Peter MacKay's comments last week suggest that diversity among Canada's judiciary is a non-issue for the federal government. From his response to the question posed by Arleen Huggins, president of the Canadian Association of Black Lawyers, it doesn't sound like he's even given consideration to the possibility that the appointment process may not be fair and equitable. So for him there is no reason to collect and analyze data.
On June 19, 2014, the Public Editor reflected on what more the Toronto Star can do to reflect the diversity of the Greater Toronto Area in its coverage. She writes, "the reality remains that on most days the Star still falls short of producing a newspaper and website that looks like the Toronto we see when we walk our city streets, play in our parks, shop, dine out, ride transit." In doing this work, she notes that this means addressing issues of diversity in hiring and promotion.
More and more organizations are beginning to undertake workplace diversity and inclusion (D&I) programs. But oftentimes we find that organizations aren't taking a comprehensive approach to creating an inclusive organization, which means addressing equity, diversity and inclusion. Often, they address one aspect, but not the other. Few organizations even distinguish between equity, diversity and inclusion and address each in their D&I strategy.
Tana Turner is Principal of Turner Consulting Group Inc. She has over 25 years of experience in the area of equity, diversity and inclusion.