Diversity, Equity and Inclusion Education
With diversity, equity, and inclusion (DEI) initiatives increasingly impacted by legal and political developments, the following resources provide information to help employers support DEI-related workplace efforts.
Neuroinclusive Benefits—How to Better Support Neurodivergence in the Workforce
Today, many more Canadian adults and children are receiving neurodivergent diagnoses, such as ADHD, autism spectrum disorder, various learning disabilities (e.g. dyslexia, dyscalculia), etc. Employers who “lean-in” to their neurodiverse talent can tap into powerful skillsets and gain competitive advantages.
Unfortunately, organizational practices are often lacking in effective accommodation of neurodivergent employees, and many benefit plans also fail in this regard. Neglecting to incorporate these needs fuels stigma and impacts long-term well-being, workability and productivity.
The Future of DEI in the Private Sector
As diversity, equity and inclusion (DEI) efforts face increasing legal and political scrutiny, this session explores the evolving landscape for private sector employers. We’ll examine the implications of recent court decisions, shifting enforcement priorities at the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) and the legal risks associated with common DEI initiatives—from quota-based goals to employee resource groups (ERGs) and incentive structures. Participants will gain practical, legally grounded guidance for designing inclusive, defensible DEI programs that align with business objectives and withstand regulatory scrutiny.
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Beyond Borders: Building Meaningful Benefits for a Global and Diverse Workforce
Benefits are more than a program—They're a powerful message about who we are as employers.
Benefits reflect what we value; how we care; and whether our employees feel seen, respected and supported. In today’s global and diverse workforce, benefits are one of the most immediate and tangible ways to build trust, foster inclusion, and show that people truly matter and are at the heart of our organizations.
Join us for an inspiring and practical session that reframes benefits as one of the most immediate and visible expressions of respect in the total rewards strategy. This conversation explores how organizations around the world are designing benefit offerings that demonstrate care, equity and trust to meet employees where real life happens.
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Successfully Managing the Neurodiversity Gap in Work and Benefits (Plans & Trusts, November/December 2025)
Employers that move beyond compliance to invest in inclusion, particularly through neurodiversity-friendly workplaces and benefits, gain a competitive edge by unlocking diverse cognitive strengths, boosting innovation, productivity and employee satisfaction. How can employers make their workplace more neurodiversity-friendly? Offer occupational accommodations to employee's workspace, communicate clearly, ask about individual preferences, and be patient.
LGBTQ+ Aging and Retirement Issues: What Do We Know, and What Might Employers Do? (Benefits Quarterly, Fourth Quarter 2025)
Employee benefit managers likely need a better understanding of how LGBTQ+ employees experience aging and retirement and how to support them through benefits such as financial wellness programs and health care. How can organizations decide to tailor their benefits and HR offerings to meet individual employees' needs, including the needs of LGBTQ+ employees? They can estaablish employee resource or support groups focused on LGBTQ+ issues and ensure that primary care and mental health professionals specializing in LGBTQ+ issues are in network.
Engaging ERGs to Drive Deeper Financial Wellness (Benefits Magazine, July/August 2025)
Integrating diversity, equity and inclusion (DEI) strategies into financial wellness programs can help organizations drive lasting improvements in their employees’ financial well-being — especially when programs work through trusted peer networks, such as employee resource groups (ERGs). What happens when organizations integrate ERGs into financial wellness? Key outcomes include higher engagement, stress reduction, and stronger trust and representation.
Is Your Workplace Age-Friendly? Strategies to Retain the Wisdom of Older Workers (Plans & Trusts, March/April 2025)
As labour markets grapple with shifting demographics and workforce challenges, creating age-friendly workplaces that embrace the strengths of older workers provides organizations with a competitive edge. What do older workers want from a workplace? Interesting work, competitive compensation, flexibility including flexible work arrangements, job security and autonomy.
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