< Back Collective Racial Terminology in Canada, the United States and Britain: Towards Consensus? Kareem Sadiq Aug 18, 2023 There’s no consensus on collective racial terms; let nonwhite people use the terminology they are most comfortable with - and don't shame them for it The terminology used to collectively describe nonwhite people in majority white countries has generated significant debate on social media. There is currently no consensus surrounding the use of collective racial terms such as nonwhite, people of colour (PoC), Black, Indigenous, people of colour (BIPoC), racialized, Black, Asian and minority ethnic (BAME — a common collective term used in Britain), and global majority — a collective racial term currently being adopted by some academics, non-governmental organizations and racial equity advocates in the UK and North America. At the same time, there is a social and professional need to understand how preferred terms are used and evolve over time, to acknowledge racial differences in large multiracial societies and avoid stigmatizing language. Research and analysis on the use of collective racial terminology in majority white countries is sparse, one exception being the work of Peter Aspinall, a professor at the University of Kent who conducted a 2020 review of the use of specific and collective racial terms in Britain. Drawing on Aspinall and other sources, and with the intent of generating further discussion, what follows is a brief, non-exhaustive review of five common collective racial terms used in Canada, the United States and Britain. Nonwhite Widely used for its brevity and convenience, the collective racial term nonwhite is viewed by some as archaic, and is criticized for centering and identifying something that it is lacking in a minority — whiteness — from the majority in predominantly white countries. “‘Non-white’ defines the ethnic minority population in negative terms—by what it is not—and as a residual population. Further, it sets ‘white’ as the standard, making it openly ethnocentric, and reinforces ‘the myth of homogeneity’ of the white group, excluding from the term white minority ethnic groups.” Others believe the term “nonwhite” is useful because it forces white people beyond their comfort zone to view themselves in racial terms. It is also analytically helpful when comparing data on racial equity gaps in majority white countries, where there are significant wage, wealth and representation disparities between people who are white and people who are not white. For the record, I purposefully use nonwhite when speaking to racial wage and representation gaps, precisely because of the white and nonwhite racial dynamic. Incidentally, I used the term ‘nonwhite’ in a 2022 Twitter post, and was politely shamed for doing so…more on that later. PoC and BIPoC The term people of colour is preferred by some racial justice advocates because it is a politically useful term that does not centre whiteness, and provides a unifying frame of reference with respect to racial inequity. The term is partly criticized for echoing the archaic term “colored,” and for having painful connections to slavery and segregation in the American South. But PoC is primarily criticized for erasing key differences — for example the unique social and economic impacts of anti-Black and anti-Indigenous racism — between racial groups. The term Black, Indigenous, and people of colour is similarly criticized as being a simplistic extension of PoC. In a critique of the term BIPoC, Toronto Star journalist Shree Paradkar states: “It’s true that some people are simply anxious to keep up with the terminology to signal support for anti-racism, but when they do so without paying attention to the nuance of those terms, and flatten our identities and conflate the unique struggles of different groups, they replicate the problem the terminology is trying to eradicate. I am done. Bye, bye BIPOC.” Aspinall concurs with these assessments, noting that “these terms suggest that minority ethnic groups are a unified group characterized by homogeneity.” Racialized The term racialized has gained traction in Canada, especially in public service circles, where it is embraced for representing people who have gone through racialization “the processes by which societies construct races as real, different and unequal in ways that matter to economic, political, and social life.” For some, the term resonates because it describes their experiences with race and racism in majority white countries. However, the term has also been critiqued for excluding white people as racialized, and for normalizing whiteness through the conflation of all non-white groups. “it is through the conferring of privilege and disadvantage based on race which determines if Canada — as a nation and state — is racist. Therefore, “racialized” people are not — and cannot be — exclusively non-white people because they experience racial discrimination; whiteness and the privileges afforded to it are also racialized. Limiting “racialized” exclusively to the experiences of non-white communities ignores redressing the material disadvantages non-white communities experience due to their racialization.” Similar to PoC and BIPoC, the term racialized is critiqued for flattening identities and “moving people away from who they are.” BAME In the early 2000s, the term Black, Asian, and minority ethnic was introduced as a collective racial term in the UK. It was seldom used until 2015, but ballooned in use in 2020 as a shorthand to describe Black and Asian groups at greater risk to COVID-19. Aspinall’s analysis of the UK Hansard (proceedings of the UK Parliament) shows that BAME was first used in 2004, and appears 333 times between 2004 and 2020. Usage of the term was sporadic until 2015, with BAME peaking at 88 mentions in Hansard in 2020. Similar to collective racial terms used in Canada and the US, BAME is criticized for erasing important social