Our societal commitment is clear: contribute to reducing employment inequalities. We believe that reducing employment inequalities starts with actions that foster diversity, equity and inclusion.
The data speaks for itself
approximately 11% lower
The employment rate for Indigenous peoples is about 11% lower than for the rest of the Canadian population.
Source: Statistics Canada, 2023
more than 40%
More than 40% of 2ELGBTQIA+ people have an annual income of less than $20,000, compared with 26.2% of people who are not part of these communities.
Source: Statistics Canada, 2018
40%
40% of racialized people experience discrimination in the workplace based on their ethnicity. This rate rises to 50% for Black people.
Source: Toronto Metropolitan University, 2021
28.5%
In 2023, women held 28.5% of board seats, compared with 26% in 2022.
Source: Osler, 2023
What are employment inequalities?
Despite the legislative framework on employment equity in Canada, many systemic forces and organizational practices in the labour market perpetuate inequalities. These inequalities can fundamentally impact people at work, particularly in terms of their financial situation, health and growth. This impact can be even more profound for those experiencing direct or indirect discrimination.
What types of inequality exist in the workplace?
There are four major categories of employment inequality:
(Source: Observatoire québécois des inégalités)
Inequality of opportunity
Certain people don’t have the same opportunity as others to access the labour market, hold a decent job (one that is full-time, stable and aligned with their skills and training) or grow professionally and enjoy a satisfying career advancement.
Inequality of income
This generally entails situations involving discrimination and pay discrimination and inequities or extreme income gaps within an organization’s salary structures. Despite legislation to ensure pay equity, these various situations persist.
Inequality of quality of life at work
This has to do with the actual employment conditions (stability, schedule, level of difficulty, etc.), but also the balance between personal and professional life, which can pose additional challenges for certain groups of people.
Inequality of power
This is the poor representation of minority groups in decision-making bodies, particularly within senior management and on boards of directors.
Challenges facing organizations
Successfully integrating the principles of diversity, equity and inclusion, thereby contributing to reducing employment inequalities, is a challenge for many organizations.
Stay tuned to join the discussion and learn together!
We are committed to working toward reducing employment inequalities at Normandin Beaudry, across our client base and within Canadian society.
At Normandin Beaudry
By rolling out a diversity, equity and inclusion (DEI) action plan that includes the progressive implementation of initiatives related to training and raising awareness, recruiting and HR policies and practices.
Across our client base
By implementing a structured approach aimed at reducing employment inequalities and providing specialized DEI support for every aspect of their total rewards offering.
Within Canadian society
By developing an ecosystem and partnerships that contribute to reducing employment inequalities and through individual and corporate philanthropy.
Contact us to find out more about our Normandin Beaudry DEI services.
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