< Back Opinion: Workplace Equity Outcomes Should be Determined by Total Population, Not Workforce or Labour Market Availability (WFA / LMA) Kareem Sadiq Jun 14, 2024 The private, public and NGO sectors often determine workplace equity objectives using Workforce Availability (WFA) projections derived from broader Labour Market Availability (LMA) statistics. EQiSpace believes that workplace equity benchmarks on race, gender, and ability representation should reflect the total population, and not WFA or LMA projections. In Canada, Employment Equity objectives for the public service and federally regulated corporations are determined by establishing Workforce Availability (WFA) projections from overall Labour Market Availability (LMA) statistics. Similar objectives and projections are made by the public, private and non-governmental sectors in Canada and in other multiracial democracies. But for the reasons outlined below, EQiSpace believes that workplace equity benchmarks on race, gender, and ability representation should, with respect to statistical measures, reflect the total population, and not WFA or LMA projections. Workforce Availability (WFA) WFA refers to the measure of the number of employees within an organization who are available and ready to work at any given time. It considers factors such as: Employee Presence : Attendance and absence rates. Health and Well-being : Employees' physical and mental health. Skill Levels and Training : Qualifications and readiness of employees to perform their duties. Engagement and Motivation : Levels of employee commitment and productivity. WFA is an internal metric used by organizations to ensure that they have the staff complement to meet operational demands and maintain business continuity. Labour Market Availability (LMA) LMA refers to the potential supply of people within the broader labour market who are available and qualified for employment. This includes: Unemployment Rates : The number of unemployed individuals actively seeking work. Demographic Factors : Race, gender, ability, age, education, and skill distribution of the labour force. Economic Conditions : Factors influencing job availability, such as economic growth, industry demand, and government policies. Geographic Factors : The availability of workers in specific regions or areas. LMA is an external metric used by businesses, policymakers, and economists to understand the dynamics of the labour market, plan for recruitment, and develop workforce strategies. Total Population Total population refers to the entire group of individuals residing within a specified geographic area, such as a country, region, or city, at a given time. With respect to the labour market, total population comprises everyone living in an area, regardless of their employment status. It includes all age and racial groups, and encompasses people in various economic categories, such as employed, unemployed, or not part of the labour force. Understanding total population is vital for analyzing labour market trends and calculating other important labor market metrics, such as the labour force participation rate, employment rate, and unemployment rate. Weak: Workplace Equity Objectives Established with WFA / LMA Benchmarks Narrow in Scope WFA / LMA consider only people who are currently in or actively seeking employment. They do not account for potential candidates who might enter the labour market if barriers to employment were removed. This narrow scope does not address existing disparities, it perpetuates them. Ignores Systemic Barriers WFA / LMA projections do not consider systemic barriers that prevent entry to the labour force for people from certain demographic groups. Factors such as discrimination, lack of access to education and training, and socio-economic disadvantages are overlooked, leading to an inaccurate representation of the demographics and diversity of potential workers. Reinforces Existing Inequities Relying on current WFA / LMA data can perpetuate existing disparities. If certain groups are underrepresented due to systemic barriers or historical discrimination, their low representation in the labour market will be mirrored and potentially reinforced in employment equity efforts. By basing equity efforts on WFA / LMA data, workplaces reinforce the status quo. Excludes Marginalized Groups Groups such as students, retirees, stay-at-home parents, and discouraged workers (or discouraged searchers) face barriers that prevent them from entering the labour market, but they may be otherwise capable and willing to work. These groups are significant, because they are not counted in the official unemployment rate, which only includes those actively seeking employment. This exclusion underestimates labour market distress and the overall unemployment rate, which further complicates the use of WFA / LMA estimates. EQiSpace is particularly concerned with the experiences of nonwhite discouraged workers who face persistent labour market discrimination, or who have been actively targeted and professionally blacklisted for standing-up to wrongdoing, racism, or harassment. Discouraged workers are people who are not actively seeking employment because there are no suitable job opportunities available for them. This stems from factors such as a lack of available jobs, discrimination, or insufficient qualifications. Although discouraged workers aren’t counted in official unemployment rates, they are captured in labour force surveys. In 2023, there were approximately 20,100 discouraged workers in Canada, and approximately 367,000 discouraged workers in the United States. But the labour force survey data on discouraged workers is weak; it is not broken down by race, and it does not identify the processes and experiences that prevent discouraged workers from entering or re-entering the labour force. In order to enhance an understanding of the full scope of labour market challenges experienced by discouraged workers, and to formulate better policies that