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In this episode of YourForest Podcast, host Matthew Kristoff explores the urgent need for Diversity, Equity, and Inclusion (DEI) in the forestry sector with Kelly Cooper, founder of the Free to Grow in Forestry initiative, and Greg Herringer, chair of the Canadian Institute of Forestry’s DEI leadership team.
Together, they discuss the deep-rooted resistance to DEI in forestry, exposing how exclusion and power dynamics hinder progress. Through honest dialogue, they unpack leadership bias, lack of accountability, and the fear of change that keeps the status quo intact. Their conversation highlights the real costs of speaking out and the need for cultural transformation. It’s a compelling call for empathy, courage, and leadership.
The conversation blends personal stories, policy challenges, and practical strategies for creating a more inclusive forestry sector. It explores workplace discrimination, redefines allyship, and offers tools for driving cultural change. Listeners will gain insights on how to speak up, build empathy, and lead with purpose. A must-listen for anyone ready to move from awareness to meaningful action.
Key Takeaways:
DEI in Forestry Faces Systemic Resistance: Despite growing awareness, diversity, equity, and inclusion efforts in forestry often meet entrenched cultural resistance, rooted in leadership bias, fear of change, and a lack of accountability.
Kelly Cooper’s Experience Reflects the Broader Challenge: As the leader of the Free to Grow in Forestry initiative, Kelly was excluded and undermined by the very systems she sought to reform, highlighting how deeply these cultural barriers run.
Invisible Privilege Shapes Workplace Dynamics: The episode explores the concept of invisible privilege—how dominant groups remain unaware of the daily inequities others face, reinforcing exclusion and complacency.
Allyship Requires Action, Not Just Agreement: The conversation moves beyond passive support, emphasizing the need for "accomplices" who take risks, speak up, and drive real change from within organizations.
Cultural Change Requires Structural Support: Training, governance frameworks, and embedding DEI principles into professional standards (like RPF codes of conduct) are essential to shifting workplace culture.
Emotional Intelligence Is a Key Leadership Skill: Building inclusive workplaces depends on leaders developing empathy, humility, and social intelligence to foster psychological safety and support diverse voices.
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Notable Quotes:
[00:11:06 - 00:11:31] Greg Herringer: “Our culture isn't as far as long as we would like to believe. And then when I entered the workforce in forestry in particular, it really shocked me how much racial comments were accepted, homophobic comments were accepted. And people, if you weren't white, Caucasian, middle-aged male, you were marginalized completely.”
[00:27:52 - 00:28:14] Kelly Cooper: “I wrote a book called Lead the Change: The Competitive Advantage of Gender Diversity and Inclusion. And the reason I wrote that is because I could see quite clearly there was a gap in the leadership levels of understanding this and common-sense way, which is, and talking to them in the language, which is the language of money. To explain the value proposition of the social issue. And then it gave a blueprint for how to take action”
[00:13:35 - 00:14:10] Matthew Kristoff: “It's easy for me to have rose colored glasses. I think I'm optimistic. Like, things are good, life is good. We're going well. But then you talk to Kelly and you're like, oh, well, shit. And it paints a very different picture. And I think unless we're able to share these stories honestly, I don't think we're going to be able to move forward. We have to be truthful with ourselves and accept that change is needed and that we can't be afraid of it.”
Takeaways with Timestamps:
[00:00:00] - Introduction & Theme Setup: Matthew Kristoff introduces the topic of Diversity, Equity, and Inclusion (DEI) in the forestry industry. He emphasizes why cultural transformation is essential not just for fairness, but for the future resilience, innovation, and credibility of the sector.
[00:06:52] - Kelly Cooper’s Background & Motivation: Kelly shares her three-decade journey from environmental sustainability into the social side of development. Her experience navigating male-dominated industries and witnessing exclusion firsthand sparked her commitment to workplace culture reform and DEI education.
[00:09:46] - Greg Herringer’s Story & Racial Awareness: Greg recounts the formative experience of raising two adopted black children in a predominantly white community. The challenges his family faced—including profiling and subtle racism—exposed him to systemic biases that later shaped his advocacy in the forestry sector.
[00:17:32] - Launch and Growth of Free to Grow in Forestry: Kelly discusses the origins and goals of the Free to Grow in Forestry initiative. Inspired by a similar project in mining, the program brought together public, private, Indigenous, and academic partners to address DEI challenges at a national scale.
[00:26:17] - Breakdown of the Initiative and Industry Pushback: The conversation takes a sharp turn as Kelly reveals how internal politics and covert actions from senior industry leaders disrupted the momentum of the initiative. She shares how she was excluded from her own project and silenced without explanation or due process.
[00:35:03] - Institutional and Psychological Resistance: Kelly and Greg explore how deeper issues like power hoarding, fear of change, and leadership ego often underlie resistance to DEI. They emphasize that without psychological safety, even well-structured initiatives will struggle to take root.
[00:42:50] - The Impact of Exclusion and Bystander Culture: The guests break down how inaction from colleagues - those who observe injustice but say nothing - contributes to a toxic culture. Kelly introduces the concept of “invisible privilege,” which shields some from ever seeing the discrimination others endure daily.
