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CCCA_V6No2_InsideEdge-FIN_CCCA_V6No2_InsideEdge.qxd 5/24/12 12:39 AM Page 54 Inside Edge Brave voices Promoting diversity is not just a numbers game. It’s also about ensuring different perspectives are heard. By Anne Giardini Q.C. here’s a story I like to tell about a col- achieved by introducing a new perspective Form alliances Tleague’s hockey league in Vancouver. wears off quickly in all but the most wel- One solution is to help ensure that diver- The league is co-ed, men and women coming environments. It takes extraordi- sity advocates form alliances with each professionals who come out to have fun nary energy and commitment for new other. Examples abound, particularly for playing Canada’s game. entrants not to fall into the institutional women and particularly in larger towns Some of the teams had more men. norms of perspective, succumbing to the and cities. Meeting with people who Those teams tended to win. comfortable security of group think. share your challenges can deliver an injec- So the rules were changed. Teams would Group think is one of the factors that tion of affirmation that can be brought be required to have to have equal numbers led to the financial collapse in 2008. It was back to the role. of men and women. This meant equality almost impossible to work within the sys- Alliances don’t need to be of people who of numbers. tem and also criticize it or rebuke its par- all look alike. I’ve been in situations in But most of the goals were still being ticipants. As a result, the jeremiads tended which I have identified closely with some- made by men. As one wag noted, the men, to come from outside, where they were less one from a different background but who in their (well-intentioned) zeal, “treated likely to be effective. shares a commitment to supporting brave the women like pylons.” Many in-house counsel know first-hand voices. That person’s commitment to chal- So the rules were changed again. From or have witnessed how difficult it can be to lenging conversations strengthens mine. now on 50 per cent of the goals needed to always be the person who sees things dif- I think there is also good news in the be scored by women. ferently, who always raises a different per- fact that our eyes get used to change faster The play was transformed. All members spective, idea, or process, especially if the than our brains. on each team co-operated to set up both recommendation or advice is not taken up The first time I saw a woman newscast- men and women for success. The problem or, worse, dismissed out of hand or not er on television I did a double take. I grew was solved through meaningful inclusion. heard at all. up in a world in which anchors looked like A recognition of the value that different In-house lawyers have the ability and Peter Jennings. But the second time I saw perspectives bring to tackling challenges opportunity to create pathways toward a woman delivering the news, my eyes and and pursuing opportunities has led organi- more vibrant discussions that include ears were primed, and my brain was quick zations to value and promote diversity of recognition of the contributions of to follow. all kinds — gender, race, age, experience, diverse voices. It doesn’t take long to get used to differ- and so on. Diverse persons can feel or be made to ent pitches of voice and different accents, In-house lawyers have a role in pro- feel — especially if they are the only one, and openness to the ideas can follow. moting inclusion inside our own organi- or one of a very few diverse persons — that So, here’s a challenge for us all. zations and within the ranks of the sup- they don’t “get it” or are not team players. What can each of us do to help create a pliers and advisers who provide goods Imagine the world through their eyes. culture that fosters diversity not only by and services. How sure are you of your thoughts? What getting diverse voices into the mix, but As was the case with my friend’s hockey effort does it take to sustain your convic- ensuring they are heard and supported? league, making the numbers more reflec- tions through a five-hour board meeting at What have you done to encourage tive of the talent pool is only part of the a table with nine people who think differ- diverse voices in your organization? work to be done. Something more needs ently from the way you do but similarly to to be done to ensure the value in diversity each other? Anne Giardini Q.C. is the president of is optimized. How do you encourage that person to Weyerhaeuser Company Ltd. and a member of VENTURI+KARPA The “freshness of thought” that is continue to be a brave voice? the editorial board of CCCA Magazine. 54 CCCA Canadian Corporate Counsel Association SUMMER 2012