Inclusive Holiday Planning: How a Diversity Calendar can Transform Employee Engagement

In 2023, we introduced a toolkit that empowered organizations to embrace inclusivity in the workplace all year round. Simple yet effective, our Diversity Calendar empowers organizations to be aware of and observe important cultural celebrations. In this post, we’ll dive deep into the benefits of a diversity calendar and how inclusive holiday planning can engage your employees.

What is a diversity calendar?

A diversity calendar provides a list of non-Western or non-Christian dates celebrated by other ethnic, religious, or cultural groups. Our toolkit’s diversity and inclusion calendar specifically lists major dates observed in Canada, that complement existing statutory holidays. It covers ethnic, cultural, and religious observances, as well as dates significant to equity, diversity, and inclusion (EDI) topics. This cultural awareness calendar is not an exhaustive list but offers a well-researched starting point for organizations to begin acknowledging diverse dates throughout the year. 

Why should I diversify my calendar?

Normalize celebrating diverse holidays

As our communities grow more diverse, so too will our organizations. Diversifying your workplace calendar communicates to employees that your organization acknowledges this growing diversity. Actively observing these dates demonstrates your commitment to building a welcoming workplace. By celebrating diversity at work all year round, you create opportunities for a diverse clientele and future hires to feel included.

EDI is not a zero-sum game 

Including other holidays does not require the removal of mainstream holidays from your calendar. EDI is not a zero-sum game, where one person’s gain is another person’s loss. Instead, think of it through the phrase “yes, and…” For example, your organization can host a potluck in December for both Hanukkah and Christmas or a multi-cultural year-end holiday celebration centred around sharing celebratory meals. By embracing cultural celebrations and diverse practices, employees are encouraged to connect and learn from one another.

Canada is growing and diversifying 

The growing focus on workplace inclusivity in Canada reflects both a commitment to inclusivity and the impact of immigration. Greater inclusivity has allowed racialized groups to share their culture openly at work, school, and society at large. For example, the term “Lunar New Year” now broadly includes various Asian cultures. Using inclusive language ensures all related festivities are recognized while respecting individual traditions.

3 ways to plan holidays inclusively: 

It’s unrealistic to expect everyone to observe every single holiday listed on the diversity and inclusion calendar. However, organizations can gradually introduce important dates to create an inclusive workplace culture. Here are three strategies to engage your employees: 

  1. Observe diverse holidays in-person

Using a cultural awareness calendar allows you to plan inclusive events that recognize various communities. For instance, October is Islamic History Month, Women’s History Month, and Latin American Heritage Month, among others. Attend or support community events, or use the calendar to plan internal observances. Your inclusion toolkit can serve as a reminder to make year-end events more inclusive for all.

Tips for inclusive holiday planning: 

  • Engage employees in event planning to include diverse perspectives.
  • Make attendance optional, allowing autonomy.
  • Host events during work hours to respect work-life boundaries.
  • Centre gatherings around food, not alcohol, to create welcoming spaces.
  • Acknowledge diverse comfort levels by offering choice.
  1. Celebrate diverse holidays online 

Use dates from your cultural celebration ideas for work as a guide for creating content to share internally or online. For instance, in February, you might recognize Pink Shirt Day by sharing personal stories or posting about your commitment to an inclusive workplace. Authentic content helps your organization connect with clients and employees while promoting inclusive workplace culture.

  1. Adjust holiday, vacation and personal time off policies 

Building an inclusive workplace culture involves equitable policies for holidays and time off. Knowing when important dates are approaching helps organizations support employee needs. By adapting policies to include diverse observances, your diversity calendar toolkit’s resources can guide you in designing a workplace that values inclusivity.

Why Invest in a Diversity Calendar Toolkit?

Our Diversity Calendar Toolkit offers a comprehensive resource for fostering an inclusive workplace. Beyond the annual diversity calendar, it includes employee engagement tools, like an Employee Insights Survey, that provide insight into your team’s priorities and interests. You’ll also find expertly crafted holiday posters to boost cultural awareness and ready-to-use social media packs designed to share celebrations and observances online.

Each of these resources supports your organization’s journey toward sustained inclusivity, creating spaces where every employee feels recognized and valued. With a single investment, this inclusion toolkit becomes a lasting asset for your diversity and inclusion initiatives, aligning with your workplace’s commitment to equity and understanding. Get yours today!

