Business Forum | Diversity: more concrete actions

The issue of diversity has taken on a new dimension in recent years as the country has faced a series of high-profile incidents of discrimination and prejudice in the workplace and in business. These events sparked a national debate on the need to increase representation, equity and inclusion in all spheres of Canadian business.

We emphasize the word “debate” here. Although there is a definite will to increase diversity in the business sector, not only does much still remain to be done, but the will remains most of the time at the level of debates or discussions and does not translate enough in concrete actions.

Additionally, in many industries, the low percentage of ethnoculturally diverse and Indigenous people in decision-making positions is alarmingly low. Women, meanwhile, continue to face barriers in the workplace, including unequal pay, limited opportunities for advancement and a persistent lack of representation on boards. women from ethnocultural diversity.

The under-representation and lack of equity of marginalized communities in Canadian business has far-reaching consequences.

First, it deprives Canadian society of the contribution of talented individuals who have much to offer. Very often, these individuals bring with them a “cultural richness” from their country of origin and ways of doing things that can greatly benefit our Canadian businesses. It also limits the perspectives and experiences that drive innovation and creativity in the workplace, leading to a homogenized corporate culture that is less responsive to the needs and interests of diverse groups.

Nevertheless, there is evidence that companies recognize the importance of diversity and inclusion as a business imperative. They implement programs and initiatives to address the persistent challenges faced by marginalized communities in the workplace. These efforts range from creating affinity groups and mentorship programs, to employing diversity and bias training, to adopting supplier diversity programs.

While these efforts are commendable, they are not enough. To truly create an inclusive and fair business environment, businesses must take a holistic approach that tackles the root causes of inequality.

This involves addressing systemic biases and power imbalances, investing in developing diverse talent, and creating a culture of belonging that values ​​and supports all employees. Making sure to increase ethnocultural diversity in decision-making positions will lead to a greater understanding and recognition of the talents of these communities and will foster a more diverse, innovative and efficient work environment.

Specific solutions

We strongly believe that to meet specific challenges, specific solutions must be put in place. For example, to deal with the challenges of access to capital experienced by entrepreneurs from ethnocultural diversity, a specific solution is to implement financing solutions centered on ethnocultural diversity. Another example lies in the specificity of support programs. To address issues specific to women, it is necessary to set up support programs focused on women in the targeted sector. We therefore believe that it is necessary to attack the specific problems… in a specific way.

To ensure a place for this diversity, it is important to consider going so far as to establish quotas. We are talking here about temporary quotas, until the talents of these communities are recognized and this strategy becomes obsolete.

Unfortunately, there is always this notion of having to gain credibility when we talk about ethnocultural diversity, and the establishment of these quotas will at least give these communities a chance to demonstrate their know-how and confirm that they are as talented as the talents of the host community.

In addition, it is essential that the corporate sector play a leading role in advocating for specific policies and programs that promote diversity, equity and inclusion. This includes supporting initiatives such as paid parental leave, flexible working arrangements and anti-discrimination legislation. Business also has a responsibility to engage in partnerships with communities, organizations and governments to address systemic inequalities and build more inclusive and equitable societies.

The current state of diversity in the Canadian corporate sector is a complex issue. Although there have been positive developments, there is still a lot of work to be done. We must continue to commit to achieving meaningful and lasting change, so that all Canadians have the opportunity to succeed and thrive in the workplace. By working together, we can create an economic landscape that is inclusive, fair and responsive to the needs and aspirations of all Canadians.