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BY SIMONE J. SMITH
In boardrooms across Canada and America, a quiet but seismic shift is unfolding — Diversity and Inclusion initiatives are being rolled back, restructured, or quietly removed altogether. Once celebrated as essential pillars of ethical and forward-thinking business practice, D&I programs are now increasingly seen as expendable — casualties of: shifting political tides, economic pressures, and a growing discomfort with uncomfortable conversations.
It’s more than just a policy change — it’s a cultural regression. It signals to marginalized communities that their: experiences, voices, and opportunities are negotiable. It sends a message that equity is optional, and that representation only matters when it’s convenient. The removal of these initiatives isn’t neutral — it’s a step backward, especially for a country that prides itself on multiculturalism and fairness.
“The removal of these initiatives isn’t neutral — it’s a step backward.”
The impact is far-reaching
In the absence of structured D&I, unconscious biases go unchecked, barriers to advancement reappear, and workplaces become less reflective of the communities they serve. Talented professionals from underrepresented backgrounds are left questioning their place — not because they lack ability, but because the system has ceased to make space.
Canada’s work landscape risks becoming: more homogenous, more exclusive, and less innovative. Diverse teams aren’t just morally right — they can be strategic assets. They lead to: better decision-making, stronger performance, and deeper connections with global markets. Stripping away the scaffolding that supports inclusion threatens not only workplace equity, but Canada’s competitive edge.
The question now is not just “What are we losing,” but “Who are we leaving behind?”
Funded by Innovation, Science and Economic Development Canada, and in partnership with businesses and diversity organizations, the 50 – 30 Challenge encourages organizations to advance gender parity (50% women and/or non-binary people) and increase diversity (30% other equity-deserving groups) on boards and/or in senior leadership roles.
Organizations of all sizes across sectors can participate, including: large corporations, small and medium-sized enterprises (SMEs), non-profits (including post-secondary institutions and health care organizations), and agencies, boards and commissions.
For the purposes of the 50 – 30 Challenge, equity-deserving groups include:
- Racialized, Black and/or People of Colour (“Visible Minorities”)
- People with disabilities (including invisible and episodic disabilities)
- 2SLGBTQ+ and/or gender and sexually diverse individuals
- “Aboriginal” and/or Indigenous Peoples
The Diversity Institute
Founded in 1999, the Diversity Institute (DI) helped to co-create the 50 – 30 Challenge. The institute led the DiversityLeads project, which showed that women, Black and racialized people were under-represented in leadership and board positions across Canada. The 2020 study, supported by TD, showed that of 1,600 board members across the country’s largest corporations, only 14 were African/Caribbean. These findings have informed policies and programs to advance diversity in senior management and on boards, including the 50 – 30 Challenge. In addition, working with the Standards Council of Canada, DI developed the Publicly Available Specification (PAS), which defines the terminology of the Challenge.
As an ecosystem partner, DI helps signatories to the 50 – 30 Challenge and other organizations achieve gender parity and increased diversity on their boards and senior management teams. The Diversity Institute is particularly focused on supporting SMEs with training and tools and will provide a database of women and diverse leaders.
To help organizations striving to meet the challenge goals, DI also hosts the What Works Toolkit, which KPMG developed. It offers strategies and recommendations for incorporating equity, diversity and inclusion.
When we see diverse leadership at the table — across gender, race, ability, sexuality, and beyond — we don’t just witness change, we begin to normalize it. We begin to dismantle the idea that power belongs to a select few, and replace it with the truth: excellence exists in every community, and access should never be determined by identity.
REFERENCES:
https://diconsulting.ca/wp-content/uploads/2022/03/Di-PAS_EN_vf.pdf
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We, as humans are guaranteed certain things in life: stressors, taxes, bills and death are the first thoughts that pop to mind. It is not uncommon that many people find a hard time dealing with these daily life stressors, and at times will find themselves losing control over their lives. Simone Jennifer Smith’s great passion is using the gifts that have been given to her, to help educate her clients on how to live meaningful lives. The Hear to Help Team consists of powerfully motivated individuals, who like Simone, see that there is a need in this world; a need for real connection. As the founder and Director of Hear 2 Help, Simone leads a team that goes out into the community day to day, servicing families with their educational, legal and mental health needs.Her dedication shows in her Toronto Caribbean newspaper articles, and in her role as a host on the TCN TV Network.