Creating Clear DEI Strategy Goals for your Business

The Role of Goals in Recruiting the Best DEI Strategy Consultant for You 

You’ve used a diversity calendar to fill in your social media calendar. You’ve added a non-discrimination commitment statement to your job postings. And you’ve even taken the next step and proposed a budget for making diversity management and respectful workplace training a priority. But there’s something that just isn’t bringing it all together in your organization. 

It is common to employ the services of a DEI consultant in order to achieve your organization’s goals related to inclusion and diversity. This can come with challenges, and can take a significant amount of time and resources to do, if you want to do it right. It will help you in your search for the best consultant to help you, if you already have an idea of what your goals are! 

Often, we see orgs get caught up in the wave of options they can choose from when it comes to finding a consulting team , because they have no idea what they want to accomplish! In this post, we will go over some ways to prepare your DEI goals to help you, and help your future consultant get off on the right foot. 

An exercise that can help you get started is to SOAR: identifying your Strengths, Opportunities, Aspirations, and desired Results will start you off with a concrete starting point for developing your leadership training and inclusive workplace practices. SOAR Analysis is one of our favourite models for leadership teams to use when determining where their priorities for DEI strategy work. 

Soar Above Your Status Quo

First, we start by identifying strengths. Strengths are anything you already know that you are doing well, or practices that are producing the results you want for your company. Consider how you can leverage these strengths for the work ahead! Maybe you already have a system in place for providing personal development to your employees at work. Or perhaps you exceed the minimum requirements for sick time or pay in your industry or locale. If your company has a thriving social organizing committee to support employee morale, that could be a strength, too! 

Think about what those strengths are, and how they contribute to your organization’s inclusion and diversity as it currently stands. There is always room for improvement, but it’s just as important to recognize what is already working. 

  • What are we already doing well? Why does it work for us/our teams?
  • What makes us unique as an organization? What do we offer that our competitors cannot or do not?

Opportunities can be just about anything! For this part of this exercise, consider any of the gaps you might see in your industry as a whole. Is there a service or program that doesn’t exist, but could serve you or your clients better? Are there any ideas that have never gotten off the ground, but which you want to prioritize going forward? Maybe you have some natural culture leaders you know you can get onside with new initiatives to ease the adoption and change process right away. 

The “O” in the SOAR Analysis also gives you a chance to reframe any obstacles you may have recognized in your work, into possible goals to overcome. You can also look for these opportunities in anything you or your organization has received feedback about, especially from your clients or employees. If we are thinking about inclusion or accessibility, maybe it’s something obvious and tangible, like making entrances to your building more physically accessible. It could also be something more complex, like increasing the diversity of your leadership or c-suite employees. 

  • Where have we struggled to improve?
  • Whose voices are underrepresented in our organization? Where should we strive to include them?
  • What would need to change to add to our list of strengths? 

What are your organizational Aspirations? An aspiration is a dream, a north star. It is specific, but not binding; it should be motivating, and capture the spirit of your hopes for the company or organization. Identify your aspirations as the values you hold the highest, or the vision you have for the world as a result of the work your organization is doing. It can be helpful to use the Strengths and Opportunities that you already listed, and use them for inspiration as well. 

  • Which of our Strengths and Opportunities feel the most important, or motivating to our work? 
  • If you could travel to the future, what would you want your company to be known for? 
  • What is the reputation of the organization now, and what would you change about it if you could?
  • What are we already doing now that supports these aspirations? What are programs or initiatives that do not align with those values? 

Finally, think of the Results as a step backward from your aspirations. If your Aspirations are like your North Star, then Results are the pathway and the memories you gained along the hike. They would be the trail map you used to navigate, the supplies you packed into your backpack, and the gear you chose to support yourself on the way to the summit. Each of your Results will help you create the framework for the way your organization will need to change in order to support your Aspirations, and make the most of your Opportunities and Strengths.  

  • If your organization was known for X, what programs or practices would be in place to support it?
  • What needs to be changed in order to shape this future version of our company?
  • What does it look like to be doing X? 

Doing this kind of reflecting activity with your team prior to choosing a DEI consultant can help you find the one who will fit your needs best. At this stage, you are not trying to set your detailed targets or training yet: your DEI consultants can help you with that! 

If you are having trouble getting through this exercise as a team, it could also be beneficial to make that the outcome you want from a DEI consultant — and that’s okay, too! Whether you’ve done this exercise already and want to take the next step, or you need some helpful group facilitation to get you started, MT Consulting Group can meet you there. Visit our website for more information on a free initial consultation, or to find out more about our training cohort programs! 

