The REALPAC Diversity & Inclusion (D&I) Clearing House exists to provide REALPAC members and the Canadian commercial real estate industry with research and resources to help support D&I within their organizations. The Clearing House will be updated regularly with new resources. If you have any questions, suggestions, or are seeking additional resources, please contact Kris Kolenc, Manager, Research & Sustainability at 416.642.2700 x238.
Resource categories include:
By taking the Panel Pledge,if you are invited to speak at or participate in a professional industry forum on a panel of two people or more, not including the Chair or moderator, you are encouraged to only do so if there is at least one woman on the panel. Additionally, REALPAC encourages the inclusion of persons from other underrepresented groupson the panel.
REALPAC’s annual Canadian Commercial Real Estate Compensation Survey is designed to provide real estate companies with competitive compensation levels and current information regarding the design, features, and administration of compensation. The survey also includes diversity and inclusion data from participants.
Diversity & Inclusion (General)
Aird & Berlis LLP conducts ongoing webinars on diversity and inclusion on topics such as diversity and inclusion in the workplace and pride at work.
Canada's Best Diversity Employers recognizes employers across Canada that have exceptional workplace diversity and inclusiveness programs. This competition recognizes successful diversity initiatives in a variety of areas, including programs for employees from five groups: (1) Women; (2) Members of visible minorities; (3) Persons with disabilities; (4) Indigenous peoples; and (5) Lesbian, Gay, Bisexual and Transgender/Transsexual (LGBT) peoples.
CCDI is a made-in-Canada solution designed to help employers, diversity and inclusion/human rights/equity, and human resources practitioners effectively address the full picture of diversity, equity and inclusion within the workplace. CCDI’s public resources include research reports and toolkits.
The DiversityCanada Foundation is a non-partisan not-for-profit which creates, facilitates, and promotes opportunities for multi-ethnic, multi-cultural, differently-abled, and diverse groups and individuals to participate in the economic, social, and cultural life of Canada and elsewhere.
The Government of Canada provides a list of important and commemorative dates observed throughout the country.
The Harvard Business Review produces many articles on diversity.
This list provides holidays and observances in Canada for 2019 generally, and those based on different religions and provinces and territories.
The Law Society of Ontario has an Equality, Diversity, and Inclusion initiative to address racism and discrimination in the legal profession. Since 2009, the Law Society has been collecting licensee demographic data on a voluntary basis. The Law Society makes their Self-Identification, Inclusion, and Self-Assessment questions available to the public. Other organizations can use these questions as a model when surveying their own employees to gather demographic data.
The IDRC is a research and development centre at OCAD University where an international community of open source developers, designers, researchers, advocates, and volunteers work together to ensure that emerging information technology and practices are designed inclusively. Inclusive design is design that considers the full range of human diversity with respect to ability, language, culture, gender, age, and other forms of human difference.
This guide is intended to be a practical resource for human resources professionals, human rights and equity advisors, managers and supervisors, unions, and any other people or groups considering a data collection project on the basis of race, disability, sexual orientation, or other identifier, or seeking support to do so. This guide may be particularly helpful to readers with little or no knowledge of data collection.
Statics Canada provides extensive stats on diversity and inclusion in Canada.
The Diversity Institute conducts and coordinates multi-disciplinary, multi-stakeholder research to address the needs of diverse Canadians, the changing nature of skills and competencies, and the policies, processes, and tools that advance economic inclusion and success.
This study was conducted by Dalhousie University and the Canadian Centre on Diversity and Inclusion (CCDI) in February 2019. The study captures national data on Diversity and Inclusion practices in Canadian organizations and the working relationships between Senior Leaders of organizations and their Diversity and Inclusion managers.
This report discusses the functional governance and structure, culture, talent management, and diversity and inclusion practices in Canadian organizations. It also illustrates diversity and inclusion challenges and opportunities specific to Canada.
PwC conducted a global, cross-industry survey of business, D&I, and HR leaders who develop and execute their organizations' D&I strategies to understand what programmes their organizations have in place, and the impact they are having on employee experience.
The two studies conducted by McKinsey & Company finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. Companies in the bottom quartile in these dimensions are statistically less likely to achieve above-average returns.
GRESB assesses and benchmarks the environmental, social & governance (ESG) performance of real assets, providing standardized and validated data to the capital markets. Through their annual results, they report on the diversity metrics of participants by global region.
The Canadian Civil Liberties Association provides a brief overview of the legislation and case law regarding disability rights in the Canadian workplace.
The Government of Canada overviews the Accessible Canada Act and the United Nations Convention on the Rights of Persons with Disabilities, as well as what it is doing to make the country more accessible.
The mission of the RHF is to create and deliver innovative solutions that lead to a global movement to remove barriers and liberate the potential of people with disabilities. The RHF has created the Rick Hansen Foundation Accessibility CertificationTM (RHFAC), a rating system that uses trained professionals to evaluate the meaningful access of commercial, institutional, and multi-unit residential buildings and sites.
Statistics Canada provides information on the labour market participation of Canadians 25 to 64 years of age with a physical or mental disability related to seeing, hearing, mobility, flexibility, dexterity, pain, learning, development, psychological/mental disorders, or memory.
First published in 2002, Canada's Top Employers for Young People is an editorial competition organized by the Canada's Top 100 Employers project. This special designation recognizes the employers that offer the nation's best workplaces and programs for young people just starting their careers.
The Government of Canada has produced a guide outlining the importance of recruiting and retaining older workers.
Statistics Canada outlines the different generational cohorts living in Canada.
