Our commitment to equity, diversity and inclusion (EDI) is about more than a strategy or a program. As a public institution, we represent all Canadians. Making sure that we are diverse, equitable and inclusive is the right thing to do. It makes the Bank a stronger institution and a better place to work. It gives us a better understanding of the experiences of all Canadians, rounds out our thinking as policy-makers and helps us make better decisions.
Our strategy
Our equity, diversity and inclusion (EDI) strategy reflects who we are and how we choose to work, connect and lead. It lays out our commitments and the steps we are taking to reach our goals.
1
Becoming a barrier-free workplace
2
Interrupting biases
3
Using data
to drive
change
4
Creating
belonging
for all
Governor Macklem speaks about the value of EDI at the Bank.
Our workforce
Our efforts to be equitable, diverse and inclusive, rely on good data. Data is used to capture who we are, better understand where to focus our energy and measure the extent to which our initiatives are leading to change.
We want to make sure that our workforce is as diverse as the Canadian labour market and remove any barriers to working at the Bank. To understand our workforce, we invite employees to voluntarily self-identify. With this information, we can compare the makeup of our workforce with that of the broader labour market of Canadians working in similar jobs. Where we find certain groups under-represented among our employees, we set goals and identify actions to align our workforce with the diversity of the labour market.
Eighty-nine percent of employees at the Bank have participated in our self-identification survey, the tool that makes our representation analysis possible.
Workforce representation at the Bank by equity-seeking group
Note: No goals have been set for those who identify as francophone or 2SLGBTQ+ due to the absence of reliable labour market data for these groups.
In addition to the six equity-seeking groups mentioned above, Bank employees can voluntarily share details about their gender identity and expression, racial and ethnic background, disability type, Indigenous identity and additional language skills.
Senior Officers represent the Bank’s 81 most senior leaders. Diversity in leadership teams ensures a range of perspectives and experiences shape our decisions.
Note: Representation data includes individual contributors in economist and financial sector specialist roles. Leadership roles are excluded.
Every job at the Bank has a unique National Occupation Code. These codes link to Statistics Canada data, helping us compare representation in specialized roles—like economists and financial sector specialists—to external labour market trends and identify ways to support employees.