Compatibility and your DEI Consultant: 3 Key Considerations for Your Organization

It can be challenging to find the right fit when it comes to any new hire or contractor. With DEI Consultants, because their work can affect your business or organization in a wide variety of ways, compatibility is even more important. Whether your goals are to prevent discrimination in the workplace, or implement DEI training as a standard practice at your new business, the success of these goals will depend on the right fit of the professionals you engage to get them started. 

Shopping around for a DEI consultant will include assessing compatibility and the consultant’s ability to understand and address your unique challenges. Compatibility might look like:

Know What your Inclusive Workplace Priorities Are

There are countless ways to approach equity, diversity, and inclusion — so customization and flexibility are always an option! Based on your priorities, evaluate the consultant’s ability to tailor DEI solutions to meet your organization’s unique needs and challenges. 

Are you looking for leadership or management training for your most senior staff, or something more holistic for the entire organization? Will you be more interested in group facilitation, or development of asynchronous training resources? 

Consultants who demonstrate flexibility and adaptability in designing interventions will generally have more success: every learner and company will resonate with different approaches in a variety of ways. Details like these, as well as the length of time you want to engage the consultant, and your budget can factor in, as well. If you aren’t sure about where your priorities need to be, consider starting with an initial consultation (often free or low-cost), and use that to inform your next steps. 

Match Your Values with Your DEI Consultant of Choice 

The nature of DEI work makes it highly influenced by a facilitator’s professional, and sometimes even personal, values. So when it comes to choosing the right consulting team, you need to make sure there is some matchup! For example, if your organization is hoping to improve inclusivity initiatives and policies related to antiracism, it would be prudent to work with a consultant with antiracism as part of their core practice. In another case, if your highest priority is to make your business profitable, a consultant who specializes in inclusive for-profit business practices will suit better. 

While interviewing or meeting with potential DEI consultants, assess how well the consultant’s approach aligns with your organization’s mission and values. For those just starting out, a leadership program or some coaching from a professional can also help you narrow down your core values, to make this even easier. 

Is your DEI Consultant Committed to Continuous Improvement? 

Working with a consultant who is committed to ongoing learning will make them that much more likely to be able to fit your needs. With sensitive topics like discrimination and inclusion practices developing quickly, it will be in your best interest to work with someone committed to staying abreast of trends and emerging challenges.

This kind of leadership and growth-mindset will also mean that they are more likely to be adaptable when faced with unexpected challenges or resistance to change. An effective consultant team will have storied participation in industry conferences, and contributions to scholarly publications or research in the field. Use these as criteria to narrow down your list of consultants to interview. 

For even more tips, see our earlier post on three easy steps to finding the right one for your organization. Or, if you’re ready to get started already, you can book a FREE consultation with MT Consulting Group right away! We specialize in education based in decolonization, antiracism, and lived experiences. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram

A DEI Consultant: How to Find the Right One in 3 Easy Steps

For businesses looking to successfully implement inclusion strategies, it is imperative to hire experienced and professional partners. But when it comes to hiring a diversity, equity, and inclusion (DEI) consultant, where does one start? 

If you aren’t sure how to get started in the process of hiring DEI consultants, we’re here to break it down for you. Whether your workplace inclusivity project is a proactive approach or in response to discrimination in the workplace, here are the three steps to take when shopping for DEI consulting. 

Step 1: Assess your DEI needs

When it comes to any kind of project or hiring endeavour, it is imperative to start with goals. DEI strategy is no exception! Get started by conducting an internal assessment to identify gaps and areas for improvement. For example, solicit feedback from clients on how they could be served better by your business; or provide staff with the opportunity to confidentially provide their insight on ways that their superiors could improve their experience working for the company. 

From here, it will be easier to determine specific DEI goals and objectives, which align with your organization’s mission and values. This also ensures that you will be able to make changes that are relevant to your business or organization, and have a direct impact on its overall longevity. 

Common challenge: Often, organizations struggle to clearly articulate their DEI goals and objectives during their consultant search. This leads to confusion during the selection process and can affect the effectiveness of the consultant’s work. 

The MTCG Approach: MT Consulting Group are experts at conducting comprehensive DEI assessments and audits. So if your goal is to, well, figure out your goals, we can do that! Through workshops and consultations, we can help you clarify your business’ specific needs and DEI priorities, and develop tailored strategies for achieving them. 

“MT Consulting are great strategic planning strategists. The workbook they shared as part of the process was clear and thoughtful and helped us move through the day in collaboration and action.”

