Why DEI in Canada Relies on Inclusion, Not Quotas

Sarah Akida
Latest posts by Sarah Akida (see all)

In the United States, recent rulings by the U.S. Supreme Court, alongside the rollback of DEI-focused executive orders, have triggered renewed scrutiny and backlash toward diversity initiatives. Critics argue these programs foster division or preferential treatment, and the conversation has intensified since the murder of George Floyd brought systemic racism to the forefront of public discourse. But while the U.S. debates the future of affirmative action, DEI in Canada has taken a different path.

In Canada, DEI is not about enforcing numerical quotas, it’s about creating inclusive workplaces, dismantling racial inequality, and fostering a diverse workforce built on fair treatment, mutual respect, and equity. Canadian inclusion initiatives are shaped by laws, culture, and a deep-rooted national value: that diversity makes everyone stronger.

Over the past year, many Canadian businesses, from Air Canada to small startups, have accelerated their action plans to attract diverse talent, address unconscious bias, and improve workplace culture. Whether responding to internal audits, press releases, or the demands of the next generation, employers are acknowledging that DEI is more than a buzzword, it’s a competitive advantage and a moral imperative.

But inclusion doesn’t begin with a bold DEI statement on your careers page. It starts with the very first interaction a candidate has with your brand: the job description.

Job postings are a key role in shaping perceptions, either reinforcing the status quo or signaling a supportive environment where people of color, newcomers, and equity-seeking groups feel seen and respected. This is especially true in a country where national origin, family status, and gender identity are protected by human rights legislation.

At Ongig, we believe the best way to foster exceptional workplace diversity is to start at the source, with inclusive, bias-free job descriptions.

In this article, we’ll explore:

  • Why Canada’s DEI approach differs from the U.S.
  • How legislation like the Employment Equity Act and Canadian Human Rights Act supports equity
  • What inclusive job descriptions really look like
  • And how Canadian employers can leverage Ongig’s platform to attract a diverse workforce and create lasting change

Whether you’re in the corporate world, the marketing industry, or shaping policy in the federal government, inclusive hiring is one of the most effective ways to build trust with your team members and stand out as a leader in DEI.

How DEI in Canada Differs from the U.S.

Understanding the Human Rights and Employment Equity Acts

Canada’s approach to DEI is not only cultural, it is legislative. Two key frameworks shape the country’s inclusive employment practices: the Canadian Human Rights Act and the Employment Equity Act. These form the foundation for how Canadian workplaces are expected to foster fairness, respect, and equity, not through quotas, but through thoughtful inclusion and the removal of systemic barriers.

Canadian Human Rights Act: Equal Opportunity by Law

The Canadian Human Rights Act (R.S.C., 1985, c. H-6) exists to ensure that every individual has an equal opportunity “to make for themselves the lives that they are able and wish to have.” The Act prohibits discrimination in federally regulated activities based on race, national or ethnic origin, color, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, and other protected characteristics.

Critically for employers, this law applies not only to how people are treated once hired, but to the hiring process itself. That includes job postings, recruitment, and access to employment. For example:

  • Section 7 prohibits discriminatory hiring or treatment in employment.
  • Section 8 makes it unlawful to publish a job ad that expresses any preference based on a prohibited ground.
  • Section 10 forbids policies or practices that limit opportunities for specific groups, even if unintentionally.
  • Section 11 enforces equal pay for work of equal value, helping to address gender wage gaps and support the removal of the overall pay gap.

This legal protection ensures equal access, not equal outcomes, setting it apart from systems that rely on race-based quotas. The Canadian Centre for Diversity and Inclusion provides guidance for institutions to apply the Acts in hiring. 

Employment Equity Act: Correcting Historic Disadvantage

Complementing the Human Rights Act is the Employment Equity Act (S.C. 1995, c. 44), which goes a step further. Its purpose is to correct conditions of disadvantage, not just avoid discrimination. It focuses on designated groups: women, Indigenous peoples, persons with disabilities, and members of visible minorities.

