Michelle Chubb
As we celebrate Canada’s diversity, what key aspects of Indigenous culture do you think are crucial for others to understand and appreciate?
I think it’s important for others to know what Indigenous people of Canada have endured for us to be here. The Indian Act is a key point of why we are still fighting to have our culture and language surviving today. The cultures and languages are slowly dying because of how the Indian Act impacted us. Our resilience should be celebrated today because we’ve been through a lot and we're still here, thriving.
How has your journey as an Indigenous content creator in Canada shaped your perspective on celebrating Indigenous culture?
For me, I see it as a tool to help other Indigenous people to become more comfortable of where they come from and to keep seeking who they are by exploring their cultures more and learning their language. Especially the youth who look up to me as their role model, because of the suicidal epidemics that happen within these communities, they need that hope for their futures and to do something to move the community forward, a better future for Indigenous peoples.
As you reflect on your journey as an influencer, what achievements or moments are you most proud of in terms of promoting and celebrating Indigenous culture in Canada?
Im very proud of all the things I’ve been able to achieve like becoming one of the Top 25 Women of Influence of 2021, interviewed by Teen Vogue, Fashion Canada, and model for national campaigns for Sephora, Bonlook, and Summersalt. All this work also created and shaped who I am today. I wouldn't have been able to speak for a TedxTalk if I was 4 years younger. It’s crazy how my work has impacted so many people, for which I'm very, very grateful and humbled.
ADVANCING INCLUSION: Charting Canada's Journey Toward a Diverse and Sustainable Workforce
Brittany Gataveckas
Diversity is Canada’s strength” is a phrase that widely appears when governments, businesses, nonprofits, and institutions reflect on our economy and labour market. Statistics Canada demographic figures do not lie: according to the 2021 Census, 23 per cent of the population identify as foreign-born immigrants, Indigenous people account for 5 per cent of the total population, there are more than 450 ethnic or cultural origins represented across the country, 41.2 per cent of people in Canada are bilingual, one in 300 people in Canada over 15 years of age identify as transgender or non-binary, and according to a 2017 survey, 22 per cent of Canadians over 15 years of age report having at least one disability. This diversity is reflected across Canada in our workplaces, public spaces, neighbourhoods, and families.
The business case for inclusivity
When it comes to diversity in the workplace, the case for inclusion is no longer up for debate as research continuously proves the benefits.
To sum up the key evidence, according to Catalyst, organizations with diverse workforces recruit and retain talent at higher rates, they maximize productivity because people feel happier and more comfortable in workplaces with less discrimination, and they foster greater creativity, innovation, and responsiveness to customer and client demands. Collaborators can process information more critically, solve problems faster, and make better decisions, they have fewer instances of corruption and improved risk-management practices, and they have stronger reputations leading to more robust financial and operational performance.
While the evidence is overwhelming, a gap exists when it comes to organizations that are actively working to increase representation of diverse groups for two key reasons: setting ambitious, time-bound representation targets can be intimidating; and, it is daunting, especially for small organizations
lacking resources and support, to try to turn a commitment to greater diversity into tangible action with visible results. While these barriers to progress are legitimate and considerable, they shouldn’t lead to inaction. More than ever, we need organizations in Canada to rise to the challenge by demonstrating leadership in the equity, diversity, and inclusion space.
UN Global Compact Network Canada and the 50 – 30 Challenge
The UN Global Compact Network Canada has worked with businesses across Canada that are making progress on building more inclusive workplaces, especially those that have made a strong commitment to improving diverse representation via the 50 – 30 Challenge. The Government of Canada launched the 50 – 30 Challenge to encourage organizations across Canada to increase the representation of women and equity-deserving groups on boards and/or in senior management roles in line with the following targets: gender parity (50 per cent women and/or non-binary people); and significant representation (30 per cent) of equity-deserving groups (racialized people, people with disabilities, members of the LGBTIQ2S+ community, and Indigenous peoples). Any organization in Canada can commit to the 50 – 30 Challenge; with this commitment, your organization becomes eligible for support, services, training, etc. being offered by Ecosystem Partners to help Challenge participants to build more inclusive and equitable workplaces.
Practical steps towards workplace
inclusion
How are organizations succeeding in increasing diverse representation and inclusion? By starting small, working one step at a time, and scaling efforts. Setting a time-bound representation target to guide your organization’s efforts can ensure accountability and enhance capacity for greater diversity, but without a holistic focus on building an inclusive work
environment and culture, efforts to meet a target will fail. Representation is the end goal; a quantifiable metric based on hiring, retention, and promotion. The real measure of an equitable workplace comes from quali tative indicators of inclusion related to employee well-being, respect, comfort, safety, and freedom from discrimination or undignified work. Adapting a framework such as the United Nations Global Compact Management Model, based on a “commit, assess, define, implement, measure, and communicate” structure to provide strategies for your diversity, equity, and inclusion work can help integrate these efforts into your organizational culture and operations, accelerating the likelihood of success.
