Since 2019, Ottawa has invested $30 million in diversity, equity, and inclusion training.

The Canadian government has allocated more than $30 million towards diversity, equity, and inclusion (DEI) initiatives since 2019, as per recent documents scrutinized by The Epoch Times. The data revealed a consistent increase in DEI spending each year since 2019, with some years exhibiting a surge of over 100 percent.

The Department of National Defence led the expenditures on DEI with $9.32 million, followed by Employment and Social Development Canada ($7.93 million), Innovation, Science and Economic Development Canada ($2.14 million), the Parole Board of Canada ($2.27 million), and the Department of Canadian Heritage ($1.72 million).

Various other notable spenders included different departments and agencies such as the Office of the Superintendent of Financial Institutions, the Correctional Service of Canada, the Canadian Space Agency, Infrastructure Canada, the Privy Council Office, the Public Prosecution Service of Canada, the Canadian Radio-television and Telecommunications Commission, and the Canada Border Services Agency.

Among the agencies that disclosed their expenditure figures, those spending the least on DEI services were the Canadian Centre for Occupational Health and Safety, the Canadian Grain Commission, Canada Energy Regulator, Accessibility Standards Canada, the Military Police Complaints Commission of Canada, and the Administrative Tribunals Support Service of Canada.

The data was provided in response to an Inquiry of Ministry request by Conservative MP Kerry-Lynne Findlay on May 6.

While the Canada Revenue Agency’s reported expenditure since 2019 was minimal, noting “many contracts not reported,” they did spend $8,475 in 2023 on a single guest speaker, although no detailed breakdown was provided.

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Several