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 the end of February 2021

During the past three months we have been focused on the core foundational initiatives within our multi-year action plan. This has included work to engage partners and Corus people as well as taking steps to ensure we have more robust data on representation. These, and other priority actions, will build the essential infrastructure needed to enable future initiatives in our plan.

Key Takeaways and Highlights

  • Leadership & Culture: We are in the final stages of selecting an external partner to develop and deliver inclusion training, first to our leaders then cascaded to all Corus people.  We will approach training as a journey, and not a one-time event, and will design solutions that integrate into our ongoing learning, development and culture.
  • Representation: Expanded self-identification data will be central to many of the items in our plan – so we are focused on this as priority.  We will collect more specific data about race and disability, and add new categories for sexual orientation and gender identity. This will allow us to gain new insights on priorities and progress.
  • Culture: Two Employee Resource Groups have formed –– each with highly engaged founding members, and an Executive Leadership team sponsor.  The first group is for Black team members, and the second for 2SLGBTQ+ team members.  These groups will give 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 -

November 2020