Diversity as a cornerstone of corporate sustainability
Increasing the representation and inclusion of women and equity-deserving groups is not a fad; it is a fundamental principle of corporate sustainability. When done right, improving equity, diversity, and inclusion in the workplace should cut across your organization’s sustainability priorities and align with recognized frameworks like the Sustainable Development Goals. The UN Global Compact Network Canada is here to support businesses that are working to incorporate diversity, equity, and inclusion within their corporate sustainability agenda by using the Ten Principles of the UN Global Compact in four key areas: human rights, labour, environment, and anti-corruption. Join the UN Global Compact today to demonstrate corporate leadership and contribute to the movement of organizations building a Canadian labour market free from discrimination, inequity, and systemic barriers of oppression.
Read the full interview with Michelle Chubb at innovating canada.ca
Intersectional identities are inherent in the population, yet there are gaps in understanding how to effectively implement DEI strategies that support all dimensions of diversity in the workplace.
Devika Pandey Director of Learning and Knowledge Solutions, Canadian Centre for Diversity and Inclusion
Embracing Diversity for a More Inclusive Canada
Canadian companies have made great strides in workplace inclusion and are reaping the benefits.
A DEI toolkit from CCDI helps them reach even higher.
Anne Papmehl
Canada is a diverse nation with many different cultures, communities, and traditions — which make us a strong and vibrant country.
Recent studies highlight the advantages of fostering a diverse work environment. Beyond mere compliance, this commitment enhances employee engagement, job satisfaction, and retention rates. The ability to attract top talent can lead to greater innovation and higher profitability. Diverse perspectives also contribute to better team performance for faster decision making and heightened creativity. Additionally, inclusive workplace cultures and policies speak well to the organization’s reputation.
Shifting demographics make DEI a business imperative
The statistics speak for themselves. Between 2016 and 2036, the proportion of workers who are immigrants to Canada is expected to increase from one in four to one in three. The Indigenous identifying population in Canada is growing significantly faster than
the non-Indigenous population. Forty-seven per cent of workers over 15 are women and 53 per cent of university-educated workers are women. With people retiring later, there is more generational diversity in the workforce, and the proportion of people with disabilities in the workforce has increased from 4.9 per cent in 2006 to 9.1 per cent in 2016.
“Given Canada’s shifting demographics, organizations will need to incorporate diversity, equity, and inclusion (DEI) strategies to enable their workforce to perform at their fullest potential,” says Devika Pandey, Director of Learning and Knowledge Solutions, Canadian Centre for Diversity and Inclusion (CCDI). With an increase of equity-seeking groups in the labour market, the business imperative of DEI is clear.
Implementation a challenge for many organizations
Despite Canada’s standing as a global leader in workplace inclusion among developed nations, there are still challenges to overcome. “Intersectional identities are inherent in the population, yet there are gaps in understanding
Applying a Diversity Lens to Supply Chain Management Yields Benefits
Diverse supply chain management not only fosters innovation and resilience but also enhances overall business performance, making it a strategic imperative for sustainable success in today's dynamic market.
Supplier diversity programs have been around for decades but t he COVID-19 pandemic has really focused attention on their value from several perspectives. “Businesses with an over-reliance on a limited number of suppliers were vulnerable, particularly when the suppliers were overseas or international given the massive disruption of transportation and logistics in supply chains,” says Wendy Cukier, founder of the Diversity Institute at Toronto Metropolitan University and Academic Director of the Women Entrepreneurship Knowledge Hub (WEKH). “The value of having local suppliers was showcased in great relief during the pandemic. We also know that supplier diversity is not just associated with resilience but also innovation. And, from our perspective, organizations which say they are committed to equity, diversity, and inclusion but lack supplier diversity programs are not putting their money where their mouth is.”
