Here's a list of the key points or takeaways from Module 1: Introducing the GEDI-Hub. You can refer to this list at any time.

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• Gateway to EDI: A Workplace Learning Journey is a series of educational resources for anyone who wants to champion Equity, Diversity and Inclusion (EDI) and create meaningful change in their workplace.

• Gateway to EDI: A Workplace Learning Journey captures and honors the legacy of the GEDI-Hub, a project funded by the Government of Canada's Sectoral Initiatives Program.

• The GEDI-Hub operated under Gateway Association for Community Living. They helped small and medium-sized organizations across Alberta build their capacity for workplace EDI.

• Gateway Association for Community Living provides tailored support for persons with disabilities and their families. To learn more, click HERE.

• The GEDI-Hub prioritized three (3) perspectives:

    1) The perspectives of people with disabilities.

    2) The perspectives of Indigenous peoples.

    3) The perspectives of racialized newcomers.

 Statistically, these are the most underemployed groups of people in Alberta.

• 'Inclusive hiring' means seeking out all kinds of different people—people who do not all look the same, talk the same, or think the same—to ensure your organization includes a variety of perspectives and ways of thinking.

• Organizations that are more diverse tend to be more profitable. In fact, a report from McKinsey states that more diverse organizations outperformed their peers by almost 10%.

• Module 1, titled Introducing the GEDI-Hub, provides context. It explains what the Gateway to EDI project is, why we created it, and how it is laid out. This module also explains how the project was pre-dated by the GEDI-Hub.

• Module 2, titled EDI Foundations, is about defining key EDI terminology. It’s also about exploring the three (3) perspectives championed by the GEDI-Hub: disability, Indigeneity, and racialized newcomer status.

• Module 3: Developing an EDI Strategy is about building an EDI strategy that works for your workplace. It takes you through the different components of an EDI strategy, providing insight on things you might need to consider when you go to develop one of your own.

• Module 4, titled Developing an Inclusive Culture, is about creating an environment that is both inclusive and accessible. And by ‘environment,’ we don't just mean the ‘social environment’ or ‘culture.’ We're talking about the built environment, too. This module focuses on both the physical and social spaces in which we work.

• Module 5: Developing an Inclusive Recruitment Strategy is all about inclusive hiring. It provides guidance as to how to write an inclusive job posting, how to conduct an inclusive interview, and how to set up an inclusive on-boarding process.

• Module 6, titled Sustaining Talent, is about retention. Once you have managed to hire diverse talent, how do you retain it? Or better yet, how do you sustain it?

• Almost every video in Gateway to EDI: A Workplace Learning Journey has a corresponding PDF. So, if you would prefer to read about a given topic, you can skip the video and go straight to the PDF.

• The PDF documents include both a summary of what's in the video(s) and a list of resources for further learning.

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Disclaimer: Gateway to EDI: A Workplace Learning Journey resources were created in the year 2024. So, by the time you read, watch, or listen to them, the language used to describe or discuss some of these topics may have changed.

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