Step 2:  Research and Identify Potential DEI Consultants

Use what you have at your disposal: online networking platforms, your professional networks, and other referrals can yield you a long list of potential DEI consultants. You can even start by simply searching “DEI consultant” plus the name of your city or area to see who you can look into, locally.

You may be surprised to find that there is a great diversity of expertise and approaches that DEI professionals can take! Using your list of preliminary equity goals, evaluate service providers based on their expertise, experience, track record, and approach to DEI initiatives. Some facilitators and consultants will be better suited to working with organisations of a particular size, or have specialisations in specific areas of diversity, equity, and inclusion.

Common Challenge: Options, options, options! It can be challenging to navigate the vast pool of DEI consultants out there, to find the one who fits your values and needs in the right way.

The MTCG Approach: MT Consulting Group was founded by experts. With our decades of expertise, we have developed a rigorous vetting process to be able to identify and recommend the best DEI consultants to address the unique needs of each of our clients. We recommend consultants from our extensive network with proven track records of success and a deep understanding of diverse industries and organizational cultures.

Step Three: Conduct Initial Interviews

When you have narrowed down your options to a reasonable number, contact and schedule introductory calls with your chosen consultants to discuss your needs, and determine compatibility.

Some consultants may charge a fee for an initial goals consultation; others may not. Either way, everyone’s time is valuable, so it is important to be prepared. Before any of your interviews, prepare to talk about:

Your tangible problems or goals: consultants can’t fix the whole world and can’t read your mind. While they can help you refine your goals after contracts are signed and work begins, it will be impossible to know whether the consultant is the right fit for your goals if they don’t even know what those goals are to begin with!

Your budget: DEI work isn’t free – expertise and strategic direction comes at a cost. Resources will be required to make meaningful progress. Many consultants can offer a variety of services to suit many kinds of clients and budgets.

Your values: Assess how well the consultant’s approach aligns with your organization’s mission, values, and DEI goals. Look for consultants who prioritize inclusivity, collaboration, and sustainability in their methodologies.

Preparing this information beforehand, such as in an executive report or a summary document you can refer back to (or even provide to your interviewees during the meeting) can help keep the conversation focused and help everyone start to assess compatibility.

“We have never been so unified in our mission and vision, and we have never understood our organization and roles within it more clearly. I can’t recommend the MT Experience enough!”

Additional factors to consider during your initial interview meetings include:

Customization and Flexibility: How much can the consultant tailor DEI solutions to meet your organization’s unique needs and challenges? Do they offer services that will realistically fit your budget?

Continuous Improvement: Ask about their commitment to ongoing learning and evolution in response to emerging DEI trends and best practices. What is their approach to feedback? Do they regularly engage in learning opportunities to keep their practice fresh and relevant? How do they bring their learnings into their facilitation and development?

Finally, and most importantly, bring the decision maker(s) for your organisation to these interview meetings. Often, key details are lost when conveying information through multiple layers of management or committees. By having the individual(s) who will ultimately decide whom to contract to the interviews, they will have the best indication of which consultants to hire, and get the work started sooner rather than later. 

Common Challenge: It’s normal to struggle with determining the metrics for success when it comes to DEI initiatives, or measuring the impact of the changes you will implement to make your organization more inclusive. 

The MTCG Approach: At MT Consulting Group, we work collaboratively with our clients to outline and develop key performance indicators (KPIs) to track progress over time.

Through ongoing monitoring and evaluation, we help organizations quantify the impact of DEI efforts and make data-driven decisions to drive continuous improvement. 

Ready to get started on your DEI journey? Book your FREE consultation meeting, to learn more about our approaches and our team today! 

4 Themes of Celebration: National Indigenous History Month 2024

Since 2009, June has been designated as National Indigenous History Month in Canada. This month is important because it demonstrates a commitment to communities of Peoples who have lived on Turtle Island for millenia. 

As an agency committed to the values of reconciliation and cultural safety, we at MT Consulting Group strive to recognize significant dates in Canada’s history of colonization and violence against First Nations, Métis, and Inuit communities. Through our work, we also strive to foster cultures of learning, and support local, Indigenous-owned businesses in our own communities. We are not just DEI consultants: we are conscious that our Indigenous allyship must be a common, everyday practice. 

In 2024, National Indigenous History Month will feature weekly themes. Here’s how we are planning to celebrate, learn, and connect to Indigenous past, present, and future to match each theme. Most of these activities and resources are free or low-cost, so we hope you will be able to find some things to do this month, too! 