The Act does not require the creation of new positions or the hiring of unqualified candidates. Rather, it expects employers to:

  • Identify and remove barriers in existing systems, policies, and practices.
  • Take positive action and make reasonable accommodations to ensure equitable representation.
  • Align workforce demographics with the broader Canadian workforce or relevant regional talent pools.

This is a clear example of equity over equality, a distinction Ongig explores in detail in its blog on Equity vs. Equality in the Workplace.

That mindset is embedded in Canadian law. The Employment Equity Act recognizes that treating everyone “the same” does not result in equal opportunity, especially when some groups face systemic disadvantages. Instead, fostering an inclusive work environment requires proactive measures that account for those differences.

This is precisely why inclusive job descriptions are so important. By using language that’s accessible, welcoming, and free from bias, employers can begin dismantling barriers, right at the first point of contact with candidates.

Importantly, the Act applies to large private sector employers and federal institutions, including the public service, RCMP, and Canadian Forces. It also explicitly allows Indigenous-led businesses to give hiring preference to Indigenous peoples without it constituting discrimination under the Canadian Human Rights Act.

Where the U.S. model has sometimes leaned on affirmative action and executive orders, Canada’s DEI goals are advanced through inclusive legislation and measurable outcomes, not imposed targets. This helps avoid backlash while still driving progress.

“Our DEI policies are not based on quotas. They are based on the general principles that a society should treat all of its citizens fairly and equally” – Soma Ray-Ellis

Avoiding U.S.-Style Backlash

Canada’s DEI model has proven more sustainable and less politically volatile than that of the United States. While President Donald Trump has rolled back federal DEI programs during his administration, including banning certain types of diversity training for government agencies, the Canadian approach remains largely intact and widely supported across sectors.

This resilience stems from a focus on equity over enforcement. Rather than mandating diversity through quotas or affirmative action, Canada’s laws and DEI frameworks emphasize fairness, barrier removal, and equal access. This approach avoids some of the legal and cultural backlash seen in the U.S., including the U.S. Supreme Court’s recent decisions that restrict race-conscious admissions in higher education.

In Canada, DEI is not perceived as a zero-sum game but as a shared societal goal. From federal agencies to private corporations, there is a broad consensus that fostering inclusive workplaces benefits everyone, not just those in designated groups. This perspective helps DEI efforts retain legitimacy and momentum even during periods of political change.

The Role of Cultural Values

DEI in Canada is not simply a corporate initiative, it’s a reflection of national identity. Canada’s longstanding commitment to multiculturalism, enshrined in the 1988 Canadian Multiculturalism Act, supports policies that encourage the recognition and accommodation of cultural, religious, and ethnic diversity as a national strength.

This cultural foundation underpins how DEI is approached across Canadian workplaces, post-secondary institutions, and public sector programs. For instance:

These efforts go beyond optics or checkboxes. They are embedded into the expectations of citizens, employees, and even corporate leaders. Whether it’s recognizing Black History Month, advancing reconciliation with Indigenous peoples, or building employee resource groups for LGBTQ+ inclusion, the goal is to create workplaces that welcome the whole self, and reflect the diverse culture of the country.

By rooting DEI in shared values rather than divisive mandates, Canada fosters a more inclusive Canada through gradual, systemic, and culturally grounded change.

Why Job Descriptions Are Central to DEI in Canada

Job descriptions are more than administrative documents, they are the front door to your company culture. For many job seekers, especially those from diverse backgrounds or under-represented groups, the job ad is the first indication of whether a workplace is safe, welcoming, and inclusive. In the context of Canadian DEI, this makes job postings a powerful opportunity, and a potential barrier.

First Impressions Matter

A single sentence can influence whether a qualified candidate feels seen or excluded. Terms like “native English speaker,” “digital native,” or “recent graduate” may seem neutral but can signal ageism, ableism, or cultural exclusion. Job seekers from visible minorities, Indigenous communities, or those with non-linear career paths may disengage before they even apply.

