In 2017, of the 100 highest-paid CEOs in Canada, three were
women and five were named Paul.1
It is not a secret that diversity and inclusion are popular buzz
words in today's business world. Whether by way of positive or
negative encouragement, various companies throughout North America
are jumping on board by creating and amending workplace policies.
Beyond the powerful public relations benefits, encouraging
diversity and inclusion in the workplace can create a more
productive workplace environment, attract sought-after talent and
bring competitive and financial advantage to a company.
Women, people with disabilities, LGBTQ2S and racialized
Canadians have long been underrepresented in upper management of
businesses.2 While this imbalance sparks an ethical
conversation about implicitly exclusionary business practices, it
also brings forward an underutilized and untapped talent market
that brings great added value to the workplace.