June 1 to 9: Environment, traditional knowledge and territory
June 10 to 16: Children and youth
June 17 to 23: Languages, cultures and arts
June 24 to 30: Women, girls and 2SLGBTQI+ people

As we acknowledge National Indigenous History Month, we are reminded that true Indigenous allyship extends beyond temporary celebrations—it requires a steadfast commitment to learning, understanding, and acting. At MT Consulting Group, we believe in the transformative power of diversity and inclusion. Our dedication to these principles doesn’t just enrich our understanding of Indigenous cultures; it drives our DEI consultancy to forge meaningful partnerships that reflect these values.

We collaborate with and refer Indigenous experts who design customized training sessions that illuminate the rich tapestry of Indigenous history and contributions, and who develop inclusive policies that resonate with and respect Indigenous communities. Our commitment is to support Indigenous-led partnerships that are built on respect and reciprocity, ensuring that the voices and leadership of Indigenous consultants are at the very forefront of our collaborative efforts. Ask us how we can support your organization today. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram

Chief Diversity Officers are the Key to DEI Success 

Drive inclusion with strategic diversity and inclusion consulting

Equity, diversity and inclusion (DEI) are hot topics in the modern workplace. But for it to be truly successful, companies and organizations must be strategic, and prioritize the work appropriately. A Chief Diversity Officer should play a key role in that strategy.

Maybe you’ve engaged DEI consultants for workshops in the past, or attended a DEI strategy presentation at a conference that made you excited to bring what you learned back to your workplace. Effective DEI work cannot be done by one person alone: strategic planning, change management, and implementation require intention, dedication, and strong leadership. It would be very difficult for one person or team to take this work on while balancing other primary goals or outcomes. This, unfortunately, is often the case, where organizations create committees out of existing team members, adding to their workloads. 

If your organization already has a team made up of diverse individuals, it may feel easier to approach the work of DEI this way. We argue that this is an unsustainable approach! Making equity and inclusion work a strategic priority for your organization must include a dedicated officer, because it can be a huge undertaking to create and implement an effective, sustainable plan over time. 

This is where the role of a Chief Diversity Officer (CDO) is the key. A CDO’s typical duties will include creation of a DEI plan, consultation with the organization to determine its goals, and advising senior leadership to promote the success of the plan. An effective CDO will drive change, lead (sometimes sensitive) discussion, and push follow-through on actions for the organization to create a more inclusive work environment. 

Hiring a Full-Time Chief Diversity Officer (CDO)  

A traditional hire is a solid option for an organization looking to demonstrate their commitment to DEI work, starting from their organizational chart. Creating a position can be a good way to set up a business to have a long-term staff member dedicated to the strategic plan. This method is also easier to quantify in reporting, based on the number of hours or other resources used to hire and support the person in the role. 

This option can also have its drawbacks. It can be quite costly to create, and hire, a brand new position: in order to attract a highly talented candidate pool, industry standards can range from $135k to $275k annually — that’s before benefits, and does not include future adjustments for inflation or job performance. 

Finally, fitting a DEI specialist into a hierarchical structure can make the work more challenging. Conversations about equity can be sensitive, and crucially involve vulnerability and care that may be undermined by an organizational structure that places a CDO under the supervision of more senior staff, particularly at the outset of strategic planning. A person whose job can be affected directly by the people they are trying to educate can skew their ability to do their work effectively: DEI work is most effective when even the most senior members of an organization are involved in addressing inequalities, and implementing changes. 

The good news is, there is a solution to combat this particular challenge. 

Fractional CDOs — an alternative approach

A Fractional Chief Diversity Officer (FCDO) is a contractor — potentially a team of contractors — hired by an organization to guide their diversity and equity initiatives. Rather than creating a new role and trying to shoehorn them into an existing org chart, engaging an FCDO can provide an easier way to get a business or organization’s DEI work off the ground.

An FCDO is a consultant without the restraints of hierarchy, because they are naturally excluded from that dynamic. Their job is to bring a third-party perspective, informed by their expertise and experience. By using a contract-based approach, the autonomy and impartiality of the CDO’s position can be leveraged more effectively. This method also allows for increased flexibility, because you can choose to hire them for a specific project or time frame: the scalability of this approach makes it highly accessible to organizations of various sizes.

You can also think of contracting a Fractional CDO as a kind of “try before you buy” approach: if your goal is to eventually have a permanent position for this work, an FCDO can be a first step towards creating a structure that supports the long-term fit of such a role. An FCDO can even help identify existing talent in your organization, and help to train and coach them to be successful in a permanent CDO position. 

