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A letter from nature canada

Dear Friends,

A few years ago, in the midst of the pandemic, the world was having hard but necessary conversations about racial injustice – from the tragic death of George Floyd to the harassment of a Black birder in Central Park. Around that time, a young woman came into Nature Canada’s office in response to a job posting.

When we asked her the standard question, “Why do you want to work here?” Her answer made us pause and reflect: “I looked at your website where you list all your staff, and I saw that many of them look like me. So, I knew it would be a safe space.”

That moment stayed with me.

It was a powerful reminder that the intentional work we had done to diversify our team wasn’t just about numbers or optics – it had created an environment where someone could feel safe, seen, and welcome. It mattered. And it was a moment that made us realize: if this work could have such a profound impact for us, it’s something worth sharing with others who want to build more inclusive spaces, too.

The term “diversity hiring” can feel overwhelming or even intimidating. It’s easy to wonder where to start or how to do it “right.” But the truth is, creating an equitable hiring process isn’t about perfection – it’s about progress. It’s about recognizing the barriers that exist and committing to breaking them down, step by step.

This work starts with a simple truth: talent is everywhere, but opportunity isn’t. Programs like these aren’t about lowering standards or checking boxes; they’re about ensuring that talented people, often overlooked or excluded, have the chance to succeed. And when you create those opportunities, you’re not just hiring someone – you’re building teams that are smarter, stronger, and better equipped to tackle the challenges ahead.

I know it might feel daunting to begin. Maybe you’re worried about making mistakes or saying the wrong thing. Maybe you don’t know where to find diverse candidates or how to create a hiring process that’s truly inclusive. That’s why this toolkit exists: to guide you through those first steps, offer practical tools, and give you the confidence to take meaningful action.

And here’s the most important part: this work matters. It changes lives, strengthens communities, and creates ripple effects far beyond your organization. The people you welcome into your team today will bring perspectives, creativity, and passion that elevate everyone around them.

Thank you for showing up, and for being willing to take this on. Together, we can build workplaces that reflect the richness and diversity of the world we live in – workplaces where everyone feels like they belong.

With thanks,

Emily McMillan
Executive Director
Nature Canada

executive summary

Nature Canada is deeply committed to promoting racial justice and equity, particularly for Black, Indigenous, and People of Colour (BIPOC), recognizing that racial justice is integral to the health of our natural environment. Systemic barriers, including underrepresentation in conservation organizations, prevent racialized people from accessing career opportunities in the nature sector. In 2020, we partnered with researchers Dr. Jacqueline L. Scott and Ambika Tenneti to explore the intersection of race and the outdoors, which led to the report Race and Nature in the City: Engaging Youth of Colour in Nature-based Activities. This report identified the lack of equitable access to nature for racialized communities and called for greater representation within conservation organizations.

Building on these findings, Nature Canada launched the Work to Grow program in 2021, creating over 300 employment opportunities for BIPOC youth between 2021 and 2022. While the first year of the program was a success, it also revealed challenges, including a discrimination claim filed against one of our Nature Network partners. Though the case is still unresolved, it highlighted the legal complexities surrounding employment equity and the need for better support for environmental, non-governmental organizations (ENGOs) navigating hiring practices aimed at increasing staff diversity.

This experience, combined with our commitment to supporting diversity, equity, and inclusion (DEI) in the sector, prompted the creation of the Employment Equity in Hiring Toolkit. This toolkit is designed to address common fears and misconceptions about employment equity, particularly the perceived legal complexities and liabilities that may be overwhelming to ENGO leaders.

We understand that with an already packed to-do list, implementing employment equity can feel like an added challenge. However, Canadian legal frameworks support diversity initiatives, particularly for racialized and Indigenous groups. This toolkit provides a clear, legally-informed framework to help ENGOs navigate equitable hiring, covering legal requirements, the role of data, and the differences between federal and provincial laws.

It reassures readers that employment equity is neither as complicated nor risky as it may seem, with ample support available from resources like provincial Human Rights Commissions. Ultimately, the toolkit empowers ENGOs to take meaningful steps toward increasing diversity, fostering inclusivity, and ensuring effective representation of racialized and Indigenous communities in the environmental sector.

Contributors: We are grateful to Andrew Cleland (Delangie Cleland Limoges) for providing a wealth of legal research and resources, Anna-Liza Badaloo (Anemochory Consulting) for providing knowledge translation services, and Sonia Theroux for providing project management, research, and consulting services.

Disclaimer: The content of this toolkit does not constitute legal advice. This toolkit provides legal information, general guidance and important considerations for ENGOs operating across Canada who wish to implement employment equity initiatives. Employment equity laws (and how they are applied) differ between provinces. Please consult a lawyer familiar with the rules in your jurisdiction for specific support.

toolkit overview

Five Parts of the Toolkit

part 1

Why Employment Equity

Explains the concept of Employment Equity in Canada, emphasizing the importance of equity in hiring, the responsibility of employers to address barriers faced by disadvantaged groups, and the need for inclusive practices.

part 2

Legal Framework for Employment Equity

Discusses the legal framework for employment equity programs in Canada, highlighting the requirements for addressing systemic barriers and ensuring compliance with human rights legislation.

part 3

Implementing Employment Equity Programs

Details a three-step process for special hiring programs, including establishing rationale based on demographic data, setting clear eligibility criteria, and evaluating program impact.

part 4

Crafting Inclusive Job Postings

Presents guidelines for job advertisements that encourage applications from underrepresented groups without excluding any demographics.

part 5

Fostering Inclusivity

Encourages organizations to create a welcoming culture that integrates EDI principles, supporting retention and ongoing inclusivity. For the Appendices, please remove the intro text for each of the three and leave the main headings as is. We will develop and add the new intro text later.

toolkit Overview