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?

< Back 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. Kareem Sadiq Previous Next

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Articles & News Jun 14, 2024 Opinion: Workplace Equity Outcomes Should be Determined by Total Population, Not Workforce or Labour Market Availability (WFA / LMA) 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. Read More Jun 1, 2024 What's Happened Since 2023? We're Finally Ready to Launch - Read What Our President and CEO Went Through to Get Here Entrepreneurship Following Targeted Workplace Harassment: Navigating Professional Banishment, Illness, and Financial Destruction to Launch a Business Read More Dec 13, 2023 Empowering Change for Women and Underrepresented Groups: Equitable Construction Projects & Training Programs for Enhanced Pay, Representation, & Sustainable Infrastructure in the Indo-Pacific 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. Read More Oct 16, 2023 Building Better: How Race and Gender Equity Can Transform the Construction Sector Linked-In Article | Race & gender equity in construction can address labour shortages & improve the sector's reputation Read More Aug 18, 2023 Collective Racial Terminology in Canada, the United States and Britain: Towards Consensus? 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 Read More Jun 7, 2023 Time to Move Beyond “Social Inclusion” & Advocate for Equity Equity speaks directly to demographic representation Read More May 23, 2023 White Saviours, Unicorns, and Erasure Why the Clerk’s call to action on antiracism, equity, and inclusion in the public service will fail without racial equity at all levels. Read More

< Back Entrepreneurship Following Targeted Workplace Harassment: Navigating Professional Banishment, Illness, and Financial Destruction to Launch a Business ​ 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

< Back Linked-In Article | Race & gender equity in construction can address labour shortages & improve the sector's reputation Kareem Sadiq Previous Next

< Back 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. Kareem Sadiq Previous Next

< Back Why the Clerk’s call to action on antiracism, equity, and inclusion in the public service will fail without racial equity at all levels. Kareem Sadiq Previous Next

< Back Equity speaks directly to demographic representation Kareem Sadiq Previous Next

< Back 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 Kareem Sadiq Previous Next

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.