Transforming Global Workplaces

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Deland Kamanga is an accomplished senior leader with a deep passion for advancing diversity, equity, and inclusion in the workplace, industry, and society. Jodie’s dedication to empowering women in technical fields, coupled with her commitment to innovative problem-solving, exemplifies her profound impact on advancing diversity, equity, and inclusion in both the workplace and broader community. Through his inclusive leadership style, Philippe creates a welcoming environment where diversity is celebrated, reflected in his team’s high representation of women and intentional efforts to attract and retain diverse talent.

These results suggest many C-suite and legal leaders are confident and optimistic about their organization’s approach and commitment to diversity, equity, and inclusion. The legal risks of engaging in diversity, equity, and inclusion work are top of mind for many leaders in the current environment. Given that this study was conducted in the weeks following executive orders targeting DEI, it is also possible that employees and leaders with more favorable views of diversity, equity, and inclusion were motivated to take this survey as a means of responding to the mounting resistance. The field of diversity, equity, and inclusion (DEI) is facing significant legal and social threats, prompting some organizations to retreat from efforts aimed at advancing fairness in the workplace.

Ellen Moore has built an impressive career as a leader in the Canadian insurance industry and a tireless advocate for diversity and inclusion in the workplace. Thanks to her contributions to Unilever’s global diversity efforts, Unilever Canada is set to reach a global goal of 50% representation of women in leadership roles by the end of 2014. With ambitious publicly stated staffing goals for women and visible minorities appointed into executive and senior manager roles, RBC is a diversity leader in the Canadian business community and is increasingly being recognized as such in the US and UK. As a member of RBC’s Group Executive, Ms. Hirji is one of eight executives responsible for setting the overall strategic direction of RBC, and she has primary responsibility for developing and implementing the organization’s diversity and inclusion strategy. At RBC, she has championed diversity and inclusion as both a business imperative and as one of the company’s core values. Ms. Moorehead brings her passion for advancing women and creating inclusive workplaces to the firm every day by celebrating diversity as a critical client service imperative.

Her collaborative approach, influential leadership, and commitment to amplifying diverse voices have not only driven positive change at McDonald’s Canada but also set a benchmark for DEI initiatives within the McDonald’s system. She also dedicated to creating space for women in tech and supporting local STEM programs for girls. The numbers show progress, but the greater impact is the inclusive culture she has helped create where employees across all their intersecting identities feel valued, supported, and empowered. Today, her leadership has helped turn DEI into a shared responsibility, from C-suite accountability plans to a 500+ member allyship network. She’s helped embed inclusion into the organization’s strategy, culture, and values by building momentum at both the executive and grassroots levels. Angeline Pleunis has shaped PointClickCare’s approach to equity and inclusion from the ground up.

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Described as “relentlessly persistent, extraordinarily brave, and absolutely visionary,” Mr. Vettese recognizes that a diverse and inclusive work environment is both a business and a moral imperative and that inclusive behaviors are an essential leadership competency. Frank Vettese has been committed to advancing women and diversity and inclusion (D&I) throughout his entire career. In the conservative, male-dominated industry of commercial real estate, Lara Di Gregorio was an authentic leader committed to diversity and inclusion (D&I) who used her voice to advocate for underrepresented groups in her industry, including women and the LGBT community.

BUSINESS LEADER: Christina Boim, ConocoPhillips Canada

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He’s a founding member of the Legal Leaders for Diversity, a group of more than 120 General Counsels from across Canada committed to creating a more inclusive legal profession and workplaces. Simon does not shy away from speaking frankly about why diversity and inclusion (D&I) are important to him. Norie is a steadfast supporter of inclusion and diversity, both of which are core values at TD Bank, and she embeds these priorities into initiatives, policies, and business practices that she puts forward.

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Tyjondah’s passion for making the world a better and more equitable place, where everyone feels a sense of belonging, has led her to implement numerous initiatives that have driven meaningful change. Jeahnette’s advocacy has had a direct impact on increasing the representation and advancement of women within the company. She has been an integral part of Wells Fargo for over 20 years, consistently demonstrating her commitment to fostering an inclusive culture that values and empowers all team members. Her work has led to significant progress in advancing DEI efforts and making Hydro One a workplace where everyone feels safe, valued, and a true sense of belonging. Jodie Wallis, the Global Chief Analytics Officer at Manulife, is a seasoned leader focused on using Artificial Intelligence and Advanced Analytics to help achieve the company’s strategic goals and to deliver value to its customers, employees, and shareholders. Her ongoing advocacy and dedication continue to inspire and drive progress toward a more inclusive and representative world.

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In 2008, Deloitte Canada appointed Jane Allen as its first Chief Diversity Officer, becoming one of the first organizations in the country to put the spotlight on diversity and inclusion. Shell Canada exceeds Shell’s global numbers for inclusion of women, with 28 percent of senior roles and 43 percent of all roles held by women. She is a role model for women at Shell and for all business leaders in the oil and gas sector. Colleen Johnston’s advocacy and championship of women and diverse employees at TD Bank Group is a key contributor to the bank’s unique and inclusive culture. Having touched the careers of countless lawyers, CEOs, corporate directors, and board chairs, the name Purdy Crawford is synonymous with mentor and sponsor for many of Canada’s senior business leaders. Purdy Crawford always believed in the power of diverse leadership and the talent that women can bring to the boardroom table.

• This work has helped TD increase its representation of women at the executive level by 50 percent since 2005.
• She understands and uses as her guiding principle that placing value on and encouraging people to embrace their differences in the workplace can strengthen one’s sense of belonging in the workplace, which is critical to inclusion.
• She is dedicated to shaping systemic change to promote inclusion, striving to create an environment where individuals can fully express themselves at work.
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• In addition to a wide variety of networking opportunities and events, the WIL committee sponsors a group mentoring program that has provided 1,000 women with the tools and support they need to advance their careers.
• Their journey exemplifies the transformative power of inclusive leadership in creating a positive and accepting work environment.

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• His dedication to creating inclusive environments, both within Deloitte and in Canadian society, has been at the forefront of his career.
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• More than three out of four employees (76%) say they are more likely to stay with their employer long term if their employer continues to support diversity, equity, and inclusion.
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• Her work has led to significant progress in advancing DEI efforts and making Hydro One a workplace where everyone feels safe, valued, and a true sense of belonging.

As the General Counsel for BMO Financial Group, Simon Fish has led the bank’s five-year enterprise strategy to increase the diversity of the workforce at all levels. It is now used widely across the firm, setting a tone of inclusion and encouraging employees to celebrate and respect one other. With her guidance, TD has created numerous programs that have attracted, retained, and promoted diverse leaders across the enterprise. A much-admired leader, she is a key driver for the representation, advancement, and inclusion of women at all levels within Scotiabank, Tangerine Bank, and in communities across Canada. Gillian Riley is a force in the championship of women’s advancement in business and in the community. The result is a significant, sustained presence of women at all levels of the organization he leads, as well as in Canadian business.

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This year’s top ten trends highlight the importance of treating workplace inclusion and gender equity as business imperatives, with holistic efforts interconnected across organizational functions and global contexts. The top three trends also include prioritizing durable leadership skills to effectively lead a diverse workforce and integrating artificial intelligence (AI) into inclusive workplace practices. Defeat in the round aviator game is not the end of the world.

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