EDI hiring practices are actions employers take to remove barriers for people who experience disadvantages. Barriers can prevent qualified people from being considered for job opportunities for reasons that are not related to the job. For example, some people experience discrimination based on some part of their identity such as their ethnicity, religion, gender or age when applying for jobs. EDI hiring practices make sure that workplaces reflect the wider population that is available to work.

Although things have gotten better in some ways, people in B.C. still experience discrimination when looking for work. People from certain groups deal with barriers, such as stereotypes and bias, and can be excluded from job opportunities. As a result, many workplaces do not reflect the general population that is available to work.

For example, a recent study found that even though racialized people in Canada are more likely to earn a bachelor’s degree or higher, they are less likely to find jobs that offer the same pay and benefits as their white counterparts early in their careers.² In B.C., data shows that people with disabilities are the most underrepresented group in B.C.’s public service jobs. In 2020, people with disabilities made up only 6.9 per cent of jobs in the B.C. public service, even though 24.7 per cent of the population has a disability.³ Also, women are overrepresented in caregiving roles that are often paid less. In 2021, women made up 78 per cent of workers in the healthcare and social assistance sector.⁴

EDI hiring practices help make sure everyone has fair access to job opportunities, feels like they are included or belong in their workplace and that our workplaces reflect the diversity of B.C.’s communities.

EDI stands for equity, diversity and inclusion. It describes many actions an employer can take to ensure that workplaces are fair, equitable and welcoming for everyone.

• Equity means employment opportunities and fair pay for everyone without discrimination or exclusion.⁵
• Diversity means that employees with various backgrounds, identities, experiences and abilities are present.⁶
• Inclusion is an intentional and ongoing process to create welcoming and accessible workplaces where everyone can thrive.⁷

There are several terms used to describe EDI, such as:

• Employment equity⁸
• Diversity, Equity and Inclusion (DEI)
• Diversity and Inclusion (D&I)
• Justice, Equity, Diversity and Inclusion (JEDI)
• Inclusion, Diversity, Equity and Accessibility (IDEA)
• Equity, Diversity, Inclusion and Decolonization (EDID)⁹
• Substantive equality¹⁰

There are many reasons why some groups are underrepresented in workplaces. This is often caused by discrimination and inequities at the interpersonal, organizational and societal level.

Interpersonal

Interpersonal discrimination can happen when people interact with each other. This can look like an employer making the decision not to hire a qualified candidate because of stereotypes and biases associated with their identity. For example, an employer might not hire a woman to an executive role because men are viewed as better leaders.

Organizational

Discrimination at the organizational level happens because of an organization’s policies, practices and processes that can cause harm. For example, using personal networks to share information about job opportunities, also known as “word of mouth,” may seem harmless. However, this tends to benefit people with higher social status and personal connections and excludes people who do not have the same connections. As a result, employers miss the chance to find qualified applicants who may not have access to the same networks.

Societal

At the societal level, unequal access to education, training opportunities and other social supports can make it harder for some groups and individuals to find and get a job. For example, racialized immigrants may have challenges getting a job because international education and work experience is valued less than Canadian work experience.¹¹

EDI hiring does not mean people who are not qualified to do the job are hired simply because of their identity, such as their race. It is also not about tokenism, such as hiring one racialized person in a workplace that is otherwise dominated by white people. EDI practices mean changing the workplace to be truly welcoming for everyone and to better reflect the identities of the community an organization works in or with.

Examples of EDI hiring practices:

• Including preference statements to job postings: If an employer finds that people from marginalized groups are underrepresented in their workplace, they may give preference to qualified people from those groups so that staff in their organization reflect the available workforce.¹²
• Creating a hiring and promotion equity plan: One of the most effective ways for employers to improve representation of marginalized groups in the workplace is to set proactive targets and timelines to hire and promote people from underrepresented groups.¹³
• Establishing fair and inclusive practices: Employers can standardize hiring and promotion practices so that they have the necessary tools to assess people more fairly. This reduces barriers that exclude qualified people from diverse backgrounds from being considered for job opportunities.
• Focusing on knowledge, skills and abilities necessary for the job: Sometimes, people do not gain qualifications in a way that might be expected, even though their experiences and credentials make them good candidates for a role. To ensure fairness, employers can consider people with qualifications from non-traditional paths, and only list the specific knowledge, skills and abilities required to do the job.

Yes. Under the B.C. Human Rights Code, it is legal and not discriminatory to plan, advertise, adopt or implement a program or activity that excludes or indicates a preference for certain groups or individuals if the objective is to improve conditions for the identified disadvantaged group.

A special program is meant to improve conditions for an individual or group that has faced disadvantage. B.C.’s Human Rights Code states that employment equity programs are not discriminatory if they achieve or are likely to achieve the goal of improving the conditions of disadvantaged individuals or groups (s.42(1)).

