DEI: A 60-Year Legacy that is Essential for Our Future
Equity, Diversity, and Inclusion (DEI) has a 60-year legacy, deeply rooted in labour, feminist, and disability rights movements that have shaped the modern workforce.
These movements fought for critical changes, such as the weekend, the 8-hour workday, and child labour laws. While these reforms were not always perfect, they set the stage for more equitable working practices and helped move societies forward by balancing the needs of an increasingly diverse population.
Today, as we witness the effects of serious labour abuses in some of the world’s largest corporations, echoing tragDEIes such as the Triangle Shirtwaist factory in 1911, the relevance of DEI has never been more apparent. The same values of industrial regulation, fairness, and equity that powered the economic growth of the mid-20th century are vital for choosing how we will shape the remainder of the 21st century.
While DEI programs aim to create more inclusive environments, they also ensure that the workforce of tomorrow can thrive in a system that benefits all, helping to propel entire populations forward. Companies that embrace DEI today are better positioned to see improvements in innovation, talent retention, and financial performance—key components of long-term success. The evolution of DEI programs over the past six decades reflects broader societal changes and developing expectations of the labour market.
Historical Overview
1960s: Early DEI Legislation and Movements
1964: U.S. Civil Rights Act
The U.S. passed the Civil Rights Act in 1964, aiming to eliminate discrimination based on race, gender, and other protected identities.
1977: Canadian Human Rights Act
Worked to eradicate discrimination based on factors such as race, gender, and disability. This marked a significant step forward in creating more inclusive environments in Canada.
1980s–1990s: Focus on Inclusivity
1986: Canada’s Employment Equity Act
This act extended representation for women, Indigenous peoples, persons with disabilities, and visible minorities in federally regulated industries. It sought to improve access to employment opportunities for marginalized groups.
1988: Canada’s Multiculturalism Act
The Canadian Multiculturalism Act, passed in 1988, emphasized diversity as a national value, promoting a more inclusive approach to cultural differences in both society and the workplace.
1990: U.S. Americans with Disabilities Act (ADA)
The ADA, passed in the U.S. in 1990, required reasonable accommodations for persons with disabilities, marking a key moment in advancing disability rights and inclusive workplace environments.
Equal Pay Act (1970, U.K.)
In the U.K., the Equal Pay Act, passed in 1970, sought to address wage inequality and advance gender equity in workplaces, highlighting the global movement toward inclusion.
2000s: Globalization and Expanding DEI Efforts
The 2000s marked a significant expansion of DEI as a global business imperative.
Truth and Reconciliation Commission (TRC), Canada (2008)
Established in 2008 to address the legacy of Canada’s residential schools. Its final report, released in 2015, included 94 Calls to Action that emphasized the need for reconciliation and the integration of Indigenous rights into Canadian society and workplaces.
2010s–Present: Equity at the Forefront of Social Change
Black Lives Matter Movement (2013- Present)
Similarly, Black Lives Matter (founded in 2013) amplified the need for racial equity, particularly within corporate and public institutions, pushing the global conversation forward
#MeToo Movement (2017- Present)
The #MeToo movement underscored the critical need for gender equity, sparking widespread conversations on workplace sexual harassment and discrimination in industries worldwide.
National Inquiry into Missing and Murdered Indigenous Women and Girls (MMIWG)
The National Inquiry into Missing and Murdered Indigenous Women and Girls released its final report in 2019, calling for action through 231 Calls for Justice to address violence against Indigenous women, girls, and Two-Spirit people. Both frameworks demand systemic change across sectors, underscoring the importance of equity, inclusion, and reconciliation in Canadian workplaces
Accessible Canada Act
Passed in 2019, this legislation mandates that Canadian organizations proactively remove barriers to accessibility, ensuring that workplaces are inclusive and responsive to the needs of persons with disabilities with regulations set for universal accessibility of public spaces by 2040.
Addressing the Manufactured Controversy Around DEI
In recent years, a small but vocal group of high-profile leaders has argued that Equity, Diversity, and Inclusion (DEI) initiatives are divisive, unnecessary, or even harmful to business. However, this criticism often serves as a deliberate tactic to distract from deeper issues within their organizations, such as resisting unionization, avoiding wage equity, or neglecting environmental and ethical responsibilities. For instance, companies like Amazon have faced significant scrutiny over their treatment of workers, including efforts to block unionization, while also being criticized for their environmental footprint. Similarly, Tesla has drawn attention not only for its environmental impact but also for reports of unsafe working conditions and insufficient diversity efforts within the company.
By attacking DEI, these companies divert attention from these unresolved problems, shifting the focus away from labor concerns, unethical practices, or environmental harm. This strategy allows them to avoid accountability and deflect from implementing the necessary reforms to create safer, fairer workplaces or address environmental sustainability.
Despite these narratives, the evidence overwhelmingly shows that companies embracing DEI thrive. Research consistently demonstrates that diverse teams perform better, innovate more, and contribute to stronger financial results.
Additionally, DEI-focused companies are more attractive to top talent, particularly among younger generations who prioritize ethical leadership, social responsibility, and inclusivity in the workplace.
The Importance of EDI for Business, Leadership, and Future Generations
In order for your organizational EDI practices to be meaningful it is important to understand and measure the impact of your initiatives from pilot to protocol. EDI is not limited to specific aspects of diversity, such as gender or 2SLGBTQ+ representation. It is a holistic approach that addresses a wide range of human factors, including equitable pay, caregiving leave, and anti-discrimination policies. Public-facing initiatives are important, but true EDI efforts drive substantive internal change, ensuring that workplaces are genuinely inclusive for all employees.
- Research consistently shows that diverse teams drive stronger results. Companies with inclusive leadership are 39% more likely to experience financial success, as EDI initiatives lead to better decision-making, increased innovation, and higher employee engagement. By fostering psychological safety, businesses create environments where employees feel valued and empowered, which directly contributes to performance and retention.
- Today’s workforce, especially Generation Z, has clear expectations around diversity and inclusion. A recent survey found that 83% of Gen Z job seekers prioritize companies with a strong commitment to EDI. Organizations that fail to meet these expectations risk losing top talent and damaging their brand reputation among both employees and consumers.
- Employee Resource Groups (ERGs) also play a critical role in fostering inclusion and engagement across industries. Over 90% of Thriving Fortune 500 companies have ERGs, many of which now include allies to broaden engagement. These groups enhance organizational culture and create spaces for employees to feel connected and heard.