CivicAction Report: Diversity and Inclusion in Non-profit Leadership in Ontario

This report between the Diversity Institute (DI) and CivicAction, supported by Ontario’s Anti-Racism Directorate, focuses on advancing equity, diversity, and inclusion (EDI) in non-profit sector boards and executive teams across Ontario. Despite the sector's significant contribution to Canada's economy, there's a need for increased representation of immigrants, racialized individuals, persons with disabilities, and Indigenous Peoples at executive and board levels. The study—which surveyed 8,902 senior managers and directors from 803 non-profit organizations in 25 cities across Ontario— explores the challenges faced by these equity-deserving groups, aiming to identify critical success factors and skills required for leadership positions

Among the findings are that women hold 56.6% of leadership positions in the non-profit sector in Ontario; however, representation varies according to the size of the organization, and its location and funding source. In small to medium-sized organizations, women had higher representation in leadership roles and in organizations located in small cities compared to large cities. In organizations that have non-government funding sources, women had less than 50% representation in leadership roles. 

The study also found racialized people occupy 18.2% of leadership roles in Ontario’s non-profit organizations. The representation of Indigenous Peoples in the sector was the lowest out of all equity-deserving groups studied at less than 3%. 

Other findings shine a spotlight on the workplace experiences of leaders:

• 45.5% of Black leaders report experiencing discrimination or unfair treatment.
• 50% of Black leaders often find themselves as the sole person of their race or ethnicity in the boardroom.
• 40% of Black leaders have contemplated leaving their board positions due to EDI issues they have encountered.
• More Black women leaders than those from any other equity-deserving group reported that errors made at work were often unfairly held against them throughout their board terms.
• Indigenous women accounted for 71.6% of Indigenous board appointments and 71.4% of Indigenous senior management, surpassing the gender parity goal within the Indigenous demographic. However, when asked about barriers to their advancement, participants noted that Indigenous identity, such as racism and stigma, affected Indigenous women’s participation in non-profit boards more than did their gender identity. 
• Almost one-half of survey respondents from equity-deserving groups with hidden identities, including those identifying as 2SLGBTQ+ or persons living with disabilities, reported needing to hide part of their identities to fit in with other board members (40.9% and 48.1%, respectively).
• Participants generally agreed that adaptability and flexibility; problem solving; and developing organizational goals, objectives and values were the most crucial skills for success for leadership roles.

The report offers recommendations to help Ontario non-profit organizations become more inclusive. At the societal level, they include government-mandated data collection on equity-deserving groups, expanding diversity initiatives to include federally incorporated non-profits, and tying government and donor funding to EDI performance. Addressing barriers to inclusion, such as improving access to child care and parental leave, is also suggested.

At the organizational level, recommendations include collecting demographic data, integrating EDI into corporate strategy and processes, incorporating EDI into HR policies and promoting an inclusive culture. Organizations should engage authentically with equity-deserving groups to build their talent pool.

On an individual level, training programs are recommended to advance EDI knowledge, attitudes, and behavior in the workplace. Employees from equity-deserving groups should have access to training and support to advance their leadership opportunities.

Read the report to learn more about the importance of putting in place comprehensive strategies to address challenges and foster opportunities for all equity-deserving groups toward advancing EDI in leadership in Ontario's non-profit sector.

November 2023