In Canada, where multiculturalism is a central value and legal frameworks like the Human Rights Act and Employment Equity Act prohibit discrimination in hiring, these seemingly small choices can have big consequences.

The Problem of Unconscious Bias in Language

Unconscious bias isn’t always obvious, it shows up in tone, word choice, and assumptions. Ongig’s research has shown that:

  • Job descriptions with masculine-coded language (e.g., “competitive,” “aggressive”) were significantly less likely to attract female applicants.
  • Terms associated with a narrow cultural lens reduced engagement among candidates from diverse ethnic backgrounds.
  • Overly complex or jargon-heavy language discouraged applicants who were neurodiverse or non-native English speakers.

These small word choices can create systemic exclusion over time, disproportionately impacting those the Employment Equity Act aims to support; women, Indigenous peoples, persons with disabilities, and members of visible minorities.

The Canadian Context

Because Canadian DEI frameworks focus on equal access and barrier removal, it’s not just about being legally compliant, it’s about being culturally aware. Inclusive language reflects Canadian diversity values and helps employers build trust with people of color, newcomers, and historically marginalized communities.

Organizations that prioritize inclusive job descriptions often report:

  • More diverse applicant pools
  • Better retention of equity-seeking groups
  • A stronger employer brand aligned with Canadian values of mutual respect and inclusion

What Inclusive Job Descriptions Look Like

In Canada’s DEI landscape, where the focus is on equity, barrier removal, and mutual respect, your job ads should do more than list duties. They should actively signal that people from diverse backgrounds are welcome and valued.

An inclusive job description helps reduce unconscious bias, increases accessibility, and builds trust with candidates from under-represented groups, including visible minorities, Indigenous peoples, and those with disabilities. Here’s what that looks like in practice.

Bias-Free Language: Subtle Shifts, Big Impact

Unintentional exclusion can happen through everyday word choices. Ongig’s analysis has found that even a few words can sway who applies.

Avoid:

  • Gendered terms like “dominant,” “strong leader,” “nurturing,” or “supportive”
  • Ableist language such as “walk in,” “stand for long periods,” or “mentally tough” (unless essential to the role)
  • Cultural or age bias such as “digital native,” “recent grad,” “young and energetic,” or “must have Canadian experience”

Use instead:

  • Inclusive verbs like “team,” “guide,” “coordinate”
  • Functional requirements instead of physical ones (e.g., “must be able to use video conferencing software” vs. “must attend in-person meetings”)
  • Open and welcoming tone that avoids jargon and insider terms like “guru” or “ninja”

Ongig’s Bias Checker feature makes this easy:

Before:

Ongig's text analyzer showing gender biased language in job descriptions for DEI in Canada

After:

Ongig's text analyzer showing gender neutral scored job description for DEI in Canada

Readability and Accessibility Matter

Inclusion doesn’t stop at removing bias. Readability is a key factor in making job postings accessible to a wide audience, including:

  • Neurodiverse candidates
  • Non-native English speakers
  • People with different education levels or communication styles

Ongig recommends aiming for a Grade 8 reading level or below, using:

  • Short sentences and bullet points
  • Clear headings and structure
  • Plain language over corporate speak

Adding features like text-to-speech compatibility, alt-text for images, and accessible application instructions ensures the job ad reaches everyone, including candidates with visual or cognitive impairments.

Ongig’s Readability scoring system makes this easy to achieve:

Ongig's text Analyzer readability score for DEI in Canada

Go Beyond Legalese: Crafting Authentic Diversity Statements

A generic “we are an equal opportunity employer” line isn’t enough. Today’s job seekers want to see clear, authentic signals of an inclusive workplace:

  • A diversity statement that reflects your values and actions, not just obligations
  • Benefits that support diverse identities (e.g., gender-affirming care, flexible work arrangements, mental health coverage)
  • Real-world examples of inclusion: employee resource groups, mentorship programs, or DEI commitments

Example:
“We hire based on merit and are an equal opportunity employer.”