In Canada, 90 per cent of private-sector employment is with small, medium, and large businesses (SMEs) compared to only 50 per cent in the US. Supporting SMEs is therefore critical to our prosperity. In the US, both government and large businesses have long had aggressive supplier diversity programs aimed at supporting SMEs led by women and other equity-deserving groups, but the concept is newer to Canada. According to WEKH’s 2023 State of Women's Entrepreneurship research report, an estimated 18 per cent of businesses in Canada, including SMEs, are majority owned by women, and women account for nearly 40 per cent of self-employed Canadians. Yet in 2020, only 2.8 per cent of majority
women-owned SMEs were likely to have a portion of their sales come from the federal government compared to 5.6 per cent of men-owned SMEs. The Government of Canada’s Women Entre preneurship Strategy is addressing barriers to advancement of women entrepreneurs. “While access to financing is critical, access to markets is even more important,” says Cukier.
how to effectively implement DEI strategies that support all dimensions of diversity in the workplace,” says Pandey. Providing equitable opportunities can also be an issue employers face as they attempt to navigate differences and conflicts that arise because of diverse perspectives held by employees.
A CCDI toolkit to get your DEI implementation right Understanding how to effectively champion, deploy, and sustain DEI initiatives is key. CCDI has developed a comprehensive toolkit to address these challenges and enhance your organization's DEI initiatives with resources — including assessment tools, success measurement guides, recent business case data, risk evaluation for non-investment, and relevant legislation.
“What is unique about this toolkit is that it explores things with a pan-diversity focus, spanning many dimensions of diversity,” says Pandey. “This isn’t simply about highlighting the differences — it’s about creating inclusive spaces while recognizing and celebrating those differences.”
In 2022, Statistics Canada also reported that 15.4 per cent of private-sector businesses are majority owned by people who are racialized, 1.7 per cent are majority owned by Indigenous Peoples, and about the same proportion are owned by people who identify as 2SLGBTQ+. There is no shortage of diverse suppliers.
The opportunity is massive. “Our research shows that 40 per cent of large organizations already have formal supplier diversity programs,” Cukier says. “But often they are not well designed or implemented. Targets need to be set and tracked, and staff across the process need to be aligned. Setting targets is necessary but insufficient. Buyers need to actively engage and build capacity among diverse suppliers.”
An estimated 13 to 20 per cent of Canada’s GDP is through government procurement. The Canadian government alone has about $22 billion in spending annually. Government supplier diversity programs offer companies owned by equity-deserving entrepreneurs the opportunity to grow through new markets and supply chains.
“I am a big fan of some of the new initiatives like Procurement Assistance Canada which are designed to help entrepreneurs to understand the opportunities and navigate complex purchasing processes.”
From our perspective, organizations which say they are committed to equity, diversity and inclusion but lack supplier diversity programs are not putting their money where their mouth is.
As an ecosystem partner of the 50 – 30 Challenge and Future Skills Centre research lead, the Diversity Institute also provides tools and resources for both entrepreneurs interested in supplier diversity programs and organizations interested in becoming more inclusive. Organizations that offer certification of diverse suppliers and help build capacity include the Canadian Aboriginal and Minority Supply Council, Canadian Council for Aboriginal Business, Women Business Enterprises Canada Council, WEConnect International, Canada’s 2SLGBTQI+ Chamber of Commerce and the Inclusive Workplace and Supply Council of Canada, among others.
Wendy Cukier, Founder, Diversity Institute at Toronto Metropolitan University & the Women Entrepreneurship
DISABILITY INCLUSION SPOTLIGHT:
Let’s Debunk the Accommodation Myth
Holland Bloorview Kids Rehabilitation Hospital dispels disability stigma in the workplace.
In Canada, more than one-third of employees within the 25 to 64 age group with disabilities require at least one type of workplace accommodation. However, only 59 per cent of those who need accommodations actually get the support they need. It’s a reminder of a heavy truth: disability inclusion and accommodations aren’t where they need to be.
“Many job seekers encounter stigma in the form of myths about disability. It’s important to combat those myths through education and conversation,” says Carolyn McDougall, the manager of employment pathways at Holland Bloorview Kids Rehabilitation Hospital. “I don’t want employers to miss out on stellar candidates, or lose essential team members because they haven’t considered what employees with disabilities need to do their jobs.”
One of the major barriers people with disabilities face when it comes to employment is the ongoing misconception
that accommodations are expensive and difficult. This belief often stems from a lack of awareness about the wide range of disabilities and the accommodations available. In fact, most accommodations cost nothing or less than $500 – and when you consider hiring challenges and the cost of employee turnover, this investment starts to look well worth it.
To debunk the myth that accommodations are hard, here are five tangible supports that every employer invested in disability inclusion should prioritize:
1. Flexible work arrangements: The COVID19 pandemic proved that providing flexible work hours or remote work options can greatly benefit employees with disabilities. This type of accommodation is not only valuable for those with physical limitations but also for those who work best in quiet spaces. Flexible arrangements can also look like ensuring employees who can’t stand for long periods of time have accommodations or have their work adjusted to limit fatigue or pain.
