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 June 2021
During the past three months we focused on launching new initiatives within our multi-year action plan and building momentum on action items launched in the previous quarter. As our foundational work continues, we are also moving into a phase of work that will more visible to our people.
Key Takeaways and Highlights
- Workplace Culture: Our inclusion training has begun. We engaged a partner to create content and conduct training. Our Executive Leadership Team and Senior Vice Presidents have participated in the first of four modules. This training will be cascaded to all Corus people in the coming months.
- Representation/Diversity: We have launched a project to review and enhance how we source, attract and select new employees to join our company, with a lens of diversity, equity and inclusion. This will enable us to ensure all levels of our company better reflect the diversity of the communities in which we operate.
- Culture: A total of three Employee Resource Groups have formed, with the East-Asian ERG forming in May. This group joins BOLD, a group for Black team members, and Out@Corus, a group for 2SLGBTQ+ team members. All of our ERGs have an Executive Leadership Team sponsor, giving our company an important sounding board, resource and partner to develop our anti-racism, diversity and inclusion initiatives.
“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 -