Equity is Not a Line Item – It’s the Plan
Leading with integrity when it matters most
By Susan Underhill, Principal, Connor Claire Group & Amanda Parriag, Principal, ParriagGroup
Across Canada, equity, diversity, and inclusion (EDI) have become standard language in non-profit strategic plans, funding proposals, and public commitments. But in 2025, we’re seeing a shift: Budgets are tightening. Programs are being cut. And in some circles, including political and media discourse, EDI is increasingly framed as unnecessary, ideological, or even harmful.
So where does that leave equity work in the Canadian public services and non-profit sectors?
The short answer: it’s more necessary than ever. But we need to reframe the conversation.
Equity Is Not a Luxury; It’s Infrastructure
The reality is that Canadian non-profits serve some of the most diverse populations in the world. Racialized communities now make up over a quarter of the population. Newcomer populations continue to grow. Nearly 5% of Canadians identify as Indigenous, and more people than ever are identifying as 2SLGBTQIA+.
If our services don’t work for these communities, they don’t work! Full stop.
Equity work isn’t about politics. It’s about operational effectiveness. And in a time of austerity, it’s exactly what helps organizations do more with less by ensuring resources are targeted, services are accessible, and systems are responsive.
The Canadian Business Case for EDI
In Canada, the business case for equity is rooted in five realities:
- Service effectiveness. Programs designed with equity in mind lead to better outcomes—because they’re more likely to meet people where they are. That means fewer drop-offs, better uptake, and more meaningful impact.
- Public funding expectations. From the federal government to provincial ministries and regional funders, equity considerations are now embedded in grant applications, evaluation frameworks, and reporting requirements. The bar is rising, not falling.
- Workforce sustainability. Many Canadian non-profits are struggling to recruit and retain staff. A meaningful commitment to equity is now a key differentiator, especially for younger, racialized, and equity-deserving workers who are demanding more than performative inclusion.
- Legal and reputational risk. Human rights legislation, employment law, and sector-specific standards are clear: organizations have a duty to provide equitable access and culturally safe services. Falling short isn’t just an ethical concern, it’s a compliance risk.
- Community trust. Many communities have good reason to be skeptical of institutions. Demonstrating a real, sustained commitment to equity is essential for building and maintaining trust, particularly for Indigenous, Black, and racialized communities in Canada.
Reframing the Investment
It’s easy to ask, Can we still afford to invest in EDI? But the more important question is: Can we afford to ignore the systemic barriers that weaken our services and alienate our communities?
In this moment, equity work is not about “extra.” It’s about ensuring that every dollar, every program, and every policy delivers as intended – not just for the majority, but for everyone.
Moving Forward with Clarity and Courage
At Connor Claire Group and ParriagGroup, we understand the tension: how to honour your equity commitments when time, money, and political will are in short supply. But this is not the time to retreat—it’s the time to act strategically and with integrity.
We help organizations across Canada make their equity work practical, measurable, and aligned with mission and mandate. Whether you’re designing inclusive services, training your board, or adapting your strategy to meet new realities—we’re here to help.
Let’s talk about what meaningful, right-sized equity work looks like in today’s Canadian context.
Contact Us
Susan Underhill, Principal, Connor Claire Group, Susan.underhill@connorclaire.ca
Amanda Parriag, Principal, ParriagGroup, Amanda@parriaggroup.com