Selected applicants can receive up to $500,000 per year for up to three years, with funding starting in 2026
The federal government has opened a new $16.5‑million funding round to support projects aimed at making federally regulated private‑sector organizations more diverse, inclusive and safe.
Employment and Social Development Canada (ESDC) announced that it is accepting project proposals to “support innovative projects that will help create safer, more inclusive, and more equitable workplaces.”
The calls focus on improving workplace culture, preventing harassment and violence, and addressing systemic barriers faced by women, Indigenous peoples, persons with disabilities and members of visible minorities.
Up to $500,000 per year
Selected applicants will be able to receive up to $500,000 per year for up to three years, with projects scheduled to begin in June 2026. Funding recipients must develop, implement and advance their projects, track and measure results, demonstrate value for the federal investment and make final project outputs publicly available so workplaces across Canada can use them.
Interested parties should consult the applicant guide for WORBE and the WHVPF before submitting their project proposals by Feb. 13, 2026.
The initiative is being carried out jointly by the Labour Program at ESDC and Impact Canada at the Privy Council Office.
“Creating a stronger, inclusive and barrier-free Canada is not just the right thing to do, it’s ensuring every worker can reach their full potential,” said Patty Hajdu, Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario. “Through our partnership with Impact Canada, we’re making sure no one is left behind. Building a strong Canada begins with the choices and actions we make in our own communities.”
The federal government's Office of Public Service Accessibility previously released an internal document that accuses Ottawa of falling behind on critical supports for employees with disabilities, according to a previous report.
Equal opportunity, safe workplaces
The federal funding will be delivered through two existing streams: the Workplace Opportunities: Removing Barriers to Equity (WORBE) program and the Workplace Harassment and Violence Prevention Fund (WHVPF).
According to ESDC, WORBE projects are intended to improve representation of designated groups, deepen understanding of industry‑specific barriers to equity and develop new inclusion tools and guides tailored to industry needs.
Even as some organizations are reconsidering or scaling back their diversity, equity, and inclusion (DEI) efforts, maintaining robust strategies remains important as it matters greatly to workers, according to a previous report.
Meanwhile, WHVPF projects are aimed at creating safer and healthier workplaces by co‑developing sector‑specific tools and resources related to harassment and violence prevention.
A previous survey painted a concerning picture of workplace harassment, pointing to a need for a major culture shift at the employer-level.
“Every worker deserves an equal opportunity and a safe work environment. Yet many workers—especially women, Indigenous peoples, persons with disabilities and members of visible minorities—continue to face barriers to equity and experience harassment and violence at work,” ESDC said in its announcement.
Psychologically safe culture
Citing the American Industrial Hygiene Association (AIHA), the Canadian Centre for Occupational Health and Safety (CCOHS) noted that an organization's culture affects workers as much as the job tasks they perform. Lack of access to opportunities and training can affect a worker’s safety.
“A culture that values diversity, ensures equity, and fosters inclusion contributes to a psychologically safe environment where workers feel respected and valued. A psychologically safe and healthy workplace can lead to fewer incidents of workplace harassment, bullying, and discrimination,” said CCOHS.
“Feeling secure at work without fear of negative consequences to their self-image, status, or career can influence safety. When workers feel safe to learn, contribute, and seek clarification without fear of being embarrassed, marginalised, or punished, they can more fully contribute to identifying and controlling workplace hazards and risks.”
