Around the world, workplaces, organizations and individuals have been pursuing new conversations about racial injustice and in particular anti-Black racism.
At Corus, we acknowledge that systemic racism exists within our society and workplaces. We are committed to taking the necessary actions to rid our organization of racism and systemic barriers as we strive to create a fully inclusive culture – one in which equity and diversity can thrive.
In June 2020, we engaged the services of DiversiPro, third-party diversity and inclusion professionals with expertise in anti-Black racism, to help us bring about systemic change at Corus.
Having DiversiPro’s expert assessment has helped us focus on the highest impact areas for change, to ensure that we could tackle systemic barriers in the most meaningful way.
After a four-month review, we received a series of recommendations on how to create a new path for increased equity, diversity and inclusion at Corus.
Within this review, we heard people describing their experiences and distress arising from their experiences, which we regret. We respect and appreciate the willingness of our employees to share their experiences to help create change for the future.
In November 2020 we shared the key findings of this important work, as well as the steps we will take, as a company, to address the results of this review. Sharing this information publicly reinforces our commitment to building a new path to an inclusive, sustainable culture here at Corus – in which equity, diversity, and inclusion are central to what we do within our company and in our communities.
We commit to provide quarterly updates on our progress. Please see below for this quarter’s update.
Multi-year Action Plan Update: as at September 2021
We now have four dedicated team members in our DEI team, to ensure we maintain the momentum and deliver on our commitments. Our newest addition is a new role, Project Manager Creative Diversity. Stephanie Gosine will be taking on this role on September 13th, to support the team in honing a Corus-wide creative diversity strategy, the focus of which is on-air diversity.
We launched a new inclusive well-being program that provides Corus team members with access to dedicated counsellors who have expertise in supporting issues related to systemic barriers, social injustice, or traumatic world events.
Our foundational work continues, with steady progress on projects to build the infrastructure to more effectively measure both diversity representation and inclusion here at Corus. These foundational measurement processes will launch in the coming quarter.
Key Takeaways and Highlights
Beginning with our first Engaging Corus survey of fiscal year 2022, and included in all quarterly surveys to follow, we are adding an Inclusion Index, which will help us guide, support, and measure our progress in realizing Corus’ Diversity, Equity, and Inclusion mission.
Corus continues to work with LifeWorks (formerly Morneau Shepell) to design a DEI education program for Corus. The program consists of three modules focused on DEI fundamentals and anti-racism education for all employees, plus a fourth module on inclusive leadership specifically for people leaders.
The training was launched to our Executive leadership team and reviewed by our Corus DEI and learning and development teams. The past few months have been focused on taking feedback and revising the program to ensure the most meaningful impact to our people and culture. We are looking forward to the wider roll-out this fall.
The DEI team has just hired Stephanie Gosine for a 12-month contract position to support our content teams in honing a Corus-wide creative diversity plan. Stephanie brings a background of DEI, media and communications. She will work with leaders in our content teams to leverage work already done, and layer in industry best practices, to ensure that our on-air diversity reflects the diversity of our audiences.
Black Screen Office study
Corus has signed on this quarter to an innovative study by the Black Screen Office, the “Canadian Race-Based Audience Survey”. The primary goal is to shed light on the screen media preferences, perceptions, expectations and consumption habits - i.e., what, how, when content is consumed – of Black, Indigenous, and people of colour in Canada. Corus is a financial contributor and will be sitting on the Advisory Committee as the project rolls out.
Employment Systems Review
A key commitment from the DiversiPro review, we partnered with the Canadian Center for Diversity and Inclusion (CCDI) to conduct an employment systems review, focused on the four federally designated groups, and assessing for gaps and opportunities. The final report has now been submitted to Corus. Any new recommendations are being integrated into our DEI Action Plan.
“No other media organization in Canada has had a third-party take such a deep look into the issues of equity, diversity and inclusion. It takes both courage and foresight to have this done. So, for that Corus should be congratulated. While the actions presented in the findings may sound somewhat daunting, the opportunities are significant. In fact, Corus has the overall opportunity to lead the media sector in inclusion and diversity.”
- Hamlin Grange, Principal, DiversiPro -