Salary increase projections for 2025: increase budgets slowly declining


Salary increase projections for 2025 are now available : read more

Our societal commitment

Reducing employment inequalities

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% 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


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.

Contact us

Fields marked with an asterisk (*) are required.

This field is for validation purposes and should be left unchanged.

Our coordinates


630, René-Lévesque Blvd. West, 30th floor
Montreal, QC H3B 1S6



155, University Avenue, Suite 1805
Toronto, ON M5H 3B7


Quebec City

1751, du Marais Street, Suite 300
Quebec City, QC G1M 0A2