Case Study: Empowering Equity and Inclusion at Mohawk Students’ Association through Equity Sequence®
Mohawk Students’ Association (MSA) stands as a beacon of empowerment, dedicated to ensuring the success of every Mohawk student and fostering a community built on inclusivity and support. Led by the Executive Director and a dedicated Student Board of Directors, MSA operates as a Non-Profit Organization with a steadfast commitment to its values: Student Driven, In This Together, Believe it’s Possible, Foster Belonging, and Storytelling. In the spirit of continuous improvement, MSA embraced Equity Sequence® as a transformative tool to enhance diversity, equity, and inclusion (DEI) efforts within the organization.
Equity Sequence® Journey
MSA’s commitment to DEI was amplified by changes in senior leadership, leading to a focus on EDI in their 2021-2025 Strategic Plan. Recognizing the need for a holistic approach, MSA chose Equity Sequence®, a unique framework of five key questions, to instill inclusivity and empathy in their decision-making processes.
Equity Sequence® Applications
Since its introduction at the Association, Equity Sequence® has been applied to decision-making in a variety of areas including, but not limited to:
Recruitment, hiring, orientation and onboarding
Events and campaigns
Wage decisions
Ensuring inter-departmental equity
Conflict resolution, training, all levels of decision making
The implementation of new systems, programs etc.
Committee or Project work: Social, H&S, Work Culture, Spaces, Journey to Leadership, and Clubs & Communities
Policies (through a non-punitive and values-alignment lens)
Perks policies, and
MSA in motion
Case One: Living Wage Initiative
Background: The decision to become living wage certified arose from a critical evaluation of the minimum wages offered to students by the MSA. The realization that students, the very reason for the association's existence, were receiving only basic support sparked a desire to do better. Historically, student wages were often lower than the living wage for the region, reflecting a flawed perception that the contributions of students were perhaps less valuable, or that the inherent value in being educated mitigated the expectation of fair market compensation.
Rationale for Change: The student association represented over 15,000 students, and ensuring equity for them in the outside world was imperative. It was observed that many international students were being paid under the table, unaware of their rights and safety standards. This dire situation highlighted the need for equity within the student body, which led to a profound question: How could the association make a difference for each student, empowering them to create positive change?
Questions and Decision-Making: The association reviewed their approach through the lens of the Equity Sequence® framework. The Equity Sequence® helped the MSA see a misalignment with the association's core values. Despite the challenges posed by the ever-changing living wage standards, the association decided to pursue this living-wage initiative, driven by the real needs of their struggling students.
Benefits and Opportunities: Becoming a living wage employer aligned with the association's commitment to Equity, Diversity, and Inclusion (EDI). Students directly benefited, gaining economic stability and a sense of value. By setting an example, the association aimed to level the economic playing field and increase student representation. Moreover, the association's advocacy efforts influenced other student associations across Ontario, encouraging them to follow suit. Centennial College, for example, sought guidance from the association, demonstrating the initiative's impact beyond their campus.
Realization and Impact: The MSA realized that all their processes - not only those dealing with wages - needed continuous evaluation and equitable innovation. This realization led to a transformative change in the association's decision-making approach. By challenging existing norms and advocating for a living wage, the association achieved remarkable outcomes. Notably, they efficiently filled job positions with qualified candidates through a single job fair, a stark contrast to the prolonged recruitment struggles of the previous year. Additionally, in an effort to expand equity more broadly, unsuccessful candidates were engaged with afterward, and provided with information about other opportunities to get involved and stay connected with the MSA for future opportunities. The initiative ultimately raised awareness at the College level, prompting a reevaluation of existing practices.
Quantifiable and Qualitative Impact: The impact was both quantifiable and qualitative. Quantitatively, the association's recruitment process significantly improved, saving time and resources. Qualitatively, the initiative instilled a sense of value and dignity among students, fostering a supportive and inclusive campus environment. Furthermore, the association's advocacy efforts resonated far beyond their campus, sparking conversations and inspiring change in the wider educational community.
“We were able to get all needed candidates to fill our position from one job fair when last year we spend 4 months trying to recruit and fill positions”
The decision to pursue living wage certification was a testament to the association's commitment to its students and core values. By addressing inequities head-on, the association not only improved its internal processes but also became a catalyst for positive change within the larger educational landscape. But the equitable innovation and inclusive decision-making doesn’t start or end with the living-wage decision…
Case Two: Inclusive Recruitment (summary)
MSA reimagined their recruitment process using Equity Sequence®. By involving a diverse group of staff in hiring decisions and emphasizing alignment with organizational values, MSA attracted candidates who shared their mission. The revamped process not only diversified their team but also fostered an inclusive culture.
Outcome: Through Equity Sequence®-driven recruitment, MSA successfully hired a diverse pool of candidates, enhancing the organization's inclusivity and enriching their team’s perspectives.
“The work these students are doing to engage other students has been beyond our expectations.”
Case Three: Embracing Vulnerability (summary)
A team member shared a personal life-threatening experience, leveraging the safe space created by Equity Sequence®. This vulnerability transformed the team’s dynamics, fostering understanding and support, and removing stigmas surrounding disabilities and illnesses in the workplace.
Outcome: The power of Equity Sequence® enabled open conversations, creating an environment where team members felt valued, heard, and supported, reinforcing the organization's commitment to inclusion.
Additional Applications
Case Four: Inclusive Decision-Making
MSA utilized Equity Sequence® in decision-making processes related to event planning, committee work, and project implementation. By using the framework, MSA ensured that their initiatives were not only student-driven but also reflected a deep commitment to fostering belonging and collaboration.
Outcome: Through these applications, MSA cultivated a culture of inclusivity and innovation, leading to the development of initiatives that resonated profoundly with their diverse student body.
Case Five: Advocacy for EDI Initiatives
Equity Sequence® became a tool for advocacy as MSA reached out to other student associations across Ontario. By sharing their success story and the impact of Equity Sequence®, MSA inspired other institutions to adopt similar practices, creating a network of support for EDI initiatives in the region.
Outcome: MSA’s advocacy efforts led to a wider awareness of the Equity Sequence® framework, amplifying its impact and fostering collaborative efforts in the pursuit of equity and inclusion.
Overall Impact
Equity Sequence® has served - and continues to serve - as a guiding tool, ensuring MSA’s decisions are less biased and more inclusive. By incorporating this approach, MSA has experienced improved decision-making, staff empowerment, and has made significant strides in their DEI initiatives. Through small, daily actions, MSA staff have embraced the idea that even the smallest efforts can create profound impacts, fostering an organizational culture centered on equity and inclusion.
Future Initiatives
Looking ahead, MSA plans to expand the implementation of Equity Sequence® to student roles, further enhancing their commitment to student-driven initiatives. Additionally, they aim to integrate Equity Sequence® into their 2024 EDI planning, reinforcing their dedication to fostering an equitable and inclusive community.
Mohawk Students’ Association’s embrace of Equity Sequence® stands as a testament to their commitment to creating an equitable and inclusive organization. Through their innovative approach and dedication to their values, MSA has not only transformed their organization but also inspired positive change within the larger community, setting a remarkable example for other institutions to follow.
Call to Action
Do you want to learn more about the MSA’s Equity Sequence® journey? Connect with them via their website HERE.
Do you want to learn how your organization can make equitable innovation using Equity Sequence®? Book a complimentary call HERE.