Editor,
In today’s competitive and interconnected world, any organization that genuinely wants to thrive must embrace diversity, equity and inclusion (DEI) as a core strength—not a symbolic gesture or a checkbox exercise.
Let’s be clear: DEI is not about promoting unqualified people of colour or tokenizing anyone to satisfy quotas. Nor is it about threatening or sidelining white, straight men who currently dominate many boardrooms and leadership circles. It’s about building stronger, smarter, more resilient organizations by ensuring a full spectrum of perspectives and lived experiences inform decision-making.
An organization that fails to reflect the diversity of the world it operates in is simply limiting its own potential. Diverse leadership encourages innovation, fuels creativity, and builds trust across communities and markets. In contrast, when decisions are made by individuals who share the same background, worldview, and networks, the organization becomes stagnant—out of touch, out of step and, ultimately, outperformed.
As someone who employs at least over 100 people annually, in some capacity, through my registered charity, film festival, film production company, and small business, I’ve seen firsthand how diverse voices at the table can elevate an organization. Whether it's in creative strategy, community outreach, or leadership, people from different walks of life challenge assumptions, spot blind spots, and drive impact.
In a global, multicultural society, homogeneity is a liability. Diversity is not a threat—it’s a competitive advantage.
Sincerely,
Alex Sangha, Delta
Founder, Sher Vancouver
Co-Founder, Sundar Prize Film Festival
Social Worker and Documentary Film Producer
