What is a DEI Candidate?
Diversity, Equity and Inclusion Hiring in Canada Explained
DEI Matters Now More Than Ever
Diversity, Equity, and Inclusion (DEI) have become major talking points in workplaces worldwide. However, with political movements especially in the United States - seeking to scale back DEI initiatives, misinformation about what DEI truly means has spread rapidly.
Recent efforts by conservative politicians, including U.S. President Donald Trump, have aimed to eliminate DEI programs, citing concerns over reverse discrimination and ‘merit-based hiring.
This has led to confusion, with some questioning whether DEI hiring means choosing candidates based solely on identity and how attitudes in the U.S may impact Canada.
In Canada, DEI is often understood differently, with a focus on removing systemic barriers and ensuring fair opportunities for all.
But what does it actually mean to be a ‘DEI candidate’? How does DEI affect hiring, and why should Canadian employers and job seekers care?
It’s time to stop using the acronym "DEI"
Words matter. When we reduce diversity, equity, and inclusion to just three letters—DEI - it becomes easier for opponents to strip the meaning away and turn it into something vague, divisive, or negative.
If someone is against these principles, they should have to say the full words: "I am against diversity, equity, and inclusion." That statement, spoken plainly, is much harder to defend than simply saying "I'm against DEI."
The acronym allows people to hide behind letters rather than confronting what they are actually opposing.
Diversity means having a range of voices and experiences.
Equity means ensuring fair treatment and opportunities for all.
Inclusion means making sure workplaces are welcoming and respectful.
If someone rejects these values, they should be upfront about it, rather than relying on shorthand that obscures the true impact of their stance.
By using the full words - diversity, equity, and inclusion - we reinforce what these principles stand for and make it clear that this isn’t just corporate jargon.
I want to acknowledge the intentionality here because, throughout our content on hirediverse.ca, you’ll notice we alternate between using the full terms diversity, equity, and inclusion and the acronym DEI.
We do this strategically to improve our search rankings, as DEI tends to have higher search volume on Google. By incorporating both, we ensure our content remains accessible while maximizing visibility in search results.
What is a DEI candidate?
A DEI candidate is not just someone who belongs to a traditionally marginalized group; it is any job seeker who embodies or actively supports diversity, equity, and inclusion in the workplace.
This can be through lived experience, advocacy, or professional contributions to DEI initiatives. Key Aspects of a DEI Candidate:
Diversity
Represents a traditionally underrepresented background, including race, gender, disability, age, Indigenous status, sexual orientation, and more.
Equity
Advocates for fair access to opportunities, removing systemic barriers in hiring and career growth.
Inclusion
Promotes a workplace culture where all voices are heard and valued.
The Canadian Centre for Diversity and Inclusion (CCDI) highlights that a DEI candidate is someone who not only benefits from inclusive hiring but also champions it through leadership or allyship.
Simply put, a DEI candidate is someone who values diversity, equity and inclusion.
Why DEI hiring is important in Canada
Canada’s workforce is diverse, and demographic trends show that immigration will be a key driver of labor market growth in the coming decades.
According to Statistics Canada, immigrants are expected to make up 34% of the country’s population by 2041.
Employers who ignore DEI risk alienating a large portion of the talent pool and missing out on top-tier candidates. Organizations that embrace DEI benefit from:
Increased innovation
Diverse teams bring different perspectives, leading to better problem-solving.
Higher employee engagement
Employees who feel included are more committed to their work.
Better financial performance
A report by McKinsey found that companies with diverse executive teams are 25% more likely to outperform their peers financially.
Challenges and misconceptions about DEI hiring
Despite the benefits, there is ongoing resistance to DEI hiring practices, with critics claiming it leads to "quotas" or preferential treatment.
However, Employment and Social Development Canada clarifies that DEI hiring is about removing systemic barriers, not lowering standards.
Common Myths vs. Reality
Myth
DEI means hiring unqualified candidates based on identity.
Reality
DEI ensures hiring is based on skill and potential by eliminating bias in recruitment.
Myth
DEI initiatives are only about race and gender.
Reality
DEI includes disability, Indigenous status, LGBTQ+ inclusion, and socioeconomic factors.
Myth
Canada’s hiring process is already fair.
Reality
Studies show racialized Canadians and newcomers still face barriers in hiring. A Ryerson University report found that applicants with non-Anglo names receive fewer callbacks than those with Anglo-sounding names.
There are many more misconceptions. You can read more about this in the full post on Understanding Diversity and Inclusion Myths.
How recruiters can ensure fair and inclusive hiring
Recruiters and employers must be intentional in creating fair hiring processes, ensuring bias does not influence decision-making.
Best practices for DEI hiring in Canada
Unbiased Job Descriptions
Avoid language that deters diverse candidates (e.g., "aggressive leader" may discourage women from applying).
Write More Inclusive Job Ads [Free Download]
Whether you're unsure how to write job ads, want to reduce bias, or need a fresh approach, the free Employer Guide to Writing Inclusive Job Ads will help you create fair and effective postings.
Blind Resume Screening
Removing names and other identifiers can reduce bias in initial assessments.
Diverse Hiring Panels
Having a variety of perspectives reduces the risk of one person’s biases dominating decisions.
Structured Interviews
Using the same questions and scoring system for all candidates promotes fairness.
Training on Unconscious Bias
Educating hiring managers on implicit biases helps mitigate discrimination.
The Ontario Human Rights Commission provides a detailed guide on preventing discrimination in hiring.
The Importance of Inclusive Hiring in Canada
While political debates may attempt to distort its meaning, the reality in Canada is clear - fair, inclusive hiring benefits everyone.
By staying informed and implementing best practices, employers and job seekers alike can help shape a workforce that truly reflects Canada’s diverse society.
For more insights, subscribe to Diversity News and stay up to date on workplace diversity, equity, and inclusion policies.
Get Started with HireDiverse
HireDiverse is a Canadian job board connecting employers with diverse talent. We use technology to make sure job ads reach the right candidates.