address unemployment and underemployment, labour force surveys need to obtain more information about the specific barriers people face when searching for work. Short-Term Perspective Workforce availability metrics provide a snapshot of the current state of the labour market, which can be influenced by temporary economic conditions; they do not account for long-term demographic trends, future workforce entrants, or changing workforce diversification, which limits strategic equity planning. Strong: Workplace Equity Objectives Established Using the Total Population Comprehensive Inclusion Establishing equity benchmarks by total population is stronger than that of WFA / LMA estimates. Equity by total population considers all individuals within a demographic, including those not currently active in the labour market. This approach ensures that all potential workers are considered, promoting a better understanding of the diversity of the workforce. Equity Goals This metric aligns employment equity with broader social justice and equity goals. By aiming to reflect the total population, organizations can address historical inequities and effect societal change. Proactive Barrier Removal Using total population as a benchmark encourages organizations to proactively address barriers to employment. This includes implementing training programs, outreach initiatives, and other supportive measures to help underrepresented groups enter the workforce – such as EQiSpace’s objective – building equitable workplaces from the ground-up. Reflects Social Equity Values Benchmarking workplace equity outcomes to the total population aligns employment practices with societal values of fairness and equality, and ensures that employment equity initiatives are part of a larger effort to address social justice issues. Strategic Long-Term Workforce Planning Considering the total population when establishing workplace equity objectives allows for better long-term strategic planning. It helps organizations anticipate and prepare for demographic shifts and evolving workforce needs, ensuring a more sustainable approach to equitable representation. Bottom Line WFA / LMA data offer a limited and current snapshot of the workforce, focusing only on those actively engaged or seeking employment. This approach fails to address systemic barriers and perpetuates existing inequities by excluding marginalized groups and long-term strategic considerations. On the other hand, using total population as a benchmark for workplace equity is a comprehensive and inclusive approach. It ensures that all potential workers are considered, aligns with social justice values, and supports long-term equity goals. This method encourages proactive measures to remove barriers and create truly equitable workplaces. By adopting a total population benchmark, organizations can better reflect societal diversity, anticipate demographic shifts, and implement sustainable, strategic workforce planning to achieve equitable race, gender, and ability outcomes. Previous Next

< Back Empowering Change for Women and Underrepresented Groups: Equitable Construction Projects & Training Programs for Enhanced Pay, Representation, & Sustainable Infrastructure in the Indo-Pacific Kareem Sadiq Dec 13, 2023 Decades of corporate gender, race, and minority equity programs have failed to close global pay and representation gaps. Empower change for women and underrepresented groups, and accelerate the adoption of Green Building processes, by building equitable construction projects and skilled trades training programs from the ground-up. EQiSpace can help make it happen. The global construction sector has an acute gender, race and ethnicity equity problem. In the Indo-Pacific countries of India, Malaysia, the Philippines and Sri Lanka, the labour market participation of women in construction is between 1% and 12%. Racial, ethnic, and religious minorities –among other excluded groups – are underrepresented in construction, and those who do work in the sector are concentrated in untrained laborer roles, as opposed to skilled trades and professional roles. At the same time, there is a global shortage of skilled tradespeople, engineers, and architects in construction, which includes the Indo-Pacific region. Many shovel-ready or planned infrastructure and housing projects cannot find and attract skilled workers. Construction shortages in North America, Europe, and the Indo-Pacific share similar dynamics: • Experienced construction workers are retiring, and not enough skilled tradespeople are joining the industry to replace them; • Wages are not competitive with other sectors; • Pay is significantly lower for women and minorities; • Worker safety is often not prioritized; • Skilled training programs have declined owing to fewer industry entrants; • Labour productivity suffers when untrained workers are hired in place of skilled tradespeople; and • There are reported high levels of gender based violence against women and discrimination against underrepresented groups. Taken together, these dynamics confer a poor reputation on the construction sector, which deters women, underrepresented groups, and others from joining it. In response to significant state infrastructure spending and housing construction demand, major investments are being made in the Indo-Pacific construction sector. With respect to sector growth, for example, it is projected that India alone could add 30 million construction jobs by 2030. In the context of climate change, the Indo-Pacific construction sector is keen to adopt best Green Building practices to build sustainable infrastructure that meets key climate change objectives, such as reducing greenhouses gases, increasing energy efficiency, and conserving natural resources. Implementing sustainable infrastructure requires specialized knowledge and skills, and the lack of technical expertise in areas such as renewable energy, green building design, and climate-resilient infrastructure, hinders the planning