Marketing & Communications (MarComms) decided to formalize Equity, Diversity, and Inclusion (EDI) in the department via three main actions:
Filling an EDI Lead position (October 2022);
Build its first IDEA Strategic Framework aligned with CBC/Radio-Canada's national 2022-25 EDI Plan and 2023-25 Accessibility Plan (May 2023);
Developed IDEA Action Plans for each team* (July 2023 & November 2024).
This page will allow you to learn more about our strategy.
*Teams: Audience Research, Creative & Brand, Marketing, People Operations & Performance, Public Relations, Partnerships Events, Scheduling & Content Planning and the Extended Leadership team.
“By 2025, MarComms aims to be an equitable and inclusive culture while building a sense of community where staff will feel supported and empowered to grow together,
and reflect the values and voices of all the communities we serve.”
“MarComms’s mission is to guide people living in Canada to our content offer, engaging younger and diverse audiences to experience CBC in a fresh, bold and compelling way.”
Choosing EDI
Content for all
Connected to communities
Workplace Culture
Straightforward Communications
We will reflect an inclusive and accessible Canada in our labour force and practices.
We will leverage tools and develop strategies and tactics that help us represent the diversity of Canada and help us understand the audience better.
We will deepen relationships with underrepresented communities who don’t currently find CBC relevant to them.
We will increase management and all teams' cultural and emotional intelligence and support employees from underrepresented groups to build a more inclusive culture in the department.
We will support our teams by implementing transparent communication and psychological safety to enhance trust and employee engagement.
Choosing EDI
Content for all
Connected to communities
Workplace Culture
Straightforward Communications
Build diverse and inclusive teams and leaders
Improve staff accessibility experiences
Improve representation
Reflect the diversity of Canada in our work
Reach out to diverse communities
Create opportunities to learn from and gather information from underrepresented communities
Focus on younger and diverse audiences
Develop growth opportunities for underrepresented groups, improve management and all-teams cultural and emotional intelligence
Improve trust amongst staff within the department
Remove barriers to open and safe communications
Standardize and centralize resources regarding IDEA practices in our department
Deepen and share our individual IDEA-related knowledge amongst the department
Strategic Objective 1 (Choosing EDI)
Enhance the recruitment and retention of employees from underrepresented groups by having them represent at least 55% of our new hires and promotions per year (might subject to change based on org,’s KPIs).
Teams (4): Audience Research, Marketing, People Operations & Performance, Extended Leadership
Strategic Objective 2 (Choosing EDI)
Improve staff accessibility experiences by making our department accessible (i.e. workspaces, meeting resources, collaboration tools, content etc.) and enhancing our hiring practices.
Teams (5): Creative & Brand, People Operations & Performance, Public Relations, Partnerships Events, Scheduling & Content Planning
Strategic Objective 3 (Content for all)
Make up of teams and partnerships:
Teams: Ensure that project teams are composed of employees from underrepresented groups with the adapted expertise.
Partnerships: Increase vendors, freelancers and agencies' diversity by prioritizing working with partners with cultural diversity.
Teams (5): Creative & Brand, Marketing, People Operations & Performance, Public Relations, Partnerships & Events
Strategic Objective 4 (Connected to communities)
Deepen relationships with communities living in Canada by creating opportunities for community members to connect with and figure out ways to understand them better.
Teams (5): Audience Research, Marketing, Public Relations, Partnerships & Events, Scheduling & Content Planning
Strategic Objective 5 (Workplace Culture)
Support the retention of employees from underrepresented groups by highlighting corporate development programs within the department and commit to ensuring at least 15% of applicants from MarComms are from underrepresented groups.
Team (1): Extended Leadership
Strategic Objective 6 (Workplace Culture)
Improve management and all-teams cultural and emotional intelligence by implementing a consistent training model with two yearly participatory training sessions and EDI tools to improve inclusive communication and processes.
Teams (2): People Operations & Performance, Scheduling & Content Planning
Strategic Objective 7 (Straightforward Communications)
Improve our internal communication within the MarComms department by increasing opportunities to share feedback safely via different mediums and measuring staff overall satisfaction.
Team (1): Marketing
Strategic Objective 8 (Straightforward Communications)
Acknowledge and share the internal EDI knowledge within the department by hosting at least one learning session per quarter for All-Teams. In addition, centralize and standardize resources to ensure all staff members have a common understanding of our EDI strategy, business objectives, expectations and responsibilities.
Teams (3): Audience Research, Creative & Brand, Extended Leadership