2. Workstation modifications: Simple changes like adjustable desks, ergonomic chairs, and noise-cancelling headphones can make a substantial difference for employees with and without disabilities. These modifications
can increase comfort and pro ductivity. It’s also important to ensure that the paths between desks can accommodate employees who need mobility devices to get around.
3. Technical supports: Offering assistive technology, such as screen readers or speech recognition software, can empower employees with disabilities. It ensures they can perform their tasks effectively, without any communication barriers.
4. Training and sensitivity programs: Creating disability inclusive workplaces starts with ending the stigmas surrounding it. That means talking about it. Educating the entire workforce about disability inclusion — through workshops and resources — is a simple accommodation that can help reduce misconceptions and bias.
5. Mental health support: It’s important to realize that disabilities can be both visible and invisible. Providing mental health support services is crucial. This can include access to counseling, mental health days, benefits that help cover mental health resources, or flexible work arrangements to accommodate mental health requirements.
These are just some of the accommodations organizations can embrace. Maybe you’re already incorporating one or more of these supports for your team — a very solid start. Another safe bet — asking employees a simple question, “What do you need to do your best at work?”
BREAKING BARRIERS: York Region Takes Bold Strides in Embracing Diversity, Equity,
and Inclusion
Embracing diversity as a strength, York Region unveils a comprehensive plan to foster equity and inclusion, setting the stage for a united community that celebrates its rich tapestry of cultures and backgrounds. Explore the initiatives driving positive change and the collective effort to build a brighter, more harmonious future for all residents.
The Regional Municipality of York is an award-winning public-sector organization dedicated to providing a welcoming and inclusive place for everyone to live, work, and do business. Stretching north from Toronto to the shores of Lake Simcoe, York Region is comprised of nine local cities and towns and provides 15 core services to more than 1.2 million residents.
In 2023, The Regional Municipality of York celebrated its 5th anniversary of endorsing the Inclusion Charter for York Region. The Inclusion Charter is a community initiative bringing together more than 30 businesses, community organizations, municipalities, police services, hospitals, school boards, conservation authorities, and agencies with a shared commitment to create inclusive environments.
“York Region is committed to taking action to achieve the vision of the Charter in our organization and in the community,” says York Region Chairman and CEO Wayne Emmerson. “We celebrate our growing and diverse population as a source of strength, vitality, and economic opportunity. Our commitment to inclusion enhances our ongoing work to attract and retain the best talent, promote innovation, and provide an excellent customer experience.”
York Region is located on the traditional territories of many Indigenous Peoples, including the Anishinaabeg, Haudenosaunee, Huron-Wendat and Métis Peoples, and the treaty territories of the Haudeno -
saunee, Mississaugas of the Credit First Nation and Williams Treaties First Nations.
The Chippewas of Georgina Island First Nation is our closest First Nation community.
York Region recently welcomed a Lead, Indigenous Relations Advisor position as part of their existing Inclusion, Diversity, Equity, and Accessibility (IDEA) team.
“This is a step on a journey very important to York Region,” says York Region Chief Administrative Officer, Erin Mahoney. “Working with First Nations Peoples and communities is essential, especially in advancing truth and reconciliation with First Nations and responding to the Truth and Reconciliation Commission Report's Calls to Action.” In addition to leading the Region’s internal policy and program implementation for Indigenous engagement, relations and education, this position provides thought leadership to advance the vision of the Region as a strong, caring, and safe community.
Fostering belonging in its workplace
York Region is rooting our actions in the Nothing About Us Without Us principle, which recognizes equity-deserving groups know what is best for them and their community and must be valued as integral and essential contributors and drivers of activities and communications about them.
“We introduced Communities of Belonging — employee resource groups — to support the coming together of employees around a shared characteristic to create internal supports, inform organizational actions and contribute to a welcoming and inclusive
environment, while providing all employees an avenue to learn more about diverse groups,” says Mahoney.
York Region currently has Communities of Belonging for Black Staff, Indigenous Staff, Staff with Disabilities, Jewish Staff, 2SLGBTQI+ Staff, Muslim Staff, Staff of Tamil Heritage, and Hindu Staff.
The next chapter
The evolution in York Region’s journey continues. From building a solid foundation to embedding IDEA in all actions, York Region is steadfast in fostering a workplace valuing respecting and embracing diversity. This way everyone can achieve their full potential, participate freely in society and live with respect, dignity, and freedom from discrimination.