and execution of sustainable projects in the Indo-Pacific. Development Challenges – Indo-Pacific Construction Sector Innovative solutions are required to address the Indo-Pacific development challenges of inclusive economic development, reduced gender based violence, improved workplace conditions and protections, and the adoption of sustainable infrastructure. These solutions must address pay and representation inequity for women and underrepresented groups in the Indo-Pacific construction sector, a sector that is experiencing an acute shortage of skilled tradespeople and poor labour productivity. Buoyed by the lack of skilled trades training programs, untrained laborers are performing work that should be done by skilled tradespeople. This results in poor work quality, lengthy delays, and the inability to adopt best practices in sustainable infrastructure. Participation of Women and Underrepresented Groups in the Indo-Pacific Construction Sector There are immense gender pay and participation gaps in the global construction sector, which includes the Indo-Pacific region. Women comprise only 1% to 12% of the Indo-Pacific construction workforce, are paid significantly less than their male counterparts, and experience high rates of discrimination and harassment, which impose significant barriers to entering the sector. While comparable data on the workforce participation of underrepresented groups in Indo-Pacific countries is challenging to obtain, there are long-standing ethnic, caste, and religious divides which impose barriers to full participation in the labour market. In the construction sector, these groups are severely underrepresented – especially in management roles. It is clear that for women and underrepresented groups, the right to full economic participation in the construction sector has not been achieved. Gender Based Violence, Workplace Conditions, and Worker Rights in the Indo-Pacific Construction Sector Article 23 of the UN Universal Declaration of Human Rights states that everyone has the right to work, and without discrimination, the right to equal pay for equal work worthy of human dignity. Women and underrepresented groups in the Indo-Pacific do not receive equal pay for equal work in the construction sector. Women experience high rates of gender based violence, and racial, religious, and ethnic minorities experience high rates of discrimination and harassment. Gender-based violence is a pervasive issue in the global construction sector. The construction sector is male-dominated, and the under representation of women contributes to a culture that tolerates and perpetuates gender-based violence. Hierarchical structures and power imbalances, coupled with gender, race, ethnic and religious stereotypes, reinforce discriminatory behaviors and contribute to an environment that is hostile to women and underrepresented groups. Underreporting in the construction sector is a significant barrier to assessing the true extent of gender-based violence and discrimination against racial, ethnic, and religious groups. Victims fear retaliation, stigma, or a lack of support, leading to a reluctance to report incidents. Adoption of Sustainable Infrastructure and Labour Productivity in the Indo-Pacific Construction Sector A key challenge for the Indo-Pacific construction sector is the adoption of environmentally sustainable construction processes. The shortage of skilled tradespeople compromises the ability of the sector to fully adopt sustainable practices, which has significant implications for both labour productivity and the adoption of Green Building best practices (a resource-efficient method of construction that produces healthier buildings which have less impact on the environment and cost less to maintain). Labor Productivity - A shortage of skilled tradespeople leads to delays in construction projects. Without enough qualified workers, tasks take longer to complete, causing overall project timelines to extend. This results in increased costs and penalties for failing to meet deadlines. Quality of Workmanship - The shortage of skilled tradespeople leads to a decline in the quality of workmanship. Rushed or inadequately trained workers are more prone to making errors, resulting in defects that can compromise the structural integrity and safety of buildings. Adoption of Green Building Best Practices - Green building practices often require specialized knowledge and skills, such as working with energy-efficient materials, installing renewable energy systems, and implementing sustainable construction techniques. The shortage of skilled tradespeople with expertise in these areas impedes the widespread adoption of green building practices. Training and Education Gaps - The construction industry needs to adapt to new technologies and environmentally friendly building methods. The shortage of skilled workers slows the industry's ability to train and educate personnel on the latest green building practices, hindering the transition to more sustainable construction methods. Innovation and Technology Adoption - Skilled workers are essential for the successful adoption of new technologies and innovative construction methods. The shortage of skilled tradespeople may result in a resistance to adopting green technologies and practices due to a lack of familiarity or expertise. Regulatory Compliance - Green building often involves adherence to specific environmental and energy efficiency standards. The shortage of skilled labor makes it challenging for construction firms to consistently meet these standards, leading to potential legal and regulatory issues. Solution: Empower Women and Underrepreseted Groups by Building Equitbale Construction Projects from the Ground-Up To improve workplace equity in the Indo-Pacific construction sector, experts in construction, human resources, organizational culture, policy, and law need to think outside the box. Instead of trying to change toxic work environments from within, empower change for women