The phrase “DEI” – diversity, equity and inclusion – is one that human resource professionals have quickly become acquainted with over the past few years. DEI is often used to describe workplace practices and initiatives designed to ensure fair treatment, equal opportunity and respectful participation, with a particular focus on individuals in underrepresented or marginalized groups.
Throughout the early 2020s, DEI terminology was readily adopted by many workplaces, as organizations across all sectors began to formalize their commitment to these underlying principles by adopting policies, training initiatives, employee resource groups, accessibility planning and recruitment practices all under the “DEI” umbrella. These efforts have been driven by a combination of legislation (such as The Accessible Saskatchewan Act passed in 2023), legal compliance, risk management, increased funding and recognition that inclusive workplaces tend to be more resilient, innovative and effective.
More recently, however, there has been a push back against DEI in the United States and in some areas throughout Canada. Often centring on arguments like “reverse discrimination,” questions about whether these initiatives may unfairly disadvantage individuals who do not belong to the targeted groups have gained prominence.
In response, some organizations have scaled back, rebranded or reconsidered initiatives that were previously grouped under this DEI umbrella. This changing conversation can create...
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