EDI&B Maturity Model

Organizations in the compliance stage are generally following all legal requirements mandated by the provincial and federal levels of government. Organizations are working to ensure safe working conditions and are providing the minimum level of benefits required by law. 

• Anti Harassment Policy: Writing an Effective Anti-Harassment Policy

• Tool #7: Maintaining Successful Employment: Strategies for retaining staff such as: workplace training, creating effective and inclusive workplaces, availability of accommodations, work-life balance and ensuring that employees understand their job requirements.

• Getting started with DE&I: A starting point to developing a diversity & inclusion strategy

A great start! Organizations at the Discovery stage recognize there is a problem or potential to grow.  Often, these organizations have identified an organizational culture issue, a high turnover rate, or had concerns and suggestions brought forward by their employees. Discovery is a great time to implement some quick wins and see what can be done right away to build momentum. 

• Creating Barrier-Free Job Descriptions: Tip sheet with information on creating job descriptions that will help to attract new immigrant talent to your workplace.

• Reconciliation Resources: Resources to support organizations in supporting Indigenous employees

• Waiter, Is That Inclusion in My Soup, a New Recipe to Improve Business Performance: Creating a strong business case for inclusion

Wonderful! A committed organization usually has committed resources in terms of people, money and time towards diversity and inclusion. A committed organization is usually in the first few years of their DE&I journey and has a few programs and initiatives in place. Some are well on their way to reaching the next stage.

• A Practical Kit to help Employers build an inclusive workplace: The Mental Health Commission has created this resource to support HR professionals build a culture to support those living with mental health disabilities.

• CCDI Toolkit: Addressing fear and resistance: Toolkit with practical suggestions and strategies for dealing with fear and resistance to diversity and inclusion initiatives in your organization.

• Diversity, Equity and Inclusion for remote teams: Engagement is as important for remote employees.

Excellent! In an organization at the Championed stage, the leadership team is most likely very engaged in the development of a diversity, equity & inclusion strategy and its execution. These organizations are leading initiatives and are advocating for new programs and processes to support clear DE&I goals. 

• CCDI Toolkit: Locking in your leadership: Developing the ironclad business case for diversity and inclusion

• National Diversity and Inclusion Benchmarking Study: Senior Leaders and Diversity Personnel: A national benchmarking resource that aids Canadian organizations in assessing their D&I development.

• Creating Authentic Spaces: Toolkit to help allies challenge transphobia and to foster environments that are inclusive of gender identity and gender expression.

Congratulations! Your organization is most likely leading the way in your industry in terms of diversity, equity and inclusion practices. Perhaps you can expand your DE&I impact beyond your organization and by ensuring you support each of the 5 designated groups. 

• Supplier Diversity in Canada: A guideline for exploring supplier diversity to promote diversity in the value chain.

• Diversity Staffing Structures: Examining current practices in the area of diversity staffing.

• What Gets Measured Gets Done: Measuring the Return on Investment of Diversity and Inclusion: Report on the best practices in measurement on D&I initiatives.