and underrepresented groups by building equitable construction projects and skilled training programs from the ground-up. Partner with the construction sector and pilot the equitable recruitment and staffing of skilled workers for shovel-ready and planned construction projects, where women and racial and ethnic minorities reflect the populations they serve at all organizational levels. Pilot gender, race, and ethnicity equitable skilled trades training programs to help the Indo-Pacific construction sector increase its capacity to accelerate the adoption of sustainable infrastructure, reduce labour market shortages, and improve labour productivity. Work to foster an antiharassment work culture for each construction project and skilled training program that reduces gender based violence and discrimination against racial, rel.igious, or ethnic minorities. Establish equity at all workforce levels of construction projects and skilled trades training programs – which includes leadership positions at the executive level – and help women and underrepresented groups access senior management and decision making roles in the Indo-Pacific construction sector. Equitable construction projects and skilled training programs will support sustained economic growth and expand Indo-Pacific labour capacity, by creating a durable and equitable domestic supply of skilled tradespeople and managers who can meet the current and future needs of the construction sector. To reduce gender based violence and discrimination against underrepresented groups, it is essential that equitable construction projects and skilled trades training programs foster an antiharassment workplace culture. An antiharassment workplace culture involves the development of values, ethics, and principles – along with difficult conversations – that enhance the overall harassment literacy of a project or program — which is the ability to identify forms of harassment and develop strategies to counter them. With respect to on-site safety, working conditions can vary greatly. Equitable construction projects and skilled training programs should pursue worksite best practices, to ensure that workplace conditions are in compliance with regulations that govern training, equipment safety, health and wellness, safety inspections and audits, and communication and reporting systems. Work must also be undertaken on legal initiatives that strengthen legislation on gender based violence, discrimination, worker rights and workplace conditions in the Indo-Pacific construction sector. It is imperative that equitable construction projects commit to eco-friendly Green Building processes and methods, where sustainable approaches are applied to a project’s life cycle (siting, design, construction, operation, maintenance, renovation and demolition). Outcomes Equitable construction projects and skilled training programs will produce key outcomes related to inclusive economic development, reduced gender based violence, reduced harassment against underrepresented groups, improved workplace conditions and protections, and the adoption of sustainable infrastructure in the Indo-Pacific. Ultimate Outcomes -Enhanced participation and decision making power for women and underrepresented groups in the Indo-Pacific construction sector. -Reduced gender based violence and harassment and strengthened workplace conditions and rights for women, underrepresented groups, and all construction sector workers in the Indo-Pacific. -Increased capacity of the Indo-Pacific construction sector to adopt Green Building processes and sustainable infrastructure. Intermediate Outcomes -Enhanced acceptance of women and underrepresented groups in the Indo-Pacific construction sector. -Increased awareness among women and underrepresented groups about careers in the Indo-Pacific construction sector. -Improved antiharassment work culture for women and racial, ethnic, and religious minority groups in the Indo-Pacific construction sector. -Strengthened legislation and regulations on workplace conditions and worker rights in the Indo-Pacific construction sector. -Improved adoption of Green Building best practices in the Indo-Pacific construction sector. Immediate Outcomes -Increased access for women and underrepresented groups to living wage Indo-Pacific construction sector employment projects and skilled trades training programs. -Enhanced legal and regulatory scrutiny of worker rights and workplace conditions in the Indo-Pacific construction sector. -Increased number of Green Building projects in the Indo-Pacific. Bottom Line The persistence of pay and representation gaps for women and underrepresented groups in the Indo-Pacific construction sector is in part explained by the inability of organizations to effect equitable change from within; for example, decades of corporate gender, race, and minority equity programming has failed to close global pay and representation gaps. Rather than attempt to change the Indo-Pacific construction sector from within, be innovative, empower change for women and underrepresented groups, and work with EQiSpace to build equitable construction projects and skilled trades training programs from the ground-up. Previous Next

