Diversity, Equity, and Inclusion Support Employee Mental Health

Strong mental health among employees is vital for building inclusive, productive, and cohesive workplaces because it directly affects how individuals engage, collaborate, and perform. Organizations that invest in mental health initiatives not only support the well-being of individuals, but also enhance performance, innovation, and equity across teams. The bottom line is, mental health and DEI reinforce each other. When organizations take both seriously, they foster healthier, more resilient, and more inclusive work environments.

In Conversation With The Mental Health Commission of Canada

The mental health of employees is foundational to creating a diverse, equitable, and inclusive (DEI) organizational culture because psychological well-being enables individuals—especially those from marginalized or underrepresented groups—to engage fully and safely at work. Likewise, strong DEI programs can positively influence mental health by addressing systemic stressors and creating conditions for all employees to thrive.

Off the Bookshelf: Conflict is not Abuse

Sarah Schulman’s Conflict is not Abuse urges individuals and communities to distinguish between conflict and abuse, advocating for accountability, direct communication, and repair rather than punitive or avoidant responses. She critiques the overuse of victimhood narratives, warning against binary thinking that leads to unnecessary escalations in personal relationships, social dynamics, and state violence. 

Associate Spotlight: Q&A with Adam Benn

What actions do you take to create inclusive environments in your own life? 

In my life, I focus on making inclusion a daily practice, and living these values day to day. That means being intentional about making space at the table, understanding the environmental impact of my actions, aligning with businesses and organizations that share my values, and focusing on supporting my communities. For me, it is about taking actions to create a world that I would like to see when I am teaching about inclusion. It also means actively listening, learning, and being willing to change — whether that’s rethinking a decision, acknowledging my own biases, or creating opportunities for others to lead. I also try to build relationships across differences…

The Power and Disempowering of Language in the Trump Era

James Baldwin viewed language as deeply tied to power, identity and historical reality, particularly for marginalized communities. Language, he wrote is “meant to define the other – and in this indispensable, cruelly dishonest role, it can be employed to obscure the truth.” Writers like Baldwin remind us that language is more than just a tool for communication—it shapes thought, reinforces power structures, and influences the way individuals perceive reality.

Faith on the Margins: Christianity’s Evolving Role in a Diverse and Inclusive Canada

Her name was Debbie. I cannot recall her last name, and I have only the vaguest recollection of what she looked like. But I still recall vividly how she was the one person who stepped out of the classroom every morning while the rest of us recited the Lord’s Prayer. 

DEI Backlash and Canadian Organizations

How Canadian Organizations Should Respond to the Backlash Against Diversity, Equity, and Inclusion

For many years, Diversity, Equity, and Inclusion (DEI) initiatives have become a cornerstone of workplace culture in Canada. Many organizations recognize that these initiatives contribute to creativity, talent recruitment, and growth.  But recent court decisions in the United States, actions taken by the Trump administration, and political misinformation about DEI in the US and Canada have all added to increasing resistance to diversity, equity and inclusion. Even some organizations that prioritized these initiatives a mere five years ago (after a White police officer killed Black American George Floyd, which led to widespread protests) have pulled back or softened their approach. 

In Conversation With the Stratford Festival

“We’re getting to a place where we’re thinking across the whole experience: How do we welcome people in? And there’s something really joyful about that. So it’s not just the spreadsheet of it being a good business decision. It is the experience of the festival being enriched.”

– Anita Gaffney, Executive Director, The Stratford Festival

Recognizing Outstanding Canadians

Receiving the phone call from the Governor General’s office was a mind-blowing
experience. When it came two years ago, I was in disbelief and at a loss for words. I
was being appointed to the Order of Canada – our country’s highest civilian honour – for
my work in diversity, equity, inclusion and social justice.

Revenge of the Tipping Point

Article by Hamlin Grange C.M., DiversiPro‘s Founder & Principal Consultant,
Hamlin Grange is DiversiPro’s Founder and Principal Consultant. He is a diversity and inclusion strategist qualified to assess the level of intercultural competence of individuals and organizations. He works with leaders and their organizations to improve productivity through better navigation of cultural differences.