We are in an era of tremendous change, where everything is being disrupted: governments, institutions, personal lives and the workplace. Innovation expert John Seely Brown calls it the Cambrian Moment.

We are in an era of tremendous change, where everything is being disrupted: governments, institutions, personal lives and the workplace. Innovation expert John Seely Brown calls it the Cambrian Moment. Things are thrown up but they eventually settle down. It is during that time of settling when small moves — smartly and intentionally made — can make a big difference.

Hamlin Grange believes this is the Cambrian Moment of diversity and inclusion. We need to rethink our positions and attitudes about old concepts and approaches to create more inclusive workplaces, livable and workable cities and productive and relevant institutions. It’s a time when we need to stop asking old questions to new audiences. Leaders must be more inclusive, individuals must get out of their comfort zones, and we all must become more interculturally competent.

Five Good Ideas

  1. Take an integrated approach to diversity and inclusion
  2. Become more interculturally competent
  3. Culture trumps strategy
  4. Nurture Tempered Radicals
  5. Lean into your discomforts

More Insights

Diversity, Equity, and Inclusion Support Employee Mental Health

Strong mental health among employees is vital for building inclusive, productive, and cohesive workplaces because it directly affects how individuals engage, collaborate, and perform. Organizations that invest in mental health initiatives not only support the well-being of individuals, but also enhance performance, innovation, and equity across teams. The bottom line is, mental health and DEI reinforce each other. When organizations take both seriously, they foster healthier, more resilient, and more inclusive work environments.

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In Conversation With The Mental Health Commission of Canada

The mental health of employees is foundational to creating a diverse, equitable, and inclusive (DEI) organizational culture because psychological well-being enables individuals—especially those from marginalized or underrepresented groups—to engage fully and safely at work. Likewise, strong DEI programs can positively influence mental health by addressing systemic stressors and creating conditions for all employees to thrive.

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Off the Bookshelf: Conflict is not Abuse

Sarah Schulman’s Conflict is not Abuse urges individuals and communities to distinguish between conflict and abuse, advocating for accountability, direct communication, and repair rather than punitive or avoidant responses. She critiques the overuse of victimhood narratives, warning against binary thinking that leads to unnecessary escalations in personal relationships, social dynamics, and state violence. 

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