[00:47:44] - Systemic Barriers and Women in Forestry: They highlight statistics and lived experiences showing why many women leave the forestry sector within a few years. The discussion reveals that the issue isn’t about skills or capabilities, but about persistent cultural biases and unsafe work environments.
[00:54:00] - Leadership Bias and Power Dynamics: Kelly and Greg explain how traditional leadership models in forestry often view DEI efforts as a threat to authority. The fear of losing control and influence becomes a driving force behind the undermining of progressive change efforts.
[01:00:44] - What Needs to Change: Accountability and Action: They outline specific reforms that organizations and leaders must adopt to support DEI, such as building governance models that ensure accountability, rewarding inclusive behaviour, and creating clear, measurable change goals beyond lip service.
[01:08:00] - Redefining Allyship: From Support to Accompliceship: The concept of allyship is challenged and expanded. Greg and Matthew introduce the idea of becoming "accomplices"—people who not only support equity in theory but take concrete, sometimes uncomfortable, actions to challenge injustice and push for change.
[01:13:10] - Tools for Change and Empathy in Practice: This section provides listeners with practical steps to support DEI in their day-to-day roles. From fostering respectful meetings to checking personal biases and proactively engaging quieter voices, these are actionable insights for culture-building.
[01:18:38] - Emotional Impact and Reputational Harm: Kelly shares the toll the experience took on her personally and professionally. From the sudden exclusion to the damage to her credibility and mental health, she paints a raw and honest picture of what happens when leadership fails to protect its change agents.
[01:27:12] - Rebuilding DEI Momentum & Leadership Accountability: Despite the obstacles, Greg and Kelly discuss how to move forward. They emphasize the importance of creating formal accountability frameworks, embedding DEI into professional standards (like RPF codes), and supporting inclusive leadership development across the sector.
[01:49:55] - Conclusion: Staying the Course and Hope for the Future: The episode closes on a note of resolve and hope. Kelly and Greg call on listeners to keep pushing for change, to speak up, and to act as change-makers, highlighting that systemic transformation is only possible when individuals commit to doing the hard work.
ARTICLE
Why Should Forestry Leaders Prioritize Diversity and Inclusion?
Like many others, the forest industry is facing challenges regarding diversity and inclusion (DEI). While many companies have started DEI programs, real change is slow. The problem goes beyond just completing training.
It's about creating a lasting culture shift, which requires effort from everyone in the industry. Women, for example, continue to face barriers, leading many to leave the field. This lack of diversity limits the growth and development of the industry.
Kelly Cooper has spent over 30 years in sustainable development, with the last 12 years focused on promoting DEI. As the leader of the Free to Grow in Forestry initiative, she works to change the culture of the forestry industry. She is pushing for real changes that encourage diversity and inclusive leadership.
Alongside her, Greg Herringer has advocated for DEI in the sector. His work with the Canadian Institute of Forestry and personal experiences drive his commitment to making the industry more inclusive.
In this article, we'll explore how the forest industry can overcome its DEI challenges. We'll look at how transparency, allyship, and inclusive leadership can help create a more welcoming environment. You'll also learn how leaders can take responsibility and build a stronger, more inclusive forestry industry.
How Can the Forest Industry Drive Change in Diversity and Inclusion?
Diversity and inclusion (DEI) often become a checkbox in many industries, including forestry. Employees complete the training, but the culture doesn't change. Sticking with what feels comfortable is easy, but true change requires stepping out of that comfort zone.
Challenges in Forestry
The forest industry faces specific issues with DEI. Despite more women entering post-secondary programs, the workforce remains low. Why?
Many women leave after a few years. They face cultural barriers and are often treated as incapable. This creates a cycle of turnover, limiting growth in the industry.
Resistance to Change
The real challenge often comes from leadership. People fear losing control or power. When DEI initiatives are introduced, some leaders push back. They worry about the pace of change or how it might affect their position.
Moving Forward: What Needs to Change?
To make real progress, we need to address these barriers directly. Here's how:
Acknowledge the problem: Leaders need to recognize their organizations' cultural and structural issues.
Promote inclusion: Foster an environment where everyone feels valued and capable, regardless of gender or background.
Take action: Move beyond just training. Implement practical steps that encourage inclusivity in day-to-day work.
The forest industry can create a more diverse and inclusive environment by embracing these actions. Change won't happen overnight, but we can create a better future for all with consistent effort.
Why Transparency is Key to Diversity and Inclusion Success
Transparency is essential in any diversity and inclusion (DEI) initiative. Without it, efforts often fail. When people are kept in the dark about decisions, it leads to confusion and resistance.
The Problem with Secrecy
When organizations don't communicate openly, it causes problems. Decisions made behind the scenes can undermine trust. People may feel disengaged or pressured to leave the initiative without clear reasons for changes.
The Impact of Hidden Decisions
It creates distrust among team members.
It pressures people to follow without asking questions.
It can damage reputations when actions are not explained.
