In December 2023, the Canadian government took a major step forward in its ongoing mission to foster fairness, dignity, and inclusion at work. Following an in-depth review by the Employment Equity Act Task Force, a suite of bold recommendations has been proposed to modernize the Employment Equity Act (EEA)—Canada’s federal framework for advancing equitable employment practices.
For organizations that advocate for dignity in the workplace, these proposed changes represent a significant shift in how we collectively define equity, address systemic discrimination, and empower underrepresented workers across federally regulated sectors.
Centering Lived Experiences: Updating Equity Groups and Definitions
A central focus of the proposed reforms is a more accurate and compassionate recognition of who the Act serves. The recommendations call for an expanded and redefined set of employment equity groups, including:
- Black people and 2SLGBTQI+ people as distinct groups, reflecting the unique systemic challenges these communities face.
- A move from “Aboriginal Peoples” to “Indigenous Peoples”, aligning language with the United Nations Declaration on the Rights of Indigenous Peoples.
- Replacing “members of visible minorities” with “racialized people” to better capture the impact of race-based exclusion.
Critically, the proposed amendments also adopt the Accessible Canada Act’s definition of disability. This modern, inclusive understanding sees disability not just as a physical or medical condition, but as a mismatch between individuals and the barriers in their environments. It embraces a social model of disability—centering dignity, accessibility, and the right to full participation in work and society.
Moving from Compliance to Commitment: Strengthening Employer Accountability
True equity is more than a legal checkbox—it’s an ongoing responsibility. Under the proposed changes, employers would be required to:
- Proactively identify and dismantle systemic barriers in hiring, promotions, and retention.
- Develop and implement equity plans in collaboration with affected employees and stakeholders.
- Demonstrate ongoing progress—and not just intentions—toward equitable outcomes.
- Reexamine traditional concepts like “merit”, which often mask hidden bias or structural advantage.
The goal? Embedding equity into the daily operations, culture, and values of an organization—not just its policies.
Building Trust Through Oversight and Shared Responsibility
Effective oversight is critical to meaningful change. The proposed reforms include:
- The appointment of an Employment Equity Commissioner, equipped with the authority and resources to enforce the Act and guide employers.
- Joint Employment Equity Committees, particularly in larger workplaces, to ensure equity initiatives are shaped by diverse voices and lived experiences.
- New obligations for federal contractors, requiring any organization with contracts over $100,000 to mirror the employment equity standards.
A Broader, More Inclusive Reach
Recognizing that equity work must meet the realities of today’s workforce, the Act would expand its reach to federal workplaces with 10 or more employees, with obligations tailored to size and context.
This broader application ensures that dignity in the workplace isn’t a privilege limited to large organizations—it becomes a baseline for all.
Looking Ahead
While these recommendations have not yet been legislated, the federal government has expressed strong support for their direction. For employers, this is an opportunity—not just to prepare for regulatory change, but to become leaders in equity, dignity, and respect.
As of April 2025, the proposed changes to the Canadian Employment Equity Act (EEA)—including the adoption of the Accessible Canada Act’s definition of disability—have not yet been enacted into law. The federal government has expressed support for many of the recommendations from the Employment Equity Act Review Task Force’s final report, released in December 2023. However, specific legislation to implement these changes has not been introduced.
As a company committed to advancing dignity in the workplace, we welcome this vision for a more inclusive Canada. True equity honors the worth of every individual. These proposed changes challenge us to go beyond compliance and build cultures where everyone belongs, contributes, and thrives.
Employers and stakeholders should stay informed about legislative developments to prepare for potential updates to the EEA.
Reach out to Dignii for more information: [email protected]
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