Data and resources to inform your inclusion work
QuakeLab takes a data-informed approach to the work we do. But sometimes, data and the resources can be overwhelming to sort through.
We’ve put together some external data, resources and information on diversity, inclusion, belonging and equity that we think you might find handy.
We’ll update this list regularly.
2020 Edelman Trust Barometer Special Report Trust and the Coronavirus
A special report from the PR and marketing firm Edelman suggests people trust their employer on COVID-19 more than any other source. The 10-country study comopleted between March 6-10 confirms the role business must play as a source of reliable and timely information.
Many Racialized Workers Experiencing High Levels of ‘Emotional Tax’
First described by Catalyst in 2016, emotional tax is about feeling different from peers at work because of gender, race or ethnicity, along with being on guard for experiences of bias, and the associated effects on health, well-being and the ability to thrive at work.
Canada’s Colour Coded Labour Market: The Gap for Racialized Workers
Sheila Block and Grace-Edward Galabuzi, March 2011
This report uses the 2006 long form Census data to compare work and income trends among racialized and non-racialized Canadians during the heyday of the economic boom. It finds that even in the best of economic times, the pay gap between racialized and non-racialized Canadians is large: racialized Canadians earn only 81.4 cents for every dollar paid to non-racialized Canadians.
Government of Canada: Financing Profiles (March 2015)
Canada’s visible minority population has grown exponentially over the past 25 years. Drawing on the comprehensive database of the SME Financing Data Initiative, this article provides a portrait of visible minority entrepreneurs. It examines whether and how financing a small business is affected by the ethnicity of its owner.
Who Are Canada’s Tech Workers? (January 2019)
This report sheds light on who Canada’s tech workers are, and on diversity and equity within tech occupations. It recognizes the importance of the people working in tech occupations across Canada, while drawing attention to those who are underrepresented.
Why Immigrant Mom & Pop Stores are Really Social Ventures
Many racialized Canadians, with limited access to employment opportunities, find refuge in entrepreneurship. The psychological motive is a common reason people start a business. Immigrants and refugees want a better life; it is the reason they made the big decision to leave their homelands. The notion of being on welfare and perceived as a blight on society is demoralizing.
Waiter, is that inclusion in my soup? A new recipe to improve business performance, Deloitte
When Deloitte modelled the relationship between diversity and inclusion and business performance, we identified an ‘uplift’ of 80% when both conditions were high. More specifically, employees who perceive their organisation is committed to, and supportive of, diversity and who feel included, are 80% more likely to believe they work in a high performing organisation, in comparison to a workplace perceived as having low commitment and support for diversity and employees not feeling included. Even when there is high diversity and low inclusion, or low diversity and high inclusion, the business outcomes are never as impressive as the high diversity and high inclusion combination.