Power and Resistance to Change
Leaders sometimes resist DEI because it threatens their power. Fear of losing control makes them push back against progress. This resistance can stop true change from happening.
How to Promote Transparency in DEI
For DEI initiatives to work, transparency is key:
Encourage clear, open communication from all levels.
Make sure everyone feels safe to share their thoughts and concerns.
Hold people accountable for their actions and resistance to change
By focusing on transparency, organizations can build trust and create an environment where DEI efforts can succeed. This will lead to positive, lasting change in the workplace.
Why Allyship is Crucial for diversity and inclusion Change
Allies play a key role in diversity and inclusion (DEI) efforts. They help shift attitudes and challenge harmful behaviour. However, agreeing with DEI isn't enough. True allies act to support change.
How Allies Can Make a Difference
Often, people don't realize when they say something harmful. For example, in the forest industry, a male colleague assumed that a female truck driver didn't belong in the field. Over time, his view shifted by learning more about her and seeing her as a person.
This change shows the power of allies who work to challenge stereotypes and encourage understanding.
Pointing Out Discrimination Gently
It's important to point out harmful comments or actions without creating conflict. Instead of reacting angrily, try saying:
"I'm not comfortable with that," when you hear something inappropriate.
Gently point out why a comment or action is harmful, without making it a confrontation.
While this won't change everything immediately, it helps people reflect and reconsider their actions.
Moving From Agreement to Action
To create change, we need accomplices. An accomplice is someone who takes action, not just agrees with the cause. They will leave their comfort zone to challenge discrimination and make real change happen.
Building Inclusive Leadership
Good leadership goes beyond intentions. Leaders need to be accountable and open to learning. Providing training that promotes diversity and inclusion is key. Leaders should create spaces where open discussions and self-reflection are encouraged.
Organizations can build a more inclusive culture and drive lasting change by promoting empathy and taking responsibility.
Encouraging Change in Leadership for Diversity and Inclusion
Effective leadership in DEI (Diversity, Equity, and Inclusion) needs leaders to take responsibility for their actions. When they make mistakes, they must own them and learn from them.
Image Credits: Photo by Pixabay on Pexels
The Role of Accountability in Leadership
Leaders must be open to admitting when they're wrong.
Owning up to mistakes doesn't make you weak; it helps you grow.
Leaders who show humility gain the respect of their teams.
Empathy in leadership helps create an inclusive environment.
How to Build a Supportive Environment
In any team, it's important that everyone feels safe to speak. Some people are quieter in meetings, but their voices are just as valuable. Leaders should encourage everyone to share their thoughts, making space for different perspectives.
If someone is rude or dismissive, approach them with understanding. This creates a culture where empathy and respect are at the forefront.
Overcoming the Fear of Speaking Up
Speaking out against unfair behaviour can be hard, especially when you fear the consequences. However, change happens when people dare to speak up. Leaders must create an environment where everyone feels empowered to share their concerns.
With the right support, employees won't feel afraid to challenge wrong behaviour. Leaders can promote this change by offering DEI training to help everyone grow in their understanding of inclusion.
Positive change is possible when leaders set the example and create a space for honest conversation. It's all about being open, listening, and committing to growth.
Conclusion
Leaders must set an example to create real change in diversity and inclusion (DEI) in forestry. DEI should not just be a checkbox. True change needs effort and commitment.
First, leaders must recognize the issues and barriers people face in the workplace. For example, women in forestry often face challenges that lead them to leave the field.
These challenges can limit diversity and growth in the industry. Transparency is also important. When people understand the decisions being made, they trust the process more.
Open communication helps reduce resistance to change. Allies play an important role, too. They support others by challenging harmful behavior and helping shift attitudes. Being an ally means taking action, not just agreeing with DEI.
Leaders must also encourage empathy and respect. Everyone should feel safe to speak up and share their thoughts. When employees are encouraged to share their views, it builds a culture of inclusivity. This helps the company grow stronger.
Finally, leaders must show accountability. They need to admit mistakes and learn from them. This builds trust and shows they are serious about creating an inclusive environment. The forest industry can make real progress in diversity and inclusion with ongoing effort.
FAQs
What is diversity and inclusion (DEI) in the forestry industry?
Diversity and inclusion in the forestry industry means creating a workforce representing different backgrounds, genders, and experiences. It focuses on ensuring everyone feels valued and has equal opportunities.
Why is diversity and inclusion important in forestry?
Diversity and inclusion are essential because they foster innovation, improve decision-making, and create a more welcoming workplace. A diverse team brings new ideas, benefiting the industry and the environment.
What role do allies play in promoting diversity and inclusion in forestry?
Allies support others by challenging harmful behaviours and fostering understanding. They advocate for change and help create an inclusive culture by standing up for those who face discrimination.
Why is transparency crucial for diversity and inclusion efforts?
Transparency builds trust. When organizations are open about their DEI decisions, it reduces confusion and resistance, helping create a more inclusive and supportive environment.
What challenges do leaders face when promoting diversity and inclusion?
Leaders may face resistance due to fear of losing control or power. Overcoming this resistance requires clear communication and a commitment to long-term change.