GreenShield's Nadim Kara on DEI policies, a supported workforce, and stronger business results
As Pride Month begins, Canadian companies often turn to visible symbols of allyship – rainbow logos, inclusive campaigns, and celebratory messaging. But in a moment when public commitments are easy and meaningful action is harder, the real test of corporate values lies in whether organizations continue to invest in diversity, equity, and inclusion (DEI) long after the spotlight fades. For GreenShield, DEI isn’t a seasonal gesture; it’s a core driver of employee wellbeing, organizational performance, and long-term business strength.
While representation is critically important, policies that promote diversity, equity, and inclusion (DEI) must go deeper to truly foster more equitable workplaces.
“Data shows that workplaces with inclusive policies, including 2SLGBTQI+-friendly strategies, often see higher employee satisfaction, productivity, and retention,” says Nadim Kara, Executive Vice President, Head of People & Culture at GreenShield.
“As a long-time people and culture leader, I’ve seen firsthand the personal impact that an inclusive environment has on employees,” says Kara.
“And as a member of the 2SLGBTQI+ community, I can attest that meaningful representation combined with inclusive policies are key to ensuring employees feel safe and supported at work," he adds.
A concerning trend: Deprioritizing diversity
Although June marks increased representation for the 2SLGBTQI+ community, the prominence of Pride logos belies a concerning trend: that many Canadian companies are pulling back from supporting Pride.
Last year alone, Toronto Pride lost several corporate sponsors – a move that not only impacted the festivities financially but also demonstrated that embracing diversity was expendable.
Retracting support to Pride isn’t the only way that Canadian companies are downsizing their diversity efforts. Recent reports show that Canadian companies are increasingly scaling back their DEI initiatives.
Yet while organizations aim to cut spending, evidence shows that closing doors to employees of diverse backgrounds can hinder productivity and growth in the long term. It also reduces the size of the labour market that is attracted to an organization, which artificially limits supply and increases costs in the long term.
“What’s good for people is often good for business, and in turn, for local economies,” says Kara. “The research is clear: companies with inclusive policies often out-perform their non-inclusive competitors.”
Policies that go beyond the surface
At a time when many are rolling back DEI policies and initiatives, GreenShield is doubling down.
“GreenShield was founded on the principle of health equity,” says Kara. “You can’t promote health equity without ensuring that equity is deeply ingrained within our workforce and that all employees feel welcomed, regardless of background.”
A defining element of GreenShield’s inclusive strategies include the Employee Resource Groups (ERGs), voluntary, employee-led groups that provide a platform for connection and community. ERGs are rooted in commonly shared identities and experiences. Current ERGs at GreenShield include the Asia-Pacific Circle, Advancing Women, the Black Employee Network, DiversAbilities, and Pride.
These groups support personal and career development alongside the unique challenges that come with lived experience. They also foster belonging and act as a resource for both community members and the organization.
“While each group is employee-led, GreenShield supports the success and presence of the ERG, including by nominating an executive sponsor for each group as well as providing funds for programming and engagement,” says Kara.
The work of the ERGs helps all GreenShield employees to engage with DEI through their promotion of representation, development, and belonging.
Investing in people means investing in business
While GreenShield’s ERGs and other inclusive policies contribute to a welcoming culture, they also enhance the organization’s stability and financial strength.
Inclusive strategies are essential to attracting and retaining top talent. “Through networking and community outreach, ERG members serve as ambassadors for GreenShield. They help expand our diverse employee base and amplify the community impact that GreenShield makes,” says Kara. “The mentorship and growth opportunities that ERGs provide ensure that top talent thrives at GreenShield,” he adds.
Diverse perspectives also bring innovative ideas into GreenShield’s products and services.
“Whether it’s shaping inclusive products or sharing insights into what matters to specific markets, ERGs play a vital role in expanding our reach and delivering real impact,” notes Kara. “It means we’re building solutions to support our 7.9 million members across Canada, who have a range of diverse backgrounds and needs.”
Striving for more inclusive products and services not only strengthens GreenShield’s business model – it amplifies its social impact. As Canada’s only national non-profit health care and insurance organization, GreenShield reinvests 15 to 20 per cent of its pre-tax earnings into social initiatives, meaning every inclusive decision has a direct line to community benefit. DEI isn’t a standalone program; it’s a catalyst that fuels both mission and performance.
“In more ways than one, our commitment to diversity, equity, and inclusion is what helps us enact our mission of Better Health for All,” says Kara. “Doubling down on DEI has ripple effects across our workforce and across the clients, partners, members, and communities we serve – proving that inclusion isn’t just the right thing to do, it’s the smart thing to do.”
This article was provided by GreenShield
