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The experiences of first-generation immigrants, particularly racialized people, are full of such stories.
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At my desk, however, she started instead with, “Where are you from?” She continued with a sarcastic comment about my country of origin and walked away. The time arrived and this manager took a tour of our office, stopping at every desk for a short while, asking each person what they were working on. Taking the impending visit seriously, I crafted my pitch and rehearsed it. One day towards the end of my fellowship, a high-level manager from the head office was to visit us, and everyone needed to be at their desks and prepared to present their work. While still a student, I convinced a firm to offer me a fellowship, while still a student to support their research and development. I was young, ambitious and looking for new horizons. In 2012, I was a brand-new landed immigrant in Canada and a fourth-year PhD student. Great! But how good is our current synthesis of the EDI principles? How do we orient future policy activities towards those principles?
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EMBRACE DIVERSITY PROFESSIONAL
It appears there is goodwill to unearth and address the root causes of inequality, as EDI has now become a trio of principles being embraced at various levels of government, academia and professional organizations in North America. These challenges, sadly but not surprisingly, afflict academia and professional environments as well, which typically champion change for a better future. last May have revealed once again the deep-seated challenges society faces in aspiring to equity, diversity and inclusion (EDI) principles. The uprisings in the wake of George Floyd’s tragic death in the U.S.