Employers should not scale back on EDI efforts: report

Even as some organizations are reconsidering or scaling back their diversity, equity, and inclusion (EDI) efforts, maintaining robust strategies remains important as it matters greatly to workers, according to a recent report.

That’s because Canadian workers who view EDI favourably (54%) still outnumber those who view it negatively (16%) or are neutral on the matter (27%), according to a report from the Future Skills Centre and researchers at the Diversity Institute at Toronto Metropolitan University.

Support for EDI initiatives is strongest among racialized workers (61%), with particularly high levels among Black, South Asian, and Indigenous employees. Among LGBTQ+ individuals, 59% view EDI favourably.

However, support is lower among white respondents (50%), and drops to 34% among older white straight men, the Canadian Press (CP) reported.

Wendy Cukier, one of the report's authors and a professor of entrepreneurship and innovation at Toronto Metropolitan University, notes that Canada’s population has “changed dramatically,” with women making up roughly half the population, racialized individuals accounting for a quarter, and about 27% identifying as having a disability.

"Most Canadians do not view it (EDI) as a matter of political correctness or wokeness. They view it as an important foundation of Canadian values and culture,” she says, according to the CP report posted in Castanet.

Melissa Beckette-Batchellor, executive director of people and inclusion at the Royal College of Physicians and Surgeons of Canada, previously noted that “DEI is not about hiring and promoting unqualified people, and it never was."

Why is EDI important in the workplace?

Nearly half (47%) of Canadian workers believe their employer’s EDI approach has improved their own job opportunities, according to the Future Skills Centre’s survey of 5,603 individuals conducted between March and April.

Meanwhile, 35% say it had no impact and 12% say the impact was negative. 

Furthermore, 46% of workers say their employer gives EDI the correct level of attention, while 22% believe more attention is needed and 26% feel their employer pays too much attention to the issue.

“Increasingly, we're seeing evidence that most businesses and non-profits and government organizations recognize that it's fundamental to their success, particularly in times of disruptions,” says Cukier, according to the CP report.

The EDI backlash is “devastating”, but one HR leader believes a robust strategy can still spark lasting change.

A majority of Black Canadians believe their employers have made meaningful progress toward workplace equity over the past five years, but challenges remain, according to a previous survey from KPMG. And racialised groups are still underrepresented in British Columbia public service, according to another report.

How to support DEI in the workplace

Kiljon Shukullari, HR Advisory Manager at Peninsula, believes that employers can gain a lot if they do EDI right.

“By embracing and valuing this diversity, individuals and organizations can benefit in many ways. Promoting diversity and inclusion in your workplace allows you to create an environment where everyone at work feels respected, valued, and empowered to contribute their unique talents and perspectives,” says Shukullari.

“Promoting diversity and inclusion in the workplace is also a way to build a positive brand reputation. In today’s socially conscious world, customers and potential employees are more likely to work with organizations that value diversity and inclusion.”

He suggests that employers do the following:

• Set goals and metrics.

• Provide training.

• Foster an inclusive culture by:

  • Providing flexible work arrangements that accommodate the needs of employees with caregiving responsibilities or disabilities.

  • Ensuring that all employees have access to the same opportunities for growth and development.

  • Encouraging open and honest communication, including feedback from employees about their experiences.

  • Celebrating diversity and recognizing the contributions of employees from all backgrounds.

• Recruit and retain a diverse workforce by:

  • Ensuring that job descriptions and advertisements are inclusive and do not contain bias or stereotypes.

  • Partnering with organizations that serve diverse communities to reach a broader pool of candidates.

  • Providing mentorship and sponsorship programs to support the growth and development of underrepresented employees.

  • Offering competitive compensation and benefits packages that attract and retain diverse talent.

• Be hyperaware of discrimination.