Employers with an initiative to lower barriers for disadvantaged groups in their workplaces may apply to receive formal special program approval from B.C.’s Human Rights Commissioner (s.42(3)). However, formal designation is not needed for an employer to start a special program (s.42(1)).

Visit BCOHRC’s Special Programs webpage to learn more about special programs and how to apply.

The Human Rights Tribunal can order employers to improve employment practices to remove barriers and address discrimination. This can happen as a result of a successful human rights complaint or where the parties have agreed to settle a complaint that includes such requirements for the employer. Some organizations and businesses are required to implement employment equity measures by legislation.

The federal Employment Equity Act (EEA)applies to the federal government and agencies, as well as federally regulated organizations or businesses (such as banks or airlines) with 100 or more employees. The EEA requires federally regulated employers to develop an Employment Equity Plan to address barriers in employment. The plan must also ensure the following four groups are fully represented within the organizations: women, Indigenous peoples, persons with disabilities and members of racialized groups.

In British Columbia, the new Anti-Racism Act (ARA) became law on May 16, 2024. The goal of the ARA is to address systemic racism in public institutions in B.C. The ARA includes requirements for some public bodies (starting with ministries of the B.C. government and the Office of the Premier) to set targets for the recruitment, retention and advancement of Indigenous people and racialized people throughout the organization, including within senior levels of the organization by June 2026. Over time, this requirement will be expanded to other public bodies (such as agencies and health care and social services providers).¹⁴

Yes. EDI hiring practices are fair because they only consider qualified candidates for jobs. They also improve fairness by removing barriers that might make it difficult for qualified people from diverse backgrounds to have a fair chance at finding a job.

For example, research suggests that the qualifications of women and racialized people are often undervalued. They have a lower chance of getting promoted despite the same levels of effort, performance, mentoring, experience and social connections as others.¹⁵ This type of bias leads to women and racialized people having fewer leadership roles. One recent study found that women of colour only represent one in 16 senior executive leaders.¹⁶

Diversity creates higher profits

Research shows that workplaces with diverse leadership teams have higher profits, revenue and are more likely to experience growth in market share.¹⁷

Diversity attracts customers and workers

Organizations with diverse teams tend to have a better reputation.¹⁸ This helps attract new clients, customers, and employees. Employees also stay at their jobs longer in organizations with greater diversity.¹⁹

According to a March 2024 poll conducted by BCOHRC of 803 adults in B.C., more than half of British Columbians (54 per cent) think equitable hiring initiatives are a good idea. The poll also found that 64 per cent of respondents agreed that “treating people equitably, or fairly, may require treating them differently.”

Diversity improves team performance and drives innovation

Innovation and creativity thrive when workplaces are diverse. Teams with employees from different backgrounds and experiences create environments where staff feel more comfortable to bring up new ideas, and everyone has opportunities to learn from those who are different from them.²⁰ Greater diversity can also create improvements in team performance and lead to more positive outcomes.

For example, a recent study in Ontario found that hospitals with more than 35 per cent women surgeons and anesthesiologists had better patient outcomes, including fewer deaths, in the three months after surgery.²¹

Affirmative action is a term mostly used in the United States to describes efforts to improve employment, educational and other opportunities for groups who have experienced discrimination historically and in the present day.²² EDI hiring practices focus on improving equity in the workplace only. In the employment context, the goal of both is equity in the workplace.

There are other terms that are used to describe similar initiatives in different parts of the world. For example, the European Union implements “positive action measures” to achieve equality for individuals from disadvantaged groups.²³

If an employer sets targets and timelines to improve representation in their workplace, they may decide to end EDI hiring practices once they reach their goals and their workplace is reflective of the diversity of the available workforce.

It is important to remember that improving representation in the workplace is only one part of the EDI journey. Equitable workplace policies and practices on compensation, accommodations for individual needs, professional development opportunities and complaint resolution should not have end dates.

Diversity training is one tool that employers may consider using to promote diversity, equity and inclusion in the workplace. It is distinct from equitable hiring and promotion initiatives and may have varying results.

Research suggests that diversity training has mixed or sometimes negative results on promoting equity. Mandatory or punitive training, or training that raises awareness about stereotypes and biases without actions to address it have been found to be particularly ineffective.²⁴ However, diversity training is one of many tools available to employers, and it is not a reflection of the effectiveness of EDI initiatives overall. In fact, there is strong evidence that EDI hiring initiatives are not only effective in improving diversity in the workplace, but they also benefit businesses and organizations in many other ways.^{25, 26}

Visit BCOHRC’s Special Programs webpage to learn more about special programs and how to apply.

The BCOHRC employment equity toolkit provides resources to support employers wanting to learn more about how to improve equity within their businesses and organizations.   

For more information about labour market statistics visit BC Statistics.