At MT Consulting Group, we are Canada’s sole provider of Fractional Chief Diversity Officer services. We understand that every organization faces unique challenges on their journey toward diversity, equity, and inclusion. Our Fractional CDOs stand as strategic partners, and we are ready to work with you, wherever you are with your organization or business goals. 

Learn more about our services and book your free consultation with us today by visiting our website. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram

Addressing Body Image Concerns: How to Start Conversations in the Spa

In the spa and wellness industry, to create an inclusive environment is to openly encourage and support people in intimate ways. For clients with body image concerns, comfort and personal care are vulnerable experiences. But if you handle with empathy and compassion, your spa environment can improve not only physical wellness, but mental health and self esteem as well!

Particularly as you work to create a quality spa that enthusiastically welcomes clients of all sizes and shapes, it is paramount that you are ready to provide care through sensitive, supportive, and non-judgmental conversations. Here are our top ways to do just that in your business, and in your everyday life!

1. Creating a Body Neutral, Judgment-Free Zone

Cultivate a welcoming, non-judgmental atmosphere in the spa. If you choose to have artwork or other visuals in your space(s), assess the diversity of bodies being represented in the pictures. Besides race, is there a variety of body sizes, visible disabilities, or even age represented in your artwork? Consider replacing photos or artwork to quietly demonstrate welcoming diversity at your spa. 

Approach body image discussions with sensitivity and empathy. Especially when talking about physical needs, body shape, and size, let the client take the lead on how they prefer to describe their body. If a client is self-deprecating, avoid dismissing or minimizing their feelings. Instead practice body neutrality, by focusing on the goals of the treatment they came for, or reassuring them that the space is meant to be safe for everyone.  

2. Initiating Open and Supportive Dialogues Around Body Image

Foster open dialogue with your clients by asking thoughtful questions. Some examples to get you started include:

  • How do you feel in your body today? 
  • What helps you feel comfortable or relaxed? 
  • What are you hoping to feel after your treatment? 
  • Where on your body do you want me to focus on during our time together? 

Listen attentively to clients’ concerns, remembering that their responses are invaluable feedback for your subsequent interactions, and future patrons. 

Provide informative explanations to empower clients in making comfortable, informed choices during treatments. Remember to be realistic about what you are able to provide for them: for example, it’s easy enough to replace a piece of artwork or play different music at the moment. But if someone tells you they find it hard to climb steps at your doorway to get inside, maybe it’s time to start setting aside money in your spa business plan, to install a ramp in the future. 

3. Tailoring Inclusive Wellness Services for Client Confidence

The best way to tailor treatments to boost self-confidence and address individual body image concerns is by involving clients in the process. They are the experts on their own experience, after all! Work with them to create personalized plans for future appointments, and provide post-treatment guidance for ongoing positive body image. 

Remember that everyBODY is worthy of a positive spa experience, always. It’s not your job to actively change people’s perceptions of themselves, but you can help nurture more positive body image and self-esteem at your spa. Part of holistic health includes the mental, and this can in turn boost your spa sales and success! 

For more examples of how you can create more inclusive spa concepts, and celebrate body diversity in your spa business. For more strategies and solutions, see our blog posts on how to talk about bodies neutrally, and three easy ways to make your spa more inclusive. When you are ready to grow your business and harness the power of diversity and inclusion to expand your clientele base, visit us at LargerLuxury.com for our expertise and training. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram

Easing Gender Transition in the Workplace, Part III: Language Matters 

A quick guide on terminology and inclusive language at work

If you are part of a team that includes someone who is going through a gender transition, this series is for you! Today we are going to cover some terminology that is good to know when practicing LGBT allyship, which is highly important when supporting someone going through transition. 

Language can evolve quickly, and it can at times be challenging to keep up with the most appropriate and widely accepted terminology. It is key to good allyship to keep an open mind and remember that feedback from others is one of the greatest ways for us to learn and be allies to people who are different from ourselves. 

Recall from Part I that when talking about your coworker’s gender identity and transition, follow their lead about the language they are using to describe their experience. They are, after all, the ultimate expert on their own identity. In Part II we covered some of the basics for preparing other staff members to welcome the transitioning employee’s new identity in a kind and informed way. Today we are going to cover some definitions and terms that are good to know about when practicing allyship with your trans coworkers (and others!), and answer some common questions that may arise as well. 