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At EQiSpace we believe in being a force for authentic social change. EQiSpace will engage in racial equity advocacy with the private, public, & non-profit sectors in four key areas: 1) private, public, & NGO sector board representation; 2) financial justice; 3) legal justice; & 4) policy & research. Advocacy We believe in being a force for authentic social change. In addition to meeting business objectives, EQiSpace will engage in race, gender, and ability equity advocacy with the private, public, and non-profit sectors in four key areas: 1) private, public, and NGO sector board representation; 2) financial justice; 3) legal justice; and 4) policy and research. Private, public, and NGO sector board representatio n: EQiSpace recognizes the importance of diverse and inclusive leadership within organizations. We will actively work towards increasing the representation and inclusion of non-white people, women, and people with disabilities on boards of private companies, public institutions, and non-governmental organizations. By advocating for and facilitating their appointment to influential positions, EQiSpace aims to foster a more inclusive decision-making process and break down systemic barriers. Financial justice: Recognizing the economic disparities that exist across race, gender, and ability, EQiSpace plans to address these inequities in the financial system. We will provide guidance and support to organizations in developing and implementing equitable financial practices, promoting access to capital for non-white people, women, and people with disabilities, and advocating for fair lending and investment practices that empower marginalized groups. Legal justice: EQiSpace acknowledges the significance of the legal system in perpetuating or rectifying racial inequities. To contribute to legal justice, EQiSpace may consider expanding its services to include racial equity legal services. This could involve offering consultation and support to organizations in implementing policies and practices that uphold racial justice, providing guidance on anti-discrimination measures, and advocating for legal reforms that address systemic racial biases and discrimination. Policy and research: We understand the importance of evidence-based decision-making and the role of policy in shaping societal structures. We plan to engage in policy and research initiatives that focus on race, gender, and ability equity. This may involve conducting research studies to understand the impact of policies and practices on marginalized groups, collaborating with research institutions to develop recommendations for promoting race, gender, and ability equity, and advocating for policy changes that dismantle systemic racism, ableism and harassment. As EQiSpace continues to grow and expand, we will explore the addition of financial, legal, and policy-research services to our existing business lines. By doing so, we aim to provide comprehensive support and guidance to organizations committed to race, gender, and ability equity in crucial areas such as finance, law, and policy. By taking a multi-dimensional approach to race, gender, and ability equity advocacy, EQiSpace strives to foster real change, empower communities, and contribute to a more just and representative society.

Founder and CEO, Kareem Sadiq. Board of Directors We are committed to creating equitable workplaces. Founder, President & CEO, Board Chair Kareem Sadiq BA McGill, MA UBC Kareem Sadiq is a seasoned policy expert with over 14 years of experience in the Government of Canada, where he held Senior Analyst and Assistant Director roles. His extensive background includes 11 years in human resources, focusing on staffing policy and program analysts at various levels. As President & CEO and Board Chair of EQiSpace, Kareem brings immense value through his expertise in developing federal policies and programs. He has made significant contributions to initiatives aimed at reducing homelessness, promoting equity, and fostering the inclusion of racialized individuals, immigrants, refugees, and people with disabilities in Canadian society. Kareem played a pivotal role in renewing Canada’s federal homelessness program, establishing plans and priorities for its knowledge development initiative. He collaborated with the UN High Commissioner for Refugees, healthcare providers, and NGOs to enhance the delivery of healthcare benefits to resettled refugees. With Canada’s Office for Disability Issues, Kareem developed and implemented a National Standard for Psychological Health and Safety in the Workplace and produced a Federal Disability Reference Guide, aiding officials in considering the needs of people with disabilities in policy and program development. His extensive experience includes recruiting program and policy analysts, providing policy advice, managing multiracial teams, and overseeing multimillion-dollar project budgets. After experiencing targeted workplace racism, Kareem left the Canadian government in 2018. His lived experience with systemic racism positions him uniquely to advocate for and implement practical workplace equity solutions at EQiSpace. Board Director Anne Cole DSW Loyalist, VMC Fleming Anne Cole brings over 25 years of hands-on experience as a front-line Disability Support Worker and Supervisor with the Ottawa Carleton Association for People with Developmental Disabilities (OCAPDD). Her extensive background has provided her with a deep understanding of the essential services and supports required to help people with disabilities fully participate in community life. Anne is a strong advocate and proponent of community partnerships. She has demonstrated exceptional leadership in linking Ontario Community and Social Services programs with local community partners, including employment programs. Her efforts have ensured that individuals supported by OCAPDD receive the necessary help to thrive. In her current role as the Coordinator of Volunteers for OCAPDD, Anne continues to showcase her leadership and partnership-building skills. She is responsible for the recruitment, engagement, and supervision of volunteers across various community programs, playing a pivotal role in enhancing OCAPDD’s impact. Anne's commitment to social justice is deeply rooted in her personal family history. Her grandparents' survival of Auschwitz is a powerful testament to her family's resilience, and serves as a constant reminder of the importance of fighting against injustice and inequity. This legacy fuels Anne's passion for creating inclusive spaces where every individual is valued and respected. Anne will be instrumental in advising EQiSpace on its efforts to ensure that people with disabilities are equitably represented in the labour market.

