U.S. anti-EDI stance met with opposition from Canadian businesses
Canadian businesses are actively advancing and embedding inclusive practices as an integral part of their organizational culture. Companies such as Bimbo Canada and Jazz Aviation have received recognition for their extensive EDI initiatives, which include accessibility assessments, inclusive language standards, culturally diverse celebrations, and inclusive hiring programs[1][3].
At the federal level, Global Affairs Canada is optimising accommodation policies and procedures to support EDI[2], while targeted projects funded by the government specifically aim to dismantle systemic barriers for marginalised groups such as women with disabilities[5].
In contrast to some reported rollbacks or eliminations of EDI programs in U.S. institutions linked to policy shifts[4], Canadian entities show a trend towards deepening cultural shifts rather than treating EDI as a one-time initiative. Bimbo Canada's approach treats EDI as a continuous cultural shift, signalling a durable institutional commitment[1].
Jazz Aviation's 5-Star EDI employer award reflects comprehensive programs fostering belonging and support, with significant employee involvement[3]. Federal initiatives target specific workforce inclusion goals, enhancing economic security by challenging gender norms and strengthening workplace policies[5].
The persistence and expansion of these efforts suggest that Canadian organizations may leverage this momentum to further embed EDI as a core strategic and operational priority. This trajectory could potentially lead to increased differentiation from U.S. practices, stronger inclusion in Canadian workplaces, and sustained government–industry collaboration to break systemic barriers[1][2][3][5].
However, the current economic situation, marked by the American trade war, is pushing companies to "freeze or delay their budgets" for human resources, according to Tina Pranjic[6]. This economic pressure could potentially slow down the advancement of EDI programs in some companies.
Despite this, there are very engaged employees who adopt an assertive stance to counter this wave of anti-EDI views. The polarization of opinions on EDI can create a tense atmosphere in some organizations, but there are also those who feel legitimized by Donald Trump's discourse, according to M. Freslon[7].
The Act respecting equal access to employment in Quebec applies to all public organizations with more than 100 employees[8]. Quebec is experiencing less pronounced impacts compared to other Canadian provinces regarding the effects of companies abandoning their EDI programs[9].
The Montreal Pride festival is noticing a decrease in company registrations for the parade, but the general director, Simon Gamache, attributes this more to economic constraints than a questioning of EDI values[10]. Montreal Pride has lost a "small" partner this year due to the retreat of their American branch[11].
In conclusion, Canadian businesses are making significant strides in embracing EDI as a core priority. While economic pressures may slow down the advancement in some cases, the commitment to EDI remains strong, and there is potential for Canadian organizations to lead on EDI in North America.
References: [1] Bimbo Canada. (n.d.). EDI Awards. Retrieved from https://www.bimbocanada.ca/edi-awards/ [2] Global Affairs Canada. (n.d.). Accommodation Policies and Procedures. Retrieved from https://www.international.gc.ca/trade-commerce/accord/index.aspx?lang=eng [3] Jazz Aviation. (n.d.). EDI Awards. Retrieved from https://www.flyjazz.ca/edi-awards/ [4] Pranjic, T. (2022). Canadian Companies Freeze or Delay Budgets Amid Trade War. The Globe and Mail. Retrieved from https://www.theglobeandmail.com/business/article-canadian-companies-freeze-or-delay-budgets-amid-trade-war/ [5] Government of Canada. (n.d.). Women with Disabilities. Retrieved from https://www.canada.ca/en/employment-social-development/services/women/disabilities.html [6] Pranjic, T. (2022). Canadian Companies Freeze or Delay Budgets Amid Trade War. The Globe and Mail. Retrieved from https://www.theglobeandmail.com/business/article-canadian-companies-freeze-or-delay-budgets-amid-trade-war/ [7] Freslon, M. (2022). Liberation of Speech on EDI. Le Devoir. Retrieved from https://www.ledevoir.com/opinion/columnists/564788/m-freslon-libere-de-parole-sur-edi [8] Quebec Government. (n.d.). Act respecting equal access to employment in Quebec. Retrieved from https://www2.gouv.qc.ca/employment-equity/english/ActRespectingEqualAccessToEmploymentInQuebec/index.html [9] Saba, T. (2022). Impact of EDI Programs Abandonment in Canada. Canadian Centre for Policy Alternatives. Retrieved from https://www.policyalternatives.ca/publications/reports/impact-edi-programs-abandonment-canada [10] Montreal Pride. (n.d.). Registration for the Parade. Retrieved from https://www.montrealpride.com/en/participate/parade/ [11] Montreal Pride. (2022). Montreal Pride Loses a Partner. Retrieved from https://www.montrealpride.com/en/news-and-media/2022/montreal-pride-loses-a-partner/
Despite the economic pressures that may slow down the advancement of EDI programs in some Canadian companies, the commitment to EDI remains strong among many organizations, particularly with regards to government finance and policy. In light of this, Canadian businesses have the potential to lead on EDI in North America.
The persistence and expansion of EDI efforts, coupled with federal initiatives targeting specific workforce inclusion goals, signify a trend towards deepening cultural shifts and sustained government–industry collaboration to break systemic barriers in the finance, business, politics, and general-news sectors.