Becomes:

“We believe diversity is a strength and strive to create an environment where everyone can thrive. Our benefits include mental health support, gender-inclusive policies, and flexibility to help you bring your whole self to work.”

Inclusive job descriptions aren’t about watering down expectations, they’re about opening the door wider. In a Canadian context where employment equity, human rights, and diverse hiring practices are embedded in law and culture, it’s both the right thing and the smart thing to do.

How Ongig Supports Inclusive Hiring in Canada

Creating inclusive job descriptions takes time, expertise, and consistency, especially when aligning with Canadian DEI laws, linguistic nuances, and multicultural values. That’s where Ongig comes in.

Ongig’s platform is designed to remove barriers in hiring, starting with your job postings. It combines AI-powered tools with human insight to help Canadian employers write job ads that are inclusive, accessible, and aligned with national frameworks like the Employment Equity Act and Canadian Human Rights Act.

Key Features that Support DEI in Canada

Ongig helps employers build more inclusive job descriptions through a suite of features tailored for diverse workplaces:

  • Bias Detection Engine
    Flags gendered, ableist, ageist, or exclusionary language that may deter applicants from under-represented groups, including Indigenous peoples, persons with disabilities, and visible minorities.
  • Readability Scoring
    Uses natural language processing to assess your job ad’s reading level, ensuring clarity and accessibility for candidates from all educational and linguistic backgrounds.
  • Smart Templates & Suggestions
    Provides inclusive language suggestions in real time, eliminating guesswork and helping HR teams consistently apply DEI best practices across departments.
  • Diversity Statement Library
    Includes professionally written, customizable statements that reflect your company’s authentic values, not just boilerplate legalese.
  • Custom Reporting
    Talk to our team about custom reporting to help track the impact of inclusive language on job performance metrics, like engagement, apply rate, and source of hire, so you can see measurable outcomes, not just intentions.

These tools are not only designed to enhance inclusion, they help mitigate legal risk by aligning with Canadian human rights and equity laws. Ongig’s approach ensures your job postings reflect multicultural respect, equal access, and the non-quota-based equity model that defines DEI in Canada.

For our Canadian clients, this isn’t just about compliance, it’s about creating a more inclusive Canada, one job description at a time.

Why I Wrote This

Canada’s DEI model is rooted in inclusion, not quotas. It’s about ensuring that every person, regardless of their background, has a fair and equitable opportunity to thrive in the workplace. From the Canadian Human Rights Act to the Employment Equity Act, the focus is on removing barriers, accommodating differences, and fostering workplaces that reflect the rich diversity of Canadian society.

Inclusive hiring doesn’t start in the interview room, it starts with your job descriptions. The words you use send a signal: who belongs, who is welcome, and who sees themselves in your workplace.

At Ongig, we believe in the power of those words to drive change. Our platform exists to help employers take that first step toward equity, with tools that align with DEI values while making hiring more effective.

If your team is ready to move beyond compliance, and toward real inclusion, schedule a free demo with Ongig.

​Shout-Outs:

  1. U.S. Supreme Court Ends Affirmative Action in Higher Education: An Overview and Practical Next Steps for Employers by Sidley
  2. Canada’s DEI wasn’t built on quotas; it will avoid US-style backlash, says discrimination lawyer by Branislav Urosevic
  3. Air Canada aims to make DEI ‘just the way it is’ by The Globe and Mail
  4. Employment Equity Act by Government of Canada
  5. Human Rights Act by Government of Canada
  6. Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention by Government of Canada
  7. Inclusive Workplace by CASE
  8. About the Canadian Multiculturalism Act by Government of Canada
  9. Equity, Diversity & Inclusion by McGill
  10. Access, Community + Belonging by University of Alberta
  11. Canadian Centre for Diversity and Inclusion
  12. Public Service Commission of Canada

by in Diversity and Inclusion