DEI Expectations for RGD Mentorship Programs

Mentoring provides powerful personal development and empowerment for both mentors and mentees and is an effective way to help people progress in their careers. The RGD is committed to fostering an inclusive design community by attracting, supporting and elevating talent from equity-deserving groups.

We believe our success is built on an equitable, diverse and inclusive environment where ideas are valued, voices are heard and our communities are strengthened.

Diversity: Diversity represents the variety of unique dimensions, qualities and characteristics that each of us possesses and the mix of perspectives that are present in any group of people. Race, ethnicity, age, gender identity, sexual orientation, spiritual and religious beliefs, socioeconomic status, education, dis/ability, neurodiversity and lived experiences are just a few of the perspectives that make up individual diversity.

Equity: When individuals are supported based on their unique needs and context in a way that enables all people to participate, perform and engage to the same extent, the result can be one of equity.

Inclusion: Inclusion involves creating a culture that embraces, respects, accepts and values differences.

DEI Mentorship Principles in Practice

Be a role model. A Mentor should be someone a Mentee can trust and feel empowered by and base their own behaviour on.
Provide support. A Mentee should be able to get support and encouragement from their Mentors. Mentors need to create a sense of belonging and inclusion.
Provide a sounding board. A Mentor should be someone with whom their Mentee can discuss ideas, problems and concerns in a safe environment.
Foster an inclusive environment with focus on equal opportunity. A Mentor should be a source of advice as someone with lived and professional experience relevant to their Mentee’s journey.
Be an advocate. A Mentor should help to support, represent and champion their Mentee whenever and however this is needed.
Development. Mentees thrive by learning new skills with a Mentor’s guidance, knowledge and expertise.

Inclusive Language Checklist

Inclusive language avoids words and phrases that imply biases or expressions that discriminate against groups of people based on race, gender, socioeconomic status and ability.

Is the language you use plain and easy to understand?
Are the words you use in an email or communication gender-neutral?
Do you use the appropriate pronouns, as indicated by your Mentee? Using someone’s pronouns shows that you respect them. Unsure? Ask!
Avoid metaphors, idioms and cultural references that may not translate across cultures or languages

What inclusive language looks like in action.

Pronouns are words that an individual would like others to use when talking to or about them. Commonly used pronouns are “he, him” and “she, her.” People who are transgender, nonbinary, Two-Spirit or gender-diverse may use pronouns that don't conform to binary male/female gender categorizations, such as "they, them", neopronouns such as "xe, xem" or a combination of pronouns.
Do not default the gender in an example to “he.” Use “they/them” pronouns when you do not know the gender of a person or consider using “they” instead of “he/she” to be inclusive of all genders. You may also simply say “person”.
When addressing your Mentee, use inclusive language such as “Hi there!”.

Best Practices

Preparing is the discovery phase.

The RGD delivers general land acknowledgements at the beginning of our conferences and meetings. Consider opening your meetings with a location-specific land acknowledgment that reflects your relationship to the land and Indigenous communities and commit to meaningful action beyond the acknowledgment.
When sending a meeting invitation, ask how you can make the meeting physically, cognitively and emotionally accessible and affirming for your Mentee, giving them the opportunity to express any access needs or preferences.
At the beginning of a meeting, consider introducing yourself with your name and pronouns
(she/her, he/him, they/them etc.), which signals a safe space for your Mentee to share their pronouns too.
Ensure your creative examples come from a diverse range of designers (race, age, gender, sexuality, ability, etc.). Challenge yourself to look beyond the “usual suspects” of design heroes who tend to be from a uniform demographic.
Consider whether the resources you offer make financial sense for an emerging designer. Books and courses may not be affordable to someone on a tight budget. Mention or look for free or low-cost options when possible.
Do not let your voice dominate the discussion. Be intentional in creating space for your Mentee to contribute. Take the time to ask if they have anything to add at the end of a meeting.
Reflect on whether your examples and perspectives centre on cisnormative, heteronormative, patriarchal or Eurocentric norms, and actively seek to include alternative ways of knowing and being.

Be mindful that some listed resources may reflect Western frameworks. Expand your learning to include Indigenous and community-based knowledge systems.