Note: The terms covered in this blog post are for general knowledge and best practice when talking about gender transition more broadly. Always defer to the language and terminology someone is using to describe themselves and their own experience when talking about them specifically. 

Supporting employees in gender transition starts with using gender inclusive language

Some basic terms to start with:

Assigned gender, gender assigned at birth: Typically determined by a doctor and/or parents of the person according to their physiology. This also typically informs how the person is socialized as they grow up, according to socially normalized, gender-based assumptions. 

Cisgender: an adjective which describes someone whose gender identity aligns with the gender they were assigned at birth. 

Transgender: an adjective which describes someone whose gender identity does not align with the gender they were assigned at birth. It is also appropriate to shorten this word to “trans”, for example: “Alex is a trans person”, or “Evelyn is trans.” Alternate terms someone may use to describe their gender include (but are not limited to) gender fluid, gender non-conforming, non-binary, agender. 

It is also highly important to remember that trans/transgender are adjectives, meaning they describe people or communities. Using “transgender” as a noun is derogatory. 

Transition: In the context of gender, transition is the change people make from identifying with the gender they were assigned at birth, to living in a way that affirms the gender identity that feels true to them, if there is a difference. 

Pronouns: These are the words that we use when referring to a person not by their name, in a way that also aligns with their gender identity (if we know it). For example: “Alex brought a salad to the potluck; make sure to give back their salad bowl before they leave!” or “Sarah dyed her hair over the weekend.”  Note that someone’s pronouns are the correct way to show them respect and refer to them accurately; a person’s pronouns are not preferred, they simply are. 

Affirmed name: This is the name that a person chooses to use instead of the name they were given at birth. It may be different from their legal name for a variety of reasons. This is also not exclusive to trans people: think of anyone you know who goes by an alternate name or a nickname — this could also be considered an affirmed name. Alternate terms for this include: chosen name, true name.

Deadname: This is the name that a trans person was called before they changed their name. Generally speaking, a deadname should never be used when talking about or identifying a trans person. Exceptions may be required if the person has not legally changed their name, such as on government documents or other official paperwork. Whenever possible, support and affirm the use of the trans person’s chosen name. 

At the end of the day, don’t sweat the small stuff. It may take time to (re)learn someone’s name and pronouns, and it is likely that you or your colleagues will make mistakes along the way. Give yourself and others the benefit of the doubt while you work on learning together. 

If you are searching for more ways to create and support an inclusive workplace for all, MT Consulting Group can help! Browse through our website for resources and information on our offerings for assessments, training, and more. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram

Easing Gender Transitioning Employees, Part II: Preparing Their Peers 

Inclusive workplaces are a team effort in LGBT allyship

By taking on the task of (re)introducing concepts like gender transition, gender identity, and gender expression in a general way, managers can take some of the burden of educating others off of the employee who is transitioning. Because gender transition can be a stressful, vulnerable time in a person’s life, this is a significant way to support your staff’s overall wellness at work. 

In Part I, we gave some starting tips for managers to work with the employee who is undergoing a gender transition, themselves. In today’s post, we are focusing on the conversations that managers and supervisors need to have with the colleagues and coworkers of that transitioning person, to ensure a safe and welcoming workplace can be maintained every step of the way.

Remembering boundaries in an inclusive workplace

It will be useful and important to refer back to the action plan set with the employee going through gender transition to decide who needs to be informed, and how they are included in the process. They may also prefer to disclose their transition to a few trusted colleagues first; this is their decision, and should be supported in doing so. 

Following this, a best practice is to host a group training or professional development session, one to two weeks before the date set by the transitioning employee to be officially recognized by their new name and/or gender identity. This gives time for sensitive conversations or consultations to occur for staff who require additional training or support.

The topic of gender transition can bring up strong feelings in some people — as much as possible, those feelings and any general questions about gender transition should be handled by persons other than the transitioning employee, who will already have to handle additional stress in other contexts. In some cases, it may be best to hire a third party organization to help provide this training support for confidentiality purposes. 

First Steps: Reiterating Your Company Inclusivity Statement and Policies around Gender Transition

Call a meeting with members of the organization who work closely with the gender transitioning person. Start by reviewing your company inclusivity and diversity statement and/or policy, and commitment to upholding the values set within it. It is especially crucial to demonstrate cultural buy-in to the inclusivity policy from senior members of the organization: the impact of their responses and general support can go a long way in upholding standards of respect and tolerance among the rest of the staff. 