and economic differences between racial groups. In the UK, BAME has also been criticized for excluding white ethnic minorities and for being confusing to many; for example, user testing and research on the use of terminology suggests that the term BAME scores low indices of recognition in Britain. Global Majority Global majority is a collective racial term that describes people of African, Asian, Latin American, and Arab descent who together comprise the vast majority of the world’s population (approximately 80%). The term reflects the statistical fact that whiteness is not the global norm, “has the power to disrupt and reframe conversations on race… and moves racialized people from the centre to the margins” It also reflects demographic change in majority white countries; for example, statistics suggest that in 2036, Canada will be “as brown as it is white.” The term ‘global majority’ was coined between 2003 and 2011 as a response to confusing pan-ethnic identities that construct “the identity of racialized people in relation to the dominant white population.” Since 2020, the term has gained prominence in some academic circles , but has not been widely adopted by large public or private institutions, or the public at large. Global majority may accurately describe global demographics, including demographic changes in majority white countries. However, a key limitation of the term is that it does not accurately reflect white and nonwhite power dynamics in these countries, nor the social and economic reality for nonwhite people, who experience acute wealth and representation gaps relative to their white counterparts. Racial Terminology as a Form of Representation In his review of collective and specific racial terms, Aspinall employs a theoretical framework that conceives of racial terminology as a form of representation. The central premise is that racial terminology evolves over time owing to demographic and social change. “Like identity itself, ethnic/racial terminology changes over time in response to shifting preferences in the wider society, the changing composition of the population, and changing patterns of racialization.” Changes in the use of collective racial terminology are reflected in interactions between social categorizers —social influencers, large institutions and public agencies, and group identifiers — those whom the label describes. A key issue with collective racial terminology is that it can be coopted and normalized by large, influential public and private institutions or social media influencers. In addition, the use of collective racial terms embody “pan-ethnicities” not specific to particular ethnic groups, which may produce social distance between groups where the collective term or identity does not relate to lived experience. “The difficulty with this collective terminology is that it tends to be developed—and subsequently popularized and sustained—by observers, such as government bodies, public and statutory agencies, and the media. It is not the outcome of a discursive and interactive process involving its developers and the people the terminology describes.” A 2022 Twitter exchange between myself and a University of Toronto professor illustrates nicely the power dynamic between social categorizers and group identifiers (emphasis added below). Professor: Because someone is Black, Brown, from global majority communities does not mean they are automatically antiracist. As the late Steve Biko said “The most potent weapon in the hands of the oppressor is the mind of the oppressed”. KS: During my time in the Cdn public service, the number of oppressed minds who took down nonwhite public servants for their white masters was stunning. It’s an environment of highly internalized racism, which white execs actively foster. It’s how they roll. Professor :: Please do not refer to Black, Brown, Indigenous, people from global majority communities as non-white. Time to change that language. KS: It’s not the best collective term & I understand that. I use “nonwhite” because it aptly describes the dynamic behind racial wage & representation gaps in majority white countries. Time to change #RacialEquity outcomes for the better. I have approximately 150 followers on Twitter. The University of Toronto professor has over 8000 followers. That exchange constitutes an excellent example of the power that social categorizer influencers from large public agencies can exercise over less powerful group identifiers with respect to the adoption and use of collective racial terms. It’s also a form of social media shaming, polite as the tweet might seem. Just saying. No Consensus on Collective Racial Terms Based on research to date, it’s clear that consensus on collective terms isn’t on the horizon anytime soon. Aspinall concludes his review by advising “When there is a need to identify the constituent groups in collective terms, the use of accurate description to delineate these population groups is recommended.” A tension persists in this advice owing to the analytical disconnect between the use of collective and specific terms, however the concept of “walking and chewing gum at the same time” may apply. For example, racial equity advocates can use and further the discussion of collective racial terminology for building inter-group allyship and enhancing racial outcomes, and at the same time, use specific racial terms when addressing unique forms of racism and their differential social and economic impacts. My personal view is that collective terms should never be used in place of specificity; if I’m addressing an issue related to anti-Black, anti-Muslim, or anti-Indigenous racism, I’ll name it as such. And given that there’s no consensus on collective racial terms, perhaps we can let nonwhite people in (still) majority white countries employ the terminology that they are most comfortable using, without being shamed. Citations avlialble on request. Previous Next

