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:
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.
See how we can help you support your EDIB Committee