Key findings from the survey indicate that 86% of respondents believe their employers have fulfilled commitments to creating a more equitable and inclusive workplace over the past five years. This reflects significant strides in addressing systemic biases and promoting diversity in Canadian workplaces.
Moreover, 83% of Black Canadians expressed confidence in Canadian companies’ ability to carve out a distinct approach to equity, separate from U.S.-based practices. This optimism highlights a growing trust in employers’ dedication to eliminating systemic barriers in recruitment, hiring, and promotion.
Another encouraging sign is that 75% of respondents feel valued and respected at the same level as their non-Black colleagues. Additionally, 78% are hopeful that their organizations will continue addressing systemic barriers over the next five years, suggesting a positive outlook on the future of workplace equity.
However, the survey also underscores the enduring challenges Black Canadians face. A staggering 77% of respondents reported experiencing microaggressions, discrimination, or racism in the workplace in the past year. Similarly, 79% encountered such challenges in broader society, highlighting the pervasive nature of these issues.
The survey further revealed that 75% of respondents witnessed microaggressions at work, while 81% observed them in society. These findings emphasize the persistent reality of racism and the need for continued efforts to address it.
Another critical issue highlighted by the survey is the impact of online hate speech. According to 78% of respondents, hate speech on social media is infiltrating workplaces, fostering tension and division. This underscores the interconnectedness of social and workplace issues, calling for comprehensive solutions from leaders.
Leadership plays a pivotal role in driving change, with 88% of respondents urging business leaders to vocally oppose racism. Rob Davis, KPMG’s Chief Inclusion, Diversity, and Equity Officer, emphasized the importance of trust-building and creating environments where all employees can thrive. “It’s simply good business to create an environment that enables everyone in our workforce to fully participate, be productive, and bring their best to work,” he stated.
While progress has been made, the survey also brought attention to disparities based on gender within the Black Canadian community. For instance, Black women were less likely than men to report having access to allyship training programs (68% vs. 81%). Additionally, many Black women felt pressured to conform to mainstream standards to navigate workplace settings, highlighting the need for targeted strategies to address these unique challenges.
Despite these challenges, there are encouraging signs of progress. For example, 76% of respondents noted that their companies now have Black representation in senior leadership positions, including the C-suite or board of directors. Such representation is a critical marker of progress and a driver for broader organizational change.
Looking ahead, respondents and experts alike stressed the importance of sustaining diversity, equity, and inclusion initiatives, even amid economic downturns. Setting measurable targets and holding leadership accountable are key to maintaining momentum and ensuring equitable workplaces for all.
As Davis remarked, creating equitable workplaces “is not only good for individuals but also beneficial for the economy and society as a whole.” By addressing these challenges head-on, Canadian businesses can foster environments where all employees can thrive and contribute to their fullest potential.
The survey also sheds light on the interconnectedness of social and workplace issues, particularly the impact of online hate speech. According to 78% of respondents, hate speech on social media platforms is infiltrating workplaces, fostering tension, division, and racism. This highlights the need for leaders to address these challenges comprehensively, as the boundaries between online and offline environments continue to blur.
Leadership plays a critical role in driving change, with 88% of respondents calling on business leaders to vocally oppose racism. Rob Davis, KPMG’s Chief Inclusion, Diversity, and Equity Officer, emphasized the importance of ongoing trust-building and creating environments where all employees can thrive. He noted that while progress has been made, companies must continue to remove barriers and ensure that equity efforts are meaningful and sustainable.
The survey also highlights disparities based on gender within the Black Canadian community. For instance, Black women were less likely than men to report having access to allyship training programs (68% vs. 81%). Additionally, many Black women felt pressured to conform to mainstream standards to navigate workplace settings, highlighting the need for targeted strategies to address these unique challenges.
Despite these challenges, there are encouraging signs of progress. For example, 76% of respondents noted that their companies now have Black representation in senior leadership positions, including the C-suite or board of directors. Such representation is a critical marker of progress and a driver for broader organizational change.
Looking ahead, respondents and experts alike stressed the importance of sustaining diversity, equity, and inclusion initiatives, even amid economic downturns. Setting measurable targets and holding leadership accountable are key to maintaining momentum and ensuring equitable workplaces for all. As Davis remarked, creating equitable workplaces “is not only good for individuals but also beneficial for the economy and society as a whole.”
Conclusion
The KPMG survey underscores both the progress and persistent challenges Black Canadians face in achieving workplace equity. While significant strides have been made in creating inclusive environments, with 86% of respondents acknowledging their employers’ efforts, systemic barriers such as microaggressions and discrimination remain prevalent. The findings highlight the critical role of leadership in driving meaningful change, with 88% of respondents urging business leaders to actively oppose racism. Additionally, the survey reveals the interconnectedness of social and workplace issues, particularly the impact of online hate speech, which underscores the need for comprehensive solutions.
Despite these challenges, there are encouraging signs of progress. Increased Black representation in senior leadership positions, improved confidence in employers’ commitment to equity, and a growing emphasis on targeted strategies for Black women demonstrate the potential for further advancement. To sustain this momentum, organizations must prioritize measurable targets, accountability, and ongoing diversity, equity, and inclusion initiatives. As Rob Davis of KPMG emphasized, fostering equitable workplaces is not only beneficial for individuals but also for the economy and society as a whole.
Frequently Asked Questions
What were the key findings of the KPMG survey on workplace equity for Black Canadians?
The survey revealed both progress and challenges. 86% of respondents felt their employers had made strides in workplace equity, but 77% experienced microaggressions or racism in the workplace. Additionally, 78% noted the impact of online hate speech on workplace dynamics.
What challenges do Black Canadians still face in the workplace?
Black Canadians continue to experience microaggressions, discrimination, and racism. 77% reported such incidents in the workplace, and 79% encountered them in broader society. Black women, in particular, face unique challenges, including limited access to allyship training and pressure to conform to mainstream standards.
How can business leaders drive change in workplace equity?
Leaders must vocally oppose racism and foster trust through inclusive environments. 88% of respondents emphasized the importance of leadership in addressing systemic barriers. Setting measurable targets and ensuring accountability are critical for sustaining progress.
What role does online hate speech play in workplace equity?
According to 78% of respondents, online hate speech infiltrates workplaces, fostering tension and division. This highlights the need for comprehensive strategies to address both online and offline challenges.
What progress has been made in workplace equity for Black Canadians?
Significant progress includes increased Black representation in senior leadership (76% of respondents) and improved confidence in employers’ commitments to equity. Additionally, 75% of respondents feel valued and respected at work, reflecting positive strides in inclusion.
