Open this photo in gallery: Affirmative action supporters demonstrate near the U.S. Supreme Court in Washington, on June 29, 2023.KENNY HOLSTON/THE NEW YORK TIMES NEWS SERVICE
Wes Hall is the founder and executive chair of WeShall Investments and the chair and chief executive of Kingsdale Advisors. In 2020, he launched the BlackNorth Initiative, and currently serves as the 35th chancellor of the University of Toronto.
Walied Soliman is the global chair and co-chair of the special situations team at Norton Rose Fulbright, chair of the board at SickKids Hospital Foundation, and a board member of the BlackNorth Initiative.
In 2024, some of the largest corporations in the United States retreated from their diversity, equity and inclusion programs. They disbanded their DEI teams, withdrew from supporting cultural awareness programs and removed DEI metrics from executive pay plans, signalling to leaders that diversity and accountability are no longer priorities.
This puts Canada at a crossroads. Will we allow this shift south of the border to undermine our own progress, or will we seize this moment to solidify leadership in DEI and build a future where all Canadians have an equal stake in opportunity?
Critics dismiss DEI as a “woke agenda” that unfairly distributes results. This “us vs. them” mentality distorts DEI’s true purpose: to make sure every person has a fair chance at succeeding, by eliminating unconscious bias and recognizing structural impediments. This will not result in fewer opportunities for traditionally advantaged groups, but rather grow the pie to benefit everyone across the country.
Allowing misinformation to take root risks reversing the years of progress we have made since the 2020 murder of George Floyd, as evidenced by the work of organizations such as the BlackNorth Initiative in Canada. In a short period, Canada has seen an increase in corporate commitments to disadvantaged groups, improved support for Black entrepreneurs facing obstacles to funding and a stronger focus on fostering diversity and inclusivity through hiring practices.
These outcomes tell a compelling story: DEI is not a box-ticking exercise. It’s real action, driving real positive change across Canada. DEI initiatives keep us accountable, shining a light on our progress and reminding us of our goals over time.
Some argue that DEI is unnecessary, pointing to the success of a few racialized leaders as “proof.” But our achievements demonstrate the power and necessity of DEI. Our careers are possible because influential people defied norms, backed our potential and invested in us. But we are the exception, not the norm.
Take the case of the Justice Michelle O’Bonsawin, who made history as the first Indigenous person on the Supreme Court of Canada in 2022. Her path was set in motion in law school when an official from the Commissioner for Federal Judicial Affairs’s office suggested that a fluently bilingual Indigenous woman would be an ideal candidate for the court.
And yet, the barriers remain. One of us was required to take an English as a second-language course because of his accent. The other endured hateful discrimination because of his faith.
DEI’s purpose is to erase these barriers and prejudices so that no one questions if someone “deserved” their role because of their gender, the colour of their skin or their faith. Until that day, DEI remains critical.
So where do we go from here? This moment demands a renewed commitment from our fellow CEOs, law firm and accounting firm partners, and executives across Canada to make DEI a core, non-negotiable principle.
This is Canada’s moment. To lead. To rise. To be uncompromising in our commitment to DEI and to build a future where every Canadian – regardless of our differences – has an equal chance to thrive. The stakes are too high, the moment too urgent, for anything less.
Let’s not waste it.