Thought Leadership

At CILAR, we believe that real change begins with understanding and addressing the root causes of inequity. Our approach is multifaceted: we conduct comprehensive research to identify barriers, develop targeted programs to support BIPOC professionals, and advocate for policies that promote fairness and inclusion. Through our thought leadership initiatives, we aim to inspire action and drive meaningful progress within organizations across various industries.

Statistics from Our Report

Please take a look at some statistics that were pulled from our final report down below. To access the final report, click here.

1) BIPOC Canadians are over 10% more likely to have been prompted to leave their company due to racial discrimination.

2) BIPOC Canadians are twice as likely to feel that their racial identity has held back career growth as their white managers. This is highest among BIPOC Canadians aged 45-59, those living in urban environments and those who are part of a public sector union. Only 4 in 10 BIPOC Canadians do not feel that their racial identity has held back their career growth.

3) BIPOC Canadians are over twice as likely as white managers to feel excluded from professional development opportunities and/or special assignments due to their racial identity. This is highest among BIPOC Canadians between the ages of 45-59 and those who are a member of a public sector union.

4) BIPOC Canadians find it significantly more challenging to find mentorship and/or sponsors than their non-marginalized peers. This is most evident among BIPOC Canadians who are living in an urban community, finding it significantly more difficult than those living in rural/suburban communities.

5) Although BIPOC Canadians do not significantly differ from white managers in their experience reporting situations where racial identity is a factor, they do experience 0.5 more incidences on average. Incidence is highest among BIPOC members of public sector unions (with 18% having reported an incident).

6) BIPOC Canadians are slightly more likely to have experienced (or believed to have experienced) prejudice due to the rising tensions in the Middle East. 

7) BIPOC Canadians are nearly twice as likely as white management to feel unwelcome in the workplace due to their racial identity. This is highest among BIPOC Canadians aged 30-44, those in urban areas, and members of public sector unions.

8) BIPOC Canadians are nearly three times as likely to feel that they are being more harshly judged than their white managers. This is highest among BIPOC Canadians living in urban communities, members of public sector unions and those between the ages of 45-59.

9) BIPOC Canadians are nearly 4 times more likely to feel that they have been assigned tasks at work specifically due to their racial identity. BIPOC members of public sector unions are significantly less likely to say that this was not the case when compared to BIPOC Canadians generally.

10) Interestingly, BIPOC Canadians are just slightly more likely to be called a racial slur at work when compared to the control sample of white managers. This is significantly more likely to occur to those living in urban communities  as opposed to those in rural and suburban communities.

11) There is very little difference between BIPOC Canadians and white managers when it comes to being prompted to change career paths due to racial discrimination.

Thank you to Future Skills Centre, OMERS, Walmart Foundation and the 500 Canadian adults who participated in CILAR’s BIPOC Workforce Survey 2023. With data commissioned from Canadian polling and market research firm Abacus Data, we revealed the reality of workplace dynamics across diverse groups. These insights are invaluable for better understanding the experiences of Canada’s workforce and shaping our initiatives for current and future programs.
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As Seen On

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