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Where are you located? We are based in Canada’s capital, Ottawa and have team members in Toronto. What are your rates? Racial Equity HR Our revenue model is based on standard HR placement fees. For professional placements, the fee is 20% of the starting salary of the position staffed. The fee may be increased to 25% to 30% for hard to source roles. Racial Equity Audits EQiSpace’s Racial Equity Audit services will be offered at auditing industry standard rates. It is anticipated that an audit will take approximately one to three months, depending on the level of complexity. The minimum anticipated fee for each audit is $50,000. What services do you provide? EQiSpace offers Racial Equity HR and Racial Equity Audit services. Racial Equity HR EQiSpace’s main transformational service is Racial Equity HR, which creates racially equitable workplaces at all organizational levels. We do this by helping the private, public, and NGO sectors build racially equitable workplaces — with an authentic antiracist, anti-oppression and anti-harassment culture —from the ground-up. Racial Equity Audits EQiSpace provides employers with high caliber racial equity audits (REAs). REAs are independent, objective, transparent and comprehensive analyses of racism in employers’ policies, practices, products, and services, along with efforts to identify and end systemic racism with respect to the treatment of employees, customers, suppliers and other stakeholders. When is the ideal time to engage with EQiSpace? Racial equity in recruitment at all levels can be achieved by seeing potential in nonwhite people, eliminating racial double standards in assessment, hiring highly experienced nonwhite people blacklisted from their careers for standing-up to workplace racism, and partnering with community and other organizations to access new sources of qualified talent. Why did you create EQiSpace? The data is clear; decades of “DEI” programming have failed to address systemic racism, key evidence being the failure to achieve workplace racial equity or close racial wealth gaps. For every $1.00 earned by white men with a BA + in Toronto Canada in 2020, nonwhite BA+ men & women earned $0.70 & $0.52 respectively. In 2020 alone, turnover and lost productivity from workplace racism and harassment cost employers trillions of dollars. How do you work with organizations? EQiSpace works with client organizations in three ways. First, we approach health and financial providers and investors who are ready to build racially equitable health and financial services from the ground-up – they know the data & have an immediate need for EQiSpace’s Racial Equity HR services. We work with these clients to identify service deliverables and develop a comprehensive staffing plan. Second, EQiSpace’s expert financial recruitment team sources, assesses, and places health, and finance professionals for clients & creates rosters for anticipated staffing. Finally, when project staffing is complete, EQiSpace’s workplace culture experts collaborate with clients to develop antiracism & anti-harassment workplace standards, and provide on-going support. Who is your target audience? EQiSpace is currently focused on building racially equitable health and financial services; two industries which have failed as employers to equitably represent the populations they serve, and which have failed as health and finance providers to deliver fair, equitable and dignified services to nonwhite people.

