Module 3: Diversity in the Workplace
3.1 A Growing Diverse Workforce
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Note: The audio transcript is available in the footnotes.
Ontario’s growing diverse population
Statistics Canada offers a real-time population clock which tracks the population of Canada (and its respective provinces). In a 2021 census, Ontario’s population was 14,223,942. Let’s compare that to the February 16, 2024 population calculation of 15,940,611 (Statistics Canada, 2024). That’s an increase of 1,716,669 over a period of 3 years.
The Government of Ontario (2024b) projects that the province’s population will further increase to approximately 21.7 million by July 1, 2046, and they anticipate that the majority of this increase will be due to net migration. Individuals from different parts of the world will continue to come to Canada, and as a result, its work force will certainly evolve.
Check out this visual representation of Canada’s (real-time) changing population size by provinces and territories: Canada’s Population Clock
What’s Ontario’s current population size?
Equity, Diversity, and Inclusion (EDI)
On April 1, 2020, the Government of Canada’s Directive on Employment Equity, Diversity and Inclusion guidelines took into effect. The goal of this directive is to respond to Canada’s growing diverse population and guide upper management (specifically managers and senior executives) in the delivery of their employment equity programs and processes.
Note that companies may or may not use the acronym “EDI”. They may change the order of the words — such as “diversity, equity, and inclusion (DEI)”. Also, some may only use two of the words (“diversity and inclusion”). The wording preferences vary with each organization; however, the goal of providing access to employment opportunities or benefits to all (outside of the individual’s ability or company’s job requirements) remain the same.
To help you better understand EDI, below are formal definitions of the “equity”, “diversity”, and “inclusion” terms.
“Equity is fairness, making sure everyone has what they need to succeed and removing barriers that disadvantage some groups over others. This is different than treating people equally, which is behind the concept of ‘equality'” (Ontario Public Service [OPS], 2017).
“Diversity is the range of visible and invisible qualities, experiences and identities that shape who we are, how we think and how we engage with, and are perceived by the world. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical or mental abilities, religious/spiritual beliefs, or political ideologies. They can also include differences such as personality, style, capabilities, and thoughts/perspectives” (OPS, 2017).
“Inclusion is recognizing, welcoming and making space for diversity. An inclusive OPS capitalizes on the diversity of thought, experiences, skills and talents of all of our employees” (OPS, 2017).
Terminology and language
EDI terminology and language continues to evolve, and you’ll likely hear these acronyms in your everyday personal and work life; therefore, it’s worth investing time in learning them. Below is a partial list (which is meant to be non-exhaustive) of additional common acronyms used in EDI spaces (as of February 2024).
- Historically, persistently, or systemically marginalized (HPSM) groups
- Black, Indigenous, and People of Colour (BIPOC)
- Justice, equity, diversity, inclusion and Indigeneity (JEDII)
- Transgender and Non-Binary (TGNB)
To explore more equity and inclusion terms, click here: https://equity.ubc.ca/resources/equity-inclusion-glossary-of-terms/
Audio transcript for Module 3.1 A Growing Diverse Workforce
Today’s the day you’ve waited for: your company’s potluck gathering. You’ve been eyeing the clock all day, and it’s finally noon! Randolph Marketing Inc. dedicates the last Friday of each month to a Potluck Party where employees bring in their favourite dishes to share.
Your neighbour, Ms. Anna, an eccentric Ukrainian lady in her 70s, generously shares her tasty cabbage roll recipe with you. You spent the week collecting the ingredients and all last night making it. You and your roommate, Jacky, had some for dinner, and it was delicious — you’re excited to share your dish with the others.
You walk into the Randolph Marketing Inc.’s third floor kitchen, and the aroma of scrumptious food greets you. Party time. Your coworkers have not disappointed: they have filled the kitchen table with several of your favourite dishes including jerk chicken, potato pancakes, sushi, and rice noodles. As you fill your plate and start mingling with your coworkers, you feel a sense of community around you. This is nice. The overwhelming feelings of doubt and sense of imposter syndrome which weighed on your mind since you started your Junior Marketing Assistant role feel like it’s finally starting to lift.
You know that it’s not always going to be easy, but as you look around the room, there’s a sense of reassurance. Despite their differences, your co-workers can come together and make it work.
