Last year, the Global Parity Alliance, in partnership with McKinsey & Company and the World Economic Forum, released its 

Diversity, Equity, and Inclusion Lighthouses Insights Report 2023. The Alliance was formed last year and has 150 large corporate global members across industries. The authors of the report stated that worldwide companies spent $7.5 billion on DEI initiatives and this amount is expected to grow to $15.4 billion by 2026. Workplace DEI programs are a big deal in terms of the dollars spent and the focus such programs received to ensure their success. 

The Registered Charity Board Diversity Data Collection Act. This law will amend Canada’s Income Tax Act and require charities to report on the diversity of their board of directors when they file their annual T-3010 reports to CRA. This is a fabulous way to collect data across the 85,000 registered charities across the country.

Do you find yourself bristling at a colleague’s comment? Or are you often surprised by the outdated or exclusive words used at work? Fostering a culture of inclusivity and respect through effective communication will enhance collaboration, improve employee satisfaction, and cultivate feelings of belonging.

As our valued e-subscriber, you will receive important insights into the world of diversity, equity, and inclusion (DEI). You’ll learn information you can use to deepen your organization’s work including case studies, promising practices, resources, and other news. We want to support you in creating equitable and just workplaces.

The ongoing fissure in the labour market makes hiring great people challenging. Companies that recruit and support diverse employees and promote equitable opportunities often experience greater innovation, increased employee satisfaction, and improved financial performance.

At MVD Consulting Inc., we believe diversity drives innovation, growth, and sustainability. One of the ways we manifest this belief is through our commitment to partnering with diverse suppliers and vendors. By fostering a supplier base that includes businesses owned by women, Black, Indigenous, racialized peoples, persons with disabilities, and 2SLGBTQ+ folks, we not only support the economic empowerment of these businesses, but we also enrich our operations with diverse perspectives and ideas.

In To Overcome Resistance to DEI, Understand What’s Driving It by Eric Shuman, Eric Knowles, and Amit Goldenberg, discussed how psychology can help to explain employees’ resistance due to three types of threats they feel which are: status threat, merit threat, and moral threat.

June is Indigenous History Month and we must discuss sovereignty, truth, and reconciliation. Although these issues are separate from diversity, equity, and inclusion (DEI), because I approach my anti-racist and DEI work through an anti-colonial approach, I acknowledge the desire of Indigenous peoples and nations for self-determination and I recognize the inherent rights of Indigenous peoples to govern themselves and their lands

As organizations strive to attract and retain top talent, mentorship, and sponsorship programs have emerged as powerful tools to support diverse talent and cultivate professional growth. But what exactly do these programs entail, and how can they drive inclusion within your company?

Today, I’m discussing an important diversity, equity, and inclusion (DEI) topic by reviewing a few DEI promising practices. If you're looking to create an equitable and just organization, who better to learn from than nonprofits? These organizations are often at the forefront of social change, and their innovative approaches to DEI can provide valuable lessons for us all.

We know that in 2024 workplaces must focus on achieving their bold diversity, equity, and inclusion (DEI) goals. However, despite increasing awareness and efforts to promote DEI, people from equity-deserving groups often still face systemic barriers to their career advancement.

Inclusive leadership plays a central role in cultivating equity, driving innovation, and deepening employee engagement.

Diversity, equity, and inclusion (DEI) are no longer just buzzwords; they are important principles that drive positive change and lead to just and equitable societies.

Small businesses have an important role in driving sustainability practices forward.

To create organizations that value and support people to do and be their best requires us to reconsider how we approach workplace culture. One such approach is intersectionality.

One significant aspect of this effort is addressing microaggressions effectively. Microaggressions are subtle, discriminatory actions or comments that can have a significant impact on individuals from equity-seeking groups. Here, I'll outline how workplaces can identify, prevent, and respond to microaggressions to cultivate more inclusive and respectful work cultures.

Closing the pay gap in Canadian workplaces requires a multi-faceted and proactive approach that prioritizes fairness, transparency, and inclusivity. By conducting pay equity audits, implementing transparent salary structures, addressing unconscious bias, promoting a pay equity culture, and committing to continuous improvement, organizations will create environments where every employee is valued and compensated equitably.

One powerful tool in achieving these goals is establishing and supporting Employee Resource Groups (ERGs). ERGs play an important role in promoting a culture of inclusion, belonging, and innovation within companies.

Equity training plays an important role in meeting these objectives by creating safe and inclusive workplaces where everyone is valued, respected, and empowered to be and do their best.

In today's dynamic socio-cultural landscape, diversity, equity, and inclusion (DEI) have emerged as critical focal points for organizations striving to foster safe environments that are just and where staff feel they belong.