progress for long-term solutions whereas community empowerment, through narrative and image shifts, could lead to locally-developed, locally-led, sustainable solutions. Jaspreet originally hails from Vancouver and currently resides in the Netherlands.
Ishu Kler (She/Her)
Ishu Kler is a photographer and Social Media Manager at Veza Global. She currently owns and operates a freelance photography company called Ishu Kler Creative where she specializes in branding, portrait and event photography. Born and raised in Vancouver, B.C., her love and passion for photography led Ishu to travel and live in New Delhi, India, where she obtained her Diploma in Photography. She also travelled to Costa Rica in 2015, where she obtained her Certificate in Documentary Photography from Photographers Without Borders.
“My love for stories came from my love of travelling to new places, learning new things and hearing of all the experiences people across the world have had and live. Diversity and inclusion has always been something I have been passionate about, and through my work at Veza I have been able to learn so much about the power that inclusion and belonging have. As a photographer, one of the most rewarding experiences I have is being able to bring out the inner-confidence of my clients. It’s more than taking a photo, it’s listening and working through self-doubt, confidence and my client’s past experiences in their lives. Diversity and inclusion is so important in my work, and I want for people to be able to know that the sky is the limit, regardless of what background they come with.”
Jodi Dodd (She/Her)
Jodi is a passionate writer, editor, and organizer with high attention to detail. Committed to clear communication and integrity, Jodi works with individuals and organizations who are making the world a better place, helping them express their essence and reach more people.
Her experiences in travel, working with equity-deserving communities in other countries, holding space for healing, and studying human behavior for over 15 years have given her a compassionate perspective and open mind to bring more inclusion, belonging, and diversity of thought to all her projects at Veza Global and beyond.
Kelsey Kalyn (She/Her)
Kelsey is a passionate Multimedia Designer & Communications Specialist with a diploma in Multimedia Production and over nine years of diverse design experience in different areas of the world including roles within multinational in-house marketing teams Microsoft and Technetix, marketing agencies and freelance. These experiences have led her to develop strong use of design principles, skills in Adobe Creative Cloud, knowledge in motion graphics and video editing, and knowledge in creating effective communication for a wide range of audiences and cultures.
Currently she is finishing a Bachelor in Professional Arts Major in Communication Studies, a degree program that compliments her multimedia production background with theory and research from the communications field, allowing her to apply her expertise within national and international mass media and communication contexts.
Shreya Seghal (She/Her)
Shreya is currently an IDEA+B Consultant with Veza Global, and passionate about creating inclusive environments for everyone. Shreya has spent 6 years in the Technology industry, focusing on Talent, Operations, and DEI. Shreya’s purpose in life is to help others by making their lives easier and ensuring everyone is treated fairly along the way.
Shreya looks for opportunities to improve processes, and create efficiencies everywhere she goes, with the IDEA+B lens on everything. Most recently, Shreya worked with an edu-tech company, where she was able to blend her passion for creating equal opportunities and inclusive environments for everyone by owning Talent Operations and leading their IDEA+B initiatives.
Shreya has also taken a coaching course through the International Coaching Federation, and loves to mentor her peers. At Veza, Shreya contributes to process improvement and People & Culture related projects.
Manpreet Dhillon (She/Her)
Ranked #15 globally on the 2020 EmPower Ethnic Minority Future Leaders list, Manpreet Dhillon is the Founder, Veza Global. Over the past 15 years, Veza Global has built and supported the implementation of IDEA-B throughout all levels of an organization by applying research-based organizational maturity models and utilizing proprietary assessment technology developed from our international experience. Manpreet has over 20 years of leadership, coaching, human resources, and community development expertise. She focuses on creating systemic change to address institutionalized inequalities through representation from the communities being served.
Manpreet serves as an Ambassador with the Women’s Enterprise Center and as a past Business Coach for Entrepreneurs with Disabilities program. Veza has worked with several notable organizations including UN affiliate: Organization for the Prohibition of Chemical Weapons, UN Women, HR Tech Group, Immigrant Employers Council of BC and Terramera. Manpreet has also led a trade mission of women entrepreneurs to Croatia – one of the first held by a private company to further the mission of increasing export by women entrepreneurs. She has held positions as a board member of Canada India Education Society, liveBIG Society, British Columbia Institute of Technology Alumni Board of Directors, past Board Member of Royal Roads University, and has served on various arts and health boards.
Manpreet received her Masters in Organizational Management as is a Certified Human Resources Professional, Certified in Gender Mainstreaming and Certified Internal Auditor and is a settler, born in Canada with parents from India. She is a contributing author to Chicken Soup for the Soul, and a contributing author to Forbes, Thrive Global, and CHRP People Talk.
Andisheh Fard (She/Her)
Andisheh is an IDEA-B Consultant at Veza Global. She has experience in community engagement, facilitation, anti-racism, anti-oppression, human rights, as well as mass atrocity prevention and response. She holds a Master of Arts in Human Rights Studies from Columbia University and a Bachelor of Arts (Honours) in Political Science with International Relations from the University of British Columbia. She has worked with and volunteered for numerous organizations, including Impact North Shore, Simon Fraser University, the International Coalition for the Responsibility to Protect (ICRtoP), Asia Pacific Foundation of Canada, UN Women in Afghanistan, and the North Shore Women’s Centre.
