EDI best practices for recruiting future-ready talent 

“We are focused on our people and fostering a workplace culture that is inclusive, equitable and representative of the Canadian population. We set diversity and inclusion goals, which are measured, and have an Anti-Racism and Equity program that are helping us progress towards equitable housing outcomes.

We have numerous programs to support our student and team member communities. We offer Diversity, Equity and Inclusion (DEI) and Reconciliation learning paths, access to a confidential and professional coaching program aligned with the International Coaching Federation and a Results Only Work Environment. CMHC also has several employee resource groups (ERGs) that are created and led by our team members. One of the first ERGs to officially launch was the Student Network. Since its creation, they’ve put in place student team member satisfaction surveys, held networking events and brought in speakers to talk about topics important to students such as career development.”

“At P&G we have campus recruitment teams that does targeted efforts. We recognize that there are underrepresented candidates from coast to coast. Our Canadian diversity and inclusion taskforce is linked to that initiative. We are focused on meeting students where they are, thinking beyond faculty-based campus clubs or networks. We focus on accessible learning, LGBTQ+ student associations, associations for South Asian or Caribbean students. We try to break into these spaces that are often left behind. In the last five years we’ve learned what really matters to these students and this generation.

We have strategic programs in place. For example, women in science, technology, engineering and mathematics (STEM) which is a big priority. We’ve partnered with many student organizations to inspire women who want careers in tech to make that leap.

“We have several youth career development programs such as our Apprenticeship Program. This was originally a technology program for our marginalized youth. We had a lot of youth come through this program as newcomers to Canada that were looking for a career change. I’ve known about the program’s existence in Toronto since 2016, and we’ve expanded to three cities across Canada, adding more corporate citizenship partners since then.

We also have a student mentorship program for BIPOC youth to help upskill them for the workplace, whether it be in consulting or beyond. Our campus teams provide a lot of upskilling as well and try to focus their efforts on specific marginalized groups. We’ve seen great results in terms of people’s mindsets shifting around biases as well as students securing employment whether at Accenture or beyond.”

“We have an extensive EDI program which includes robust educational programming.  We've had sessions on topics from effective ally-ship with Black, racialized, and LGBTQ2S+ communities, to bystander intervention training, to discussions on fostering inclusive workspaces such as working with people with disabilities and developing meaningful reconciliatory relationships with Indigenous Peoples. We've developed strategies to address racism and provide mandatory anti-Black and anti-Asian racism training.

We also have programs for transgender inclusivity and an accommodation policy to provide practical guidance on supporting, respecting and accommodating trans individuals and preventing harassment and discrimination based on gender identity and gender expression. Our students are included in all our initiatives and are especially involved in our robust mentorship program.