Our Partners
Our extended community of clients and partners have contributed immensely
to the development of our vision and the delivery of our REDI framework.
As a founding partner, the Victoria Foundation supports our efforts towards engaging community-based organizations within the region and across Canada to further Racial Equity Diversity and Inclusion (REDI). We continue to strengthen our support for racialized and other equity-seeking groups in communities through intercultural competence development; advisory for equitable resource distribution; employment equity frameworks; anti-racism and anti-harassment frameworks; roadmaps for BIPOC engagement and representation. Our work focuses internally (within organizational systems and structures) and externally (across organizations and community groups), in the development of REDI processes across Canada.
There is no better time to come together as institutions,
communities and organizations to do the critical work of charting new pathways for equity
and inclusion in all systems, processes, policies and practices
Culturally appropriate targeted research is necessary to close the gap, eliminate barriers, and provide better supports and access. We cannot evaluate and approve upon what we do not measure and report.
We piloted an assessment on the state of pluralism in Canada in 2020, and our research found that the private sector, obviously benefits enormously from diversity in Canada for its business, and would show acknowledgement of the benefit, but is not acting as champion for these issues.
It is fantastic to see the recognition of the importance of immigration, but the research data tells us that immigrants arriving during economic downturn suffer a scarring from which they never recover. We need to work collectively for their success.
Knowledge confers power. Who holds and develops knowledge into action really matters.
As a financial institution, our role in society is to take capital from deposits and investments and give it to people who need it, in the most effective and efficient way to solve community’s needs.
Engaging constructively on issues of race, injustice, and inequality can be hard, messy, and confusing, and we all need guidance and support.
Faculties are becoming more diverse but not sufficiently. Like gender equality, you need time and set targets for racialized minorities and equity seeking groups to reach the higher levels.
The biggest contribution we can make as people in the education ecosystem is to not just make the business case for international students as talents for organizations but to actually demonstrate how to practice inclusion.
When you look at 94 calls to action and the Truth and Reconciliation Commission that it really does distill down to four essential action items, and they are: ceremonies, work with our people, structures, and policies.
While 60% of senior leaders across universities identify as belonging to one of the designated groups, racialized people represent only 8% of senior leadership in universities.
