Canada's Best Diversity Employers (2026) Magazine - Magazine - Page 4
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M.FORD/YORK U.
CANADA’S BEST DIVERSITY EMPLOYERS (2026)
p Following consultation with over 300 Black faculty, staff and students, York University released its framework on Black inclusion, which focuses on recruitment
processes to improve opportunities for Black applicants, anti-Black racism onboarding courses, and the creation of a Black staff network.
Leveraging the unique skills of a changing workforce
Across industries, the most competitive organizations recognize inclusion is key to growth
F
or Canada’s top employers,
there’s little debate when it
comes to prioritizing diversity
and inclusion initiatives in the
workplace.
Kristina Leung, managing editor at
Mediacorp, publishers of the annual
Canada’s Best Diversity Employers competition, points out that inclusive practices
distinguish the country’s leading employers and remain crucial in today’s competi-
tive market.
“The country’s best employers are
reaffirming their commitment to DEI-focused initiatives,” says Leung. “These
employers recognize that in order to
attract and retain top talent, they must
meet the needs of an increasingly diverse
workforce.”
Indeed, Canada’s workforce is changing.
According to recent projections from
Statistics Canada, the racialized
population is expected to continue
growing and could make up nearly half of
the working-age population by 2041, a
significant increase from 23 per cent in
2016. Indigenous communities are growing
faster than the non-Indigenous population, while the number of people with
disabilities continues to rise (growing from
22 per cent in 2017 to 27 per cent in 2022).
Moreover, 1.3 million or 4.4 per cent of the
population identify as 2SLGBTQ+ and
labour force participation among women
continues to increase, with women owning
one in five Canadian businesses.
Embracing diversity and inclusion
better positions organizations to access
and integrate this diversifying talent pool,
adds Leung. Ignoring these shifting
demographics could come at a high cost
for employers — ranging from a lack of
engagement and reduced productivity to
high levels of turnover or burnout.