< 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

Background - Why Us? EQiSpace is an upstart talent placement firm committed to workplace race, gender and ability equity at all levels. EQiSpace disrupts traditional HR and does things differently; our mission is to create opportunity, close race, gender and ability wage gaps, and build wealth for nonwhite people while increasing productivity, innovation, and profitability for race, gender and ability equity employers. Decades of DEI Have Failed to Address Systemic Discrimination or Close Wage Gaps, Costing Employers Trillions The data is clear; decades of “DEI” programming have failed to address systemic discrimination , key evidence being the failure to achieve workplace race and gender equity or close wealth and wage gaps. For every $1.00 earned by white men with a BA + in Toronto Canada in 2020, nonwhite BA+ men & women earn ed $0.70 & $0.52 respectively. In 2020 alone, turnover and lost productivity from workplace discrimination and harassment cost employers trillions of dollars. People with disabilities continue to face stigma and barriers to the labour market; in 2021, the employment rate for people with disabilities was 62%, compared to 78% for people without disabilities. Status Quo HR & Recruitment Agencies Benefit from Turnstile “Diversity Hire” Turnover EQiSpace’s conversations with HR recruiters and HR influencers dovetail with the data; most nonwhite professionals leave placements within a year owing to systemic racism, toxicity, and harassment. To maintain diversity optics, employers continue to recruit non - white people into racist and toxic workplaces, continue to have them quit within a year, and continue to lose trillions to turnover & lost productivity. Who gains from this turnstile DEI system? “Status quo” HR agencies and recruiters benefit immensely from diversity hire turnover placement fees and will not advance authentic racial equity owing to lucrative, revolving door staffing. Solution: Build Race and Gender Equitable Workplaces from the Ground-Up Trying to change toxic organizations from within doesn’t fix race and gender inequity, reduce systemic racism, ableism, and harassment, or stop trillions in expensive turnover and lost pro ductivity. Creating new race, gender, and ability equity cente red organizations with a healthy work culture can. EQiSpace helps t he private, public, and NGO sectors build race, gender and ability representative workplaces — with an authentic antiracist, anti-oppression and anti-harassment culture — from the ground-up. Racial Equity Helps Non - white and White People Thrive Racial equity is about bringing white and non - white people together; not keeping them apart. Many hold the misguided belief that racial equity leads to finite resource, zero sum outcomes where nonwhite people gain at the expense of white people. Not true. Closing racial wage and wealth gaps for nonwhite workers boosts profitability and GDP, and leads to better wages, social investments, and living conditions for white workers. Everyone gains when workplaces unite across racial lines. Many white people are also actively seeking out antiracist, anti-harassment workplaces. Racism, toxicity, and harassment work hand-in-glove, and both nonwhite and white professionals are rejecting that culture for a culture grounded in ra ce and gender equity, antiracism, anti-harassment, values, ethics, and integrity. Why Us? The EQiSpace team has extensive experience providing advice, hiring skilled professionals at all seniority levels, managing multiracial teams, working with people with intellectual and physical disabilities, and overseeing mu ltimillion dollar projects. Team members also have deep lived experience with systemic racism, including targeted harassment, and are in a unique position to bring forward practical workplace solutions. Professionals on the receiving end of racism and targeted harassment are best qualified to propose workplace racial equity solutions; not the leaders, executives, and managers — white or no n-white — who targeted them. EQiSpace will change work culture and close revolving door “DEI” hiring by helping 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. The business case for workplace equity is clear: a less racist, sexist, and ableist society is an economically stronger one, and systemic discrimination prevents non-white people, women and people with disabilities from reaching their full economic potential. If employers, business leaders, and investors are serious about taking real action to create equitable workplaces, then look to EQiSpace to build and deliver them. Contact us at info@eqispace.com to learn more.

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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.

We are committed to providing a website that is accessible to the widest possible audience, regardless of circumstance and ability. We aim to adhere as closely as possible to the Web Content Accessibility Guidelines (WCAG 2.0, Level AA), published by the World Wide Web Consortium (W3C).  ACCESSIBILITY We are committed to providing a website that is accessible to the widest possible audience, regardless of circumstance and ability. We aim to adhere as closely as possible to the Web Content Accessibility Guidelines (WCAG 2.0, Level AA), published by the World Wide Web Consortium (W3C). These guidelines explain how to make Web content more accessible for people with disabilities. Conformance with these guidelines makes the web more user-friendly to everyone. Whilst we strive to adhere to the guidelines and standards for accessibility, it is not always possible to do so in all areas of the website, but we are currently working to achieve this. Due to the dynamic nature of our website, minor issues may occasionally occur as it is updated regularly. We are continually seeking solutions that will bring all areas of the site up to the same level of overall web accessibility. If you have any comments or suggestions relating to improving the accessibility of our site, please don't hesitate to contact us. Your feedback will help us make improvements.

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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