Seeking seasoned recruiters and VP types ready to hit the ground running & produce results through our Racial Equity HR and Racial Equity Audit services, and our racial equity advocacy work. Passion for EQiSpace’s racial equity mission, antiracism & anti-harassment principles, & values, ethics, and integrity. Join Our Roster EQiSpace is currently building a multiracial roster of Senior Talent Acquisition Specislists and VPs in the areas of Policy, Communications (position filled), Finance, Legal, and Antiracism Standards. When the roster is set, EQiSpace will market our team, our Racial Equity HR & Racial Equity Audit services, and our advocacy impact to potential clients and investors. Once we secure client contracts, the team gets down to work. Racial Equity is Hard Work Racial equity work isn’t for the meek. It will not be easy. It will be hard. While EQiSpace places non - white and white professionals with varied work experiences, a key focus is the placement of professionals who have experienced career limiting or career ending racism and/or harassment, which includes people professionally blacklisted for standing-up for their human dignity on-the-job. Placing these professionals requires a deeper understanding of how systemic racism, targeted harassment, and professional blacklisting have impacted their lives, which includes financial hardship, family breakdown, damaged career path, career gaps, and a lack of professional references. At EQiSpace we view standing up to workplace racism and harassment as a strength, not a weakness. We don’t punish professionals for taking a stand; we respect them for trying to make their workplaces better, more dignified places to work. There are few if any staffing agencies in Canada, the US, or elsewhere tackling the employment barriers faced by highly skilled people professionally impacted by systemic racism, or blacklisted for standing up to harassment and discrimination. Our job is to help them find a dignified, respectful, and professional place to work – together with employers and other professionals who want to work in antiracist, antiharassment spaces – by building racially equitable workplaces from the ground-up. What You Bring We’re looking for seasoned recruiters and VP types ready to hit the ground running and produce results through our Racial Equity HR and Racial Equity Audit services, and our racial equity advocacy work. You have a passion for EQiSpace’s racial equity mission, are committed to antiracism and anti-harassment principles, and agree to work with values, ethics, and integrity. Whether you are non-white or white, if you’ve got the background, skills, and experience to help EQiSpace deliver, and if you’ve been on the receiving end of career limiting or career ending racism and/or harassment, then we want to speak with you. With a lean roster in FY 1 of operations, you will work hands-on to deliver our racial equity services and advocacy. As EQiSpace expands, you will, in your role as a Senior Talent Acquisition Specialist or VP, be responsible for leading and managing teams, and investing in the professional development of team members. What We Propose to Offer If contracts are secured according to projections, we propose to offer the following salary and benefits in FY1: - Annual base salary of $200,000US - Profit sharing bonuses - Business Class Travel - Comprehensive health and dental package - Unlimited Paid Time Off (PTO), subject to performance agreements - Flexible work schedule - Antiracist, anti-harassment workplace culture Racial Equity Starts at Home Racial equity starts at home, and EQiSpace’s greatest asset is our people. To place highly skilled top talent and help employers build racially equitable workplaces, we need to invest equitably in the EQiSpace team. Our salary structure and benefits reflect the immense value that we bring to employers and skilled professionals. Nonwhite professionals have, historically, been actively excluded from workplaces and well-paying professions. Therefore, employers have a moral obligation to do better, and as an employer, EQiSpace will pay team members racially equitable salaries at or above industry norms. This strategy helps us to attract and retain top talent. - Senior Talent Acquisition Specialist Job Descriptions You can learn more about the duties and responsibilities for the positions on our roster below. Questions? Please contact info@eqispace.com .

EQiSpace revolutionizes workplace HR through race and gender equity at all levels. ​ We disrupt traditional HR & do things differently; we create opportunity, close racial wage gaps, & build wealth for nonwhite people while increasing productivity, innovation, & profitability for racial equity employers. Workplace equity is profitable - for employers & employees. We disrupt status-quo HR. We help employers build equitable race, gender & ability representative workplaces from the ground-up.

Studies, articles, statistics, and reports on Racial Equity in Finance and Healthcare. Facts Studies, Articles & Reports on Racial Equity in Finance: 1. Forbes. January 13, 2023. Bank Will Pay $31 Million After Discrimin ating Against Black and Latino Communities. https://www.forbes.com/sites/shaunharper/2023/01/13/31-million-to-black -and-latino-communities-in-largest-ever-housing-discrimination-lawsuit/?sh=e0ee0fd2b3cf 2.Forbes. December 2, 2022. The Costs of Being Unbanked or Underbanked. https://www.statcan.gc.ca/en/subjects-start/labour_/labour-shortage-trends-canada 3. US Senate Committee Hearing (BHUA). December 1, 2022. BHUA Committee Hearing. Fairness in Financial Services: Racism and Discrimination in Banking https://www.banking.senate.gov/hearings/11/23/2022/fairness-in-financial-services-racism-and-discrimination-in-banking 4. New York Times. October 21, 2022. Where $30B to Fix Systemic Racism Actually Goes. https://www.nytimes.com/2022/10/21/business/jp-morgan-racial-equity-pledge.html 5. The American Prospect. October 