Canada's Best Diversity Employers (2025) - Flipbook - Page 3
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UNIVERSITÉ DE MONTRÉAL
CANADA’S BEST DIVERSITY EMPLOYERS (2025)
A.PHILIBERT/UdM
CANADA’S BEST
DIVERSITY EMPLOYERS
Anthony Meehan,
PUBLISHER
Editorial Team:
Richard Yerema,
EXECUTIVE EDITOR
Kristina Leung,
MANAGING EDITOR
Chantel Watkins,
ASSISTANT EDITOR
Sonja Verpoort,
ASSISTANT EDITOR
Juliane Fung,
RESEARCH EDITOR
Cypress Weston,
RESEARCH ASSISTANT
Vithusa Vimalathasan,
RESEARCH ASSISTANT
Krista Robinson,
RESEARCH ASSISTANT
Advertising Team:
Kristen Chow,
MANAGING DIRECTOR, PUBLISHING
Ye Jin Suhe,
MANAGER, PUBLISHING
Chariemagne Kuizon,
PUBLISHING COORDINATOR
Vishnusha Kirupananthan,
SENIOR BRANDING & GRAPHIC DESIGNER
Sponsored Profile Writers:
Berton Woodward,
SENIOR EDITOR
Brian Bethune
Deborah Bourk
Abigail Cukier
Jane Doucet
Don Hauka
D’Arcy Jenish
Diane Jermyn
Tom Mason
Michael McCullough
Barbara Wickens
©2025 Mediacorp Canada Inc. All rights reserved. CANADA’S DIVERSITY BEST
EMPLOYERS is a product of Mediacorp. The Globe and Mail distributes the
online magazine but is not involved in the editorial content, judging or selection
of winners. CANADA’S DIVERSITY BEST EMPLOYERS is a registered trade mark
of Mediacorp. Editorial inquiries: ct100@mediacorp.ca
Last year, the Université de Montréal launched its ‘Week Against Racism & Discrimination’ with a highprofile public awareness campaign across campus.
T
hese are challenging times for anyone who
works in the field of diversity and inclusion.
Since the U.S. presidential election, a
number of high-profile Fortune 500
companies have announced that they are
winding down or downsizing their diversity, equity and
inclusion (DEI) programs. Their decision follows the U.S.
Supreme Court’s decision1 against affirmative action in
university admissions, which the new American president
has attempted to extend to the private sector by executive
order.2
For many of these companies, their diversity and
inclusion programs attracted unwanted attention from
shareholder activists and self-styled DEI vigilantes, who
launched lawsuits and other civil remedies against
organizations with active diversity and inclusion programs. Several state governments even passed legislation
targeting organizations with DEI programs, particularly in
the finance sector.
Here in Canada, the headlong assault on DEI programs
south of the border has been met with studied disbelief.
This country has an enormously diverse population and,
for most employers, there is widespread support in the
executive suite in fostering a sense of belonging and
connection among all employees. It’s not just that it’s the
right thing to do, but most Canadian employers believe
that it’s the best way to run a business as well.
Developing an inclusive workplace culture is one of the
best ways to satisfy employees’ need for belonging and
connection. If an employer’s workplace policies or
initiatives don’t reflect their people’s lived experience,
1 Students for Fair Admissions v. Harvard, 600 U.S. 181 (2023).
2 Executive Order 14173 (January 21, 2025).
there’s no sense of belonging or connection on the part of
the employee – and that’s just bad business. This isn’t
some kind of new-age religion or social engineering; it’s
just a simple recogniztition that each of us has a unique
history, background and culture.
This year marks the 18th annual edition of the Canada’s
Best Diversity Employers competition and, in the pages of
this year’s magazine, you’ll find a catalogue of best
practices when it comes to creating inclusive workplace
policies and practices. If you look a little closer, you’ll also
notice that the majority of this year’s private-sector
winners are highly competitive businesses. It’s no
coincidence that many marketplace leaders also set the
standard for diversity and inclusion practices in the
workplace.
For employers in Canada, there is an opportunity to
make organizations stronger by advocating the business
case for diversity and inclusion programs. If there are
aspects of DEI that don’t make organizations stronger, we
should be clear-eyed and re-evaluate whether these
particular initiatives are in fact serving the goals of
diversity and inclusion. Such programs aren’t a matter of
dogma or religion; they’re really just about making a place
at the table for everyone and, if there’s a better way to
make employees feel a strong sense of belonging and
connection, then DEI should incorporate those ideas
instead.
At the end of the day, Canadian employers, both private
and public sector, will be stronger and more resilient by
making their employees feel a sense of belonging and
connection. To disregard the needs of a diverse population
isn’t just bad business, it’s bad for Canada.
– Tony Meehan
