New study finds 96% of Canada’s largest corporations provide DEI training and 88% set demographic targets in hiring

FOR IMMEDIATE RELEASE

CALGARY – New research, released today by the Aristotle Foundation for Public Policy, reveals how deeply DEI (Diversity, Equity, and Inclusion) ideology has penetrated corporate culture in Canada.

From equal opportunity to quotas: An index of DEI in hiring and ideological capture in Canadian corporations finds, of Canada’s largest corporations:

• 96 percent provide DEI-related training
• 88 percent declare demographic targets for hiring or promotion in corporate literature
• 88 percent financially support ideological or political groups
• 80 percent promote DEI in job postings

To measure the prevalence and degree of DEI in corporate hiring and other practices, the study examines 500 job postings and extensive corporate literature across 25 of Canada’s largest publicly traded corporations and finds:

• The more innovative the firm is, the less likely to be captured by DEI ideology.
• On average, Canadian companies refer to indigenous matters and DEI as often as they refer to their products and customers, in corporate literature.
• The degree to which a corporate sector embraces ideological language predicts a greater likelihood of discrimination in hiring.
• Demographic target setting has become mainstream practice, with the exception of the tech sector.
• At the sector level, only tech companies tend to abstain from DEI practices, in favour of meritocratic career advancement.

“Canadian firms are heavily engaged in social engineering,” notes lead author Prof. Leigh Revers. “This takes place in the workplace through DEI training modules, for example, but it extends well beyond the office. One of the most interesting findings we uncovered is the extent to which Canada’s largest companies fund organizations that advocate for controversial issues.”

The report concludes that Canadian corporations embody a “DEI Paradox.” While DEI is near ubiquitous in hiring procedurals, unmeritocratic quotas, and ideological re-education training, corporations—unlike universities—are careful to not explicitly exclude candidates based on immutable characteristics. While preferential hiring exists, excluding candidates based on race, sex, etc. appears to be rare.

The full report, From equal opportunity to quotas: An index of DEI hiring and ideological capture in Canadian corporations, is available at aristotlefoundation.org.

To arrange for an author interview, note the contact below.

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Media Contact:

Cathy Simpson

Outreach and Engagement Officer, Aristotle Foundation

cathys@aristotlefoundation.org

905-329-3548