7, 2022. How Banks are Defending Their Right to Discriminate. https://prospect.org/justice/how-banks-are-defending-their-right-to-discriminate/ 6. African Canadian Senate Group / Abacus Data. May 2021. https://abacusdata.ca/wp-content/uploads/2021/06/Inclusive-Entrepreneurshi p-Senator-Deacon-English-Deck.pdf Stats, Studies, Articles & Reports on Racial Equity in Healthcare: 1. Stats Can. Nov. 11, 2022. Inequities in pharmaceutical access and use https://www150.statcan.gc.ca/n1/daily-quotidien/221102/dq221102a-eng.htm 2. Stats Can. Nov. 30, 2022. Canada leads the G7 for the most educated workforce, thanks to immigrants, young adults and a strong college sector, but is experiencing significant losses in apprenticeship certificate holders in key trades https://www150.statcan.gc.ca/n1/daily-quotidien/221130/dq221130a-eng.htm 3. Key Table 98-10-0439-01: Employment income statistics by visible minority, highest level of education, immigrant status and income year: Canada, provinces and territories, census metropolitan areas and census agglomerations with parts https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=9810043901 4. Stats Can. Nov. 18, 2022. Labour shortage trends in Canada. https://www.statcan.gc.ca/en/subjects-start/labour_/labour-shortage-trends-canada 5. LA Times. Feb. 9, 2023. Opinion: Biden is ending COVID emergency declarations. But the healthcare worker crisis continues https://www.latimes.com/opinion/story/2023-02-09/covid-emergency-biden-healthcare-worker-shortage 6. RBC. Nov. 23, 2022. Proof Point: Canada needs more doctors—and fast https://thoughtleadership.rbc.com/proof-point-canada-needs-more-doctors-and-fast/ 7. .AAMC Physician Specialty Data Report https://www.aamc.org/data-reports/data/2022-physician-specialty-data-report-executive-summary

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EQiSpace’s main transformational service is Racial Equity HR, which creates racially equitable workplaces at all organizational levels. Racial Equity Audits are comprehensive analyses of companies’ policies, practices, products, services, & efforts to combat racism internally & externally with stakeholders. Equity HR EQiSpace’s main transformational service is E quity HR, which creates race, gender, and ability representation at all organizational levels. We d o this by helping the private, public, and NGO sectors build equitable workplaces — with an authentic antiracist, anti-oppression and anti-harassment culture —from the ground-up. Antiracist workplaces are equitable and representative workplaces; they don’t sep arate non-white people from white people, they bring people of all racial backgrounds together. EQiSpace can help employers attract, retain, and develop talented people who consciously choose a new and equitable way of working and who want to work for organizations where race, gender, and ability differences and identities are acknowledged and valued. Equity HR is a commitment to being, at a mi nimum, statistically representative of the population of men, women, nonwhite people and people with disabilities an organization serves — local, regional, or national. It’s also a commitment to ensure that women, nonwhite people, and people with disabilities are equitably represented at every level of an organization, along with equitable pay and career advancement. Anti-racist and anti-harassment workplaces are where hard, uncomfortable conversations happen, and where issues surround ing racism, sexism and harassment aren’t taboo — they’re openly discussed. Through applied values, ethics, anti-racist and anti-harassment principles, organizations can enhance racial and harassment literacy and their ability to identify and confront routine forms of discrimination. Equity HR | Focus Areas and Pitch Decks EQiSpace is focused on effecting change in key labour market sectors experiencing acute race and gender inequity. We have targeted client and investor pitch decks prepared for the Construction , Finance , and Health sectors, in addition to a general pitch to public and private sector organizations. Racial Equity Audits Leveraging our audit expertise to meet industry demand, EQiSpace will position itself as a leader in the provision of racial equity audits (REAs), which will be offered on a stand-alone basis or in combination with our Equity HR services. REAs are independent, objective, transparent and comprehensive analyses of companies’ policies, practices, products, and services, along with their efforts to combat and end systemic racism both internally within companies, and externally with respect to the treatment of customers, suppliers and other stakeholders. In response to long-standing racial inequities and racial wage gaps exposed by COVID-19 in 2020, an increasing number of companies and investors advocated for greater workforce r acial equity, linking racial equity outcomes to employers’ environmental, social, and governance (ESG) considerations, and supporting REAs as a way to measure progress on racial equity objectives. Underpinning REAs is the argument that if companies are serious about making racial justice and racial equity a central part of their organizations, then they should treat racial justice and racial equity objectives like any other part of their operations, and audit their performance in achieving those objectives. In addition, REAs should not be considered as an end process for change, but rather the catalyst for making companies racially equitable. REAs can therefore inform investors about current and future investments from a social and financial perspective, and help companies craft policies and practices to achieve social justice and financial goals (x). EQiSpace will conduct — through an anti - racism lens — high caliber, independent, objective and comprehensive racial equity audits. The benefits of a racial equity audit are enormous when accompanied by a commitment to act on findings and build workplace racial equity. Background - Why US?