It is increasingly a societal expectation that companies in Canada be responsive to concerns related to equity, diversity, and inclusion, ensuring greater access to opportunities for individuals of all backgrounds and orientations. In line with UN SDG 8 (Decent Work and Economic Growth) and UN SDG 10 (Reduced Inequalities), CIAC and its members are working to advance the following targets:
8.5 –By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
10.2 – By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
10.3 – Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies, and action in this regard.
10.4 – Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality.
CIAC introduces first Responsible Care Codes for equity, diversity and inclusion
After extensive consultation with members and stakeholders, CIAC announced the addition of new, auditable commitments in equity, diversity, and inclusion (ED&I) to the Responsible Care Codes for 2023. The new codes, which were informed by input from key stakeholders and expert organizations in the field of diversity and inclusion, are aligned with the UN SDGs of decent work and economic growth, and reduced inequalities. CIAC is the first national association to explicitly include ED&I codes into Responsible Care.
The decision to add these new commitments to the Responsible Care Codes was made by the CIAC Board of Directors in response to the global demonstrations in 2020 that drew attention to issues related to inequality.
The CIAC working group, made up of several members, worked with the Canadian Center for Diversity and Inclusion (CCDI) to develop the new codes and ensure that the language used, and the approach taken were appropriate for embedding ED&I into Responsible Care.
“These new commitments in the area of diversity and inclusion complement the commitments to Indigenous engagement and reconciliation that were added to responsible Care in 2019. This demonstrates the continued relevance and responsiveness of Responsible Care,” said Bob Masterson, CIAC President and CEO.
The new commitments compel CIAC member companies to strive to create an environment and culture that recognizes the value of equity, diversity, and inclusion, provide resources and engagement opportunities for employees and contractors, identify and engage with underrepresented groups, and periodically solicit feedback and evaluate performance in areas related to ED&I.
What members are doing to advance equity, diversity, and inclusion
BASF – One of Canada’s most diverse employers
In 2022, BASF Canada was honoured to receive, for the first-time, recognition by MediaCorp as one of Canada’s Best Diversity Employers. This follows the also first time recognition as one of Canada’s Best Employers For Diversity by Forbes in 2022. The company has also proudly released their BASF Canada three-year Diversity, Equity and Inclusion strategy. The strategy is guided by BASF’s corporate values and focuses on empowering employees and leaders through a variety of impactful actions and programs. Externally, the company is committed to positively impacting the communities in which it operated to support and enable opportunities for Canadians, including underrepresented groups.
GATX – Orange Shirt Day
In September 2022, as part of their Diversity, Equity and Inclusion initiative, GATX Moose Jaw had a presentation on the significance of Orange Shirt Day. Employees and their children at the Moose Jaw, Montreal, and Red Deer Service Centers were all given orange shirts. The shirt was designed by a local artist, Larissa Kitchemonia.
Methanex – Taking steps toward reconciliation in Canada
In 2022, Methanex took small but meaningful steps towards Indigenous Reconciliation, including leadership education, corporate acknowledgment of Canada’s National Day of Truth and Reconciliation, and implementation of land acknowledgments for company-wide events in Canada.
For example, members of their Medicine Hat team joined Indigenous leaders, including a member of their Community Advisory Panel, for a unique experience to learn about colonialism’s history and the ongoing impacts on Indigenous peoples in Canada. Indigenous leaders led a special Blanket Exercise for Methanex Medicine Hat in the Ómahksípiitaa (Big Eagle) room at Medicine Hat College. It was a moving and powerful way to gain a deeper understanding of the past and present, and to support reconciliation and inclusivity in their workplace.
Dow Canada – Supporting equity in education at local schools
Dow Canada has partnered with Noelle’s Gift to Children to support equity in local schools. The organization was established to provide assistance to marginalized students who are victims of circumstances beyond their control. Through this project, Noelle’s Gift to Children is building closets in Lambton County and Chatham-Kent schools and filling them with essential items like food, clothing, toiletries, sanitary products, and other necessities that can be accessed discreetly by students in need. Dow volunteers will also be helping to assemble, deliver, and stock the closets.
