Pillar 1: The Value of Equity, Diversity, and Inclusion (EDI) in the Workplace
Workplaces that are equitable and inclusive of diversity are more creative and innovative, have a stronger ability to respond to customer or client needs, have higher employee engagement and lower turnover, and have a stronger financial bottom line than those that are not.
As Canada’s aging population begins to retire and younger generations increasingly demand that employers commit to diversity, equity, and inclusion, the business case for creating inclusive workplaces and hiring from more diverse talent pools – new immigrants, Indigenous peoples, and people with disabilities – only grows.
OK, so you are on board. But others in your organization may not have a clear understanding of why equity, diversity, and inclusion (EDI) is important at work. For these people you need to be strategic about how you craft your message and present your business case for EDI. Here are four tips for building a business case specific to your organization:
As Canada’s aging population begins to retire and younger generations increasingly demand that employers commit to diversity, equity, and inclusion, the business case for creating inclusive workplaces and hiring from more diverse talent pools – new immigrants, Indigenous peoples, and people with disabilities – only grows.
Why Inclusion Matters for Your Business
- Over 20% of Canadians have some type of disability; a large percentage of our population care about disability inclusion. 92% of consumers prefer to support companies that hire people with disabilities.
- Businesses that implement effective diversity and inclusion strategies have more engaging, team-based cultures and higher workplace morale.
- Retirement and low birth rate trends mean that approximately 25% of our workforce will disappear over the next 10-15 years. New talent pools must be tapped to ensure Canadian businesses stay strong and competitive. Diversity isn’t a choice – it’s a necessity.
- Demonstrating inclusion of disability diversity sends a message to all diversity groups that they are likely to be welcome in your workplace.
- Employees with disabilities have “lived experience” and can help your business design an improved and accessible customer experience.
OK, so you are on board. But others in your organization may not have a clear understanding of why equity, diversity, and inclusion (EDI) is important at work. For these people you need to be strategic about how you craft your message and present your business case for EDI. Here are four tips for building a business case specific to your organization:
- Share research that illustrates the financial impact of EDI in the workplace.
- Connect EDI to your organization’s strategic goals.
- Tell people what’s in it for them.
- Craft an “elevator pitch.”