Andisheh was born in Tehran, Iran and is a visitor on the unceded and ancestral territories of the Sḵwx̱wú7mesh (Squamish) and səlil̓ilw̓ətaʔɬ (Tsleil-Waututh). For Andisheh, inclusion means having a sense of belonging and freedom to be your true self without fear. As an EDIB constant at Veza Global, Andisheh works with clients to embed Equity, Diversity, Inclusion and Belonging across their operations.
John Kehinde Atoyebi (He/Him)
John is an IDEA-B consultant with Veza Gobal. He has over ten years of experience in the justice sector. He worked in a private law firm, as a government counsel and in the Nigerian judiciary, first as a researcher and later as a judicial officer. He led diverse teams in the justice sector and collaborated with relevant stakeholders to promote and protect the human rights of the people. In addition, John has experience in community mobilization, and he has worked with several organizations and communities to create peaceful and inclusive societies.
John is a human rights activist and has taught graduate students International Human Rights Law in the University. He has attended several human rights training in prestigious institutions, including the Centre for Human Rights, University of Pretoria and the Lucerne Academy for Human Rights Implementation, University of Lucerne, Switzerland.
John holds a bachelor’s and master’s degree in law. He was called to the Nigerian bar. He is also a graduate of the Master in Intellectual Property and Development Policy programme, jointly organized by the World Intellectual Property Organization, the Korean Intellectual Property Office and the Korea Development School of Public Policy and Management.
He is an experienced public affairs analyst, a policy researcher and analyst, and a community mobilizer. He is a leadership expert who became exposed to leadership as a teenager. He has since participated in numerous youth-centred programmes and initiatives locally, nationally, and internationally while also providing leadership.
He is a certified IDEA-B professional. His principal motivation for joining Veza Global was to contribute to creating a world where humans will live daily in the consciousness of the truth of their shared Humanity— the truth that every one of us is sacred, has dignity, and has the right to wellbeing in this human experience. As a consultant to Veza Global, he Provides strategies and advice on how to help organizations embed Equity, Diversity and Inclusion in their operations.
To John, inclusion is means that no one is denied the right to enjoy the collective human experience.
John is a visitor to the unceded and ancestral territory of the Musqueam, Squamish, and Tseil-Waututh Indigenous peoples of Canada.
Ramya Kandhasamy (She/Her)
Ramya is a Leadership Training Consultant at Veza. A Change Agent, Ramya has spearheaded several transformational initiatives around strategy, KPIs, marketing, hiring, company culture, processes, employee engagement, and more.
Creating an accessible and inclusive work environment is at the core of every leadership role Ramya has essayed. Her work has helped mitigate bias in business planning and strategy across multiple organizations. She has nurtured innovation through diversity of thought while cultivating a climate for progressive feedback. All this enabled Ramya to build high-performing and super-engaged teams of 70+ individuals.
Her passion for enabling organizations to thrive led her to leave behind a rewarding 11-year career at Yahoo to start her own Strategy Consulting business in 2021 as a new immigrant in Sweden.
Michelle Casavant is mixed heritage, French, Cree-Metis, and Irish from central Saskatchewan. She has been a visitor on the unceded territory of the Musqueam, Squamish, and Tsleil Waututh people since 1997. Michelle has a background and formal training in fine arts, education and law. As a member of the urban Indigenous community in Vancouver for 20 years she has been actively involved in breaking down barriers for Indigenous peoples and students and building bridges with non-Indigenous peoples and communities.
Michelle’s work in Aboriginal law began 15 years ago. She has worked for the federal government for 10 years in numerous roles involving Indigenous peoples and communities: she was part of the legal team at the Department of Justice that conducted the Independent Assessment Process hearings for residential school survivors, she has been a Negotiator with Crown-Indigenous Relations, and managed a consultation team for major projects with Indigenous Services Canada.
Michelle has sat and sits on many boards and committees providing Indigenous perspectives to policies and programming. She has a passion for sharing her culture. Michelle actively hosts Indigenous authors book clubs, cultural competency training, community engagement, and cultural workshops.
Ishu Kler is a photographer and Social Media Manager at Veza Global. She currently owns and operates a freelance photography company called Ishu Kler Creative where she specializes in branding, portrait and event photography. Born and raised in Vancouver, B.C., her love and passion for photography led Ishu to travel and live in New Delhi, India, where she obtained her Diploma in Photography. She also travelled to Costa Rica in 2015, where she obtained her Certificate in Documentary Photography from Photographers Without Borders.
Kelsey is a passionate Multimedia Designer & Communications Specialist with a diploma in Multimedia Production and over nine years of diverse design experience in different areas of the world including roles within multinational in-house marketing teams Microsoft and Technetix, marketing agencies and freelance. These experiences have led her to develop strong use of design principles, skills in Adobe Creative Cloud, knowledge in motion graphics and video editing, and knowledge in creating effective communication for a wide range of audiences and cultures.