The 30% Club aims to develop a diverse pool of talent for all businesses through the efforts of its Chair and CEO members who are committed to better gender balance at all levels of their organisations. The organizations have multiple chapters around the world, including a Canadian Chapter.
The CBDC advances diversity on Canada’s boards through research, network building, board training, and best practice education. CBDC publishes Annual Report Cards on the representation of women, visible minorities, Indigenous people, people with disabilities, and LGBTQ+ on boards.
The Forum is an online resource for discourse on corporate governance. It features articles on corporate board diversity.
Diversity Resources list essential skills that employers must have when managing a diverse workplace.
Statistics Canada provides an overview of cultural diversity statistics in Canada.
Catalyst is a global non-profit working with CEOs and companies across the world to help build workplaces that work for women. Founded in 1962, Catalyst produces research, practical tools, and solutions to accelerate and advance women into leadership.
CREW Network was founded in 1989 to bring together women involved in the many aspects of commercial real estate to exchange information, develop business contacts, and help each other succeed professionally. The organization provides support to 11,000+ members worldwide through business networking, leadership development, industry research and career outreach. One of their key reports is Closing the Gap: Addressing Gender Bias and Other Barriers for Women in Commercial Real Estate. CREW also has several Canadian regional chapters.
MSCI Environmental, Social & Governance (ESG) Research has been reporting annually on the state of women’s representation on corporate boards of directors since 2014. This report provides an update on the state of female representation on corporate boards and in senior management for MSCI AWCI Index constituents as of October 16, 2018.
This report provides a snapshot on the representation of women in leadership roles in corporate Canada. An extensive review and analysis of diversity disclosure by TSX-listed companies, summarizing results for the full 2017 calendar year as well as for the period from January 1 to July 31, 2018, was conducted.
The 2030 Agenda for Sustainable Development, adopted by all United Nations Member States in 2015, provides a shared blueprint for peace and prosperity for people and the planet, now and into the future. At its heart are the 17 Sustainable Development Goals (SDGs), which are an urgent call for action by all countries - developed and developing - in a global partnership. Goal 5 focuses specifically on gender equality.
Urban Land Institute (ULI) Women’s Leadership Initiative (WLI)
The mission of the ULI Women’s Leadership Initiative is to raise the visibility and number of women leaders in ULI and the real estate industry. Canadian chapters include WLI British Columbia and WLI Toronto.
CAUT created this guide to recommend territorial acknowledgement for universities across Canada. Although this guide wad created for universities, it can still be used as a guideline for territorial acknowledgements in most major cities across Canada.
The Government of Canada provides information on the three distinct groups of Indigenous peoples in Canada (First Nations, Inuit, and Métis) and their unique histories, languages, cultural practices, and spiritual beliefs.
Statistics Canada provides data on Aboriginal peoples throughout Canada.
Whose Land is a web-based app that uses GIS technology to assist users in identifying Indigenous Nations, territories, and Indigenous communities across Canada. The app can be used for learning about the territory your home or business is situated on, finding information for a land acknowledgement, and learning about the treaties and agreements signed across Canada.
GLAAD rewrites the script for LGBTQ acceptance. As a dynamic media force, GLAAD tackles tough issues to shape the narrative and provoke dialogue that leads to cultural change. GLAAD protects all that has been accomplished and creates a world where everyone can live the life they love. GLAAD also provides a Lesbian / Gay / Bisexual Glossary Of Terms including terms to avoid and defamatory language.
Pride at Work Canada empowers employers to build workplaces that celebrate all employees regardless of gender expression, gender identity, and sexual orientation. The organization helps to create safer, more inclusive workspaces that realize the full potential of all employees and bring down barriers to employment. Pride at Work Canada hosts learning, networking, and community events across the country, celebrating and connecting the most inclusive Canadian employers.
Re:searching for LGBTQ2S+ Health is a team of lesbian, gay, bisexual, transgender, transsexual, Two-Spirit, and queer (LGBTQ2S+) and ally researchers who focus on understanding how LGBTQ2S+ people experience physical and emotional (mental) health, and how they access health services. “2S” stands for “Two-spirit” which refers to a person who identifies as having both a masculine and a feminine spirit, and is used by some Indigenous people to describe their sexual, gender, and/or spiritual identity.
The Safe Zone Project (SZP) is a free online resource providing curricula, activities, and other resources for educators facilitating Safe Zone trainings (sexuality, gender, and LGBTQ+ education sessions), and learners who are hoping to explore these concepts on their own.
CMHA is a voluntary organization that facilitates access to the resources people require to maintain and improve mental health and community integration, build resilience, and support recovery from mental illness.
CAMH is Canada's largest mental health teaching hospital and one of the world's leading research centres in its field. CAMH is fully affiliated with the University of Toronto and is a Pan American Health Organization/World Health Organization Collaborating Centre. CAMH has a variety of courses and resources on mental health.
The Government of Canada produced this publication to overview Canada’s religious diversity.
Under the Ontario Human Rights Code, discrimination because of religion (creed) is against the law. Everyone should have access to the same opportunities and benefits, and be treated with equal dignity and respect, regardless of their religion.
Statistics Canada provides data on religion within the country from the 2011 National Household Survey.
Statistics Canada outlines the future needs of the Canadian veteran population.
VAC supports the well-being of Veterans and their families, and promotes recognition and remembrance of the achievements and sacrifices of those who served Canada in times of war, military conflict, and peace. VAC also provides demographic information of veterans across Canada.
Contact Kris Kolenc, Manager, Research & Sustainability at 416.642.2700 x238