It can be effective to host a discussion that invites participants to reflect on what it means to them to have their identities and rights protected and respected at work. Personalizing this (re)introduction to the policy and ethos of the company can help build empathy amongst your team members, which will ease the overall changes occurring. 

Narrow it Down: Gender Expression and Identity

From here, gauge the general understanding of gender identity and expression. What does it mean to present (or express) one’s gender? Answers to look for can include dress/clothing, makeup, and pronouns, among others. 

Identify and re-introduce the employee going through their gender transition. Allow them to provide whatever amount of detail about their transition to the group as they are comfortable. For example, what their new name is, which pronouns they want others to use to refer to them, and anything else they feel is important for their colleagues to know. 

Using their new, affirmed name and pronouns is part of the care they deserve to be shown by the people around them. Just like when practicing to include pronouns in your personal introductions, it just takes practice! Remember that honest mistakes happen, and collectively affirm that it may take some time for everyone to get accustomed to the transitioning person’s new name and pronouns. However, it is important to be wary of continued use of a trans person’s former name (also known as a “deadname”) and pronouns over time, which could be considered harassment and should be handled as such under any relevant procedures.

And that’s it! If you are looking for support in planning or facilitating training on gender-based inclusivity, or need diversity professionals to help answer your employees’ questions about gender transition, MT Consulting Group can help. Book a consultation with us today to provide immediate feedback and develop actionable next steps. 

Nurturing Inclusive Wellness for All

Understanding the Intersection of Mental Health and Body Diversity in Inclusive Wellness  

There are many links between mental wellness and physical wellness: feeling good in your body can boost your mental health, and vice versa. Consider the effect of wearing comfortable, flattering clothing on your mood, or the euphoria brought on by endorphins after physical activity, and you will know what we mean! 

The impact of weight stigma and anti-fat bias on inclusive wellness

Additionally, stress has been proven time and again to have negative effects on both physical and mental health outcomes, such as lowering immunity and resilience to hardship or illness. For people in larger bodies, there are even more pressures, stressors, and challenges than the average person, which can affect day-to-day stress levels.

Weight stigma and discrimination, for example, typically increase stress levels, lower self-esteem, and often prevent fat folks from seeking any kind of physical care, from medical appointments to massages. It is all too common for concerns to be dismissed by health professionals because of a client/patient’s size or weight. Socially, fatness is frequently (though falsely) equated with poor health — despite research showing that it is not only possible, but common, to be healthy and fit at higher body weights! 

The spa business plan: creating inclusive experiences

Spas and clinics offering supportive wellness treatments like massage and acupuncture have a unique opportunity to combat anti-fat bias. In an inclusive wellness setting, spas can reduce stress and start to improve clients’ health from the moment they arrive. 

Take our example of wearing comfortable clothing again. In a spa setting, comfort is key to creating a relaxing and rejuvenating appointment. This could mean investing in robes, table linens, and towels in a wider range of sizes so that clients with larger bodies can also have dignified, warm, and luxurious experiences between treatments or spaces in your spa.

Beyond physical comfort, incorporating inclusivity in your spa business plan involves thoughtful consideration of the entire client journey. This can include providing sizing information on your website, or accommodation requests as part of your appointment booking process, and ensuring that all staff members are training in creating a welcoming environment for clients of all sizes. 

Enhancing wellness with inclusivity

These kinds of inclusivity practices in your spa business plan can go a long way in reducing body-image related stress, anxiety, and mental load on your clients, by simply removing the potential opportunities for them to feel excluded in the first place. Taking these questions of fit and inclusion off their minds can free up mental space to focus on other goals or priorities for their appointments instead. No matter their size or shape, everyone deserves to feel welcome and accepted, especially when they come to the spa! 

These inclusivity practices not only benefit clients but also contribute to the overall success of your spa business. By prioritizing inclusivity, you open your doors to a broader clientele base and create a reputation for being a safe and welcoming space. Clients who feel comfortable and respected are more likely to return and recommend your services to others.

By integrating inclusivity into your spa business plan, you are not only fostering a healthier and more positive environment for your clients but also contributing to a more equitable wellness industry.

For more examples of how you can create more inclusive spa concepts, and celebrate body diversity in your spa business, see our blog posts on how to talk about bodies neutrally, and our three easy ways to make your spa more inclusive. When you are ready to grow your business and harness the power of diversity and inclusion to expand your clientele base, visit us at LargerLuxury.com for our expertise and training. 

Kristin Michelle is a small-fat, feminist, freelance writer. She can be found reading, writing, and fibercrafting at [at]ramblereader on Instagram. 

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