Equity, Diversity and Inclusion Backlash? What Canadian Workers Really Think
Considerable media attention has focused on the backlash to equity, diversity and inclusion (EDI), particularly as a result of major court decisions and policy shifts in the U.S. Some corporations have scaled back their EDI efforts in response, although others have stood their ground. Spillover effects in Canada are evident, with some vocal opponents suggesting equity is antithetical to excellence and rising anti-immigration sentiment driven by an unplanned spike in new arrivals amid growing concerns about the cost of living and housing.
At the same time, the case for EDI has not changed, as the Canadian population is continuing to diversify, while the business benefits of EDI are as relevant as ever. Expanding the talent pool, responding to changing markets, building relationships with new trading partners and driving innovation continue to be linked to effective EDI strategies. Canada’s foundational Charter of Rights and Freedoms and other legal frameworks and jurisprudence mean that organizations increase legal, financial and reputational risk by backsliding on EDI commitments.
There has been limited data about how Canadian workers themselves feel about increased EDI workplace scrutiny and backlash. Our research reveals that despite some vocal opposition, the data shows that most Canadians view EDI measures in the workplace positively, with strong support among equity-deserving groups, younger workers and those with positive job experiences.
Key insights
Most Canadian workers either support EDI or hold neutral views. Over one-half (54%) say focusing on EDI in the workplace is a good thing, while 27% say it is neither good nor bad, and only 16% consider it a bad thing.
When asked about their employer’s focus on EDI, 46% believe the level of attention is about right, 22% feel there is not enough attention and 26% believe there is too much.
Nearly one-half (47%) report that EDI efforts have had a positive impact on their own opportunities, while 35% report no impact and just 12% say they have experienced a negative impact. Most employees either see direct benefits from EDI or are at least untroubled by it, positioning EDI as a broadly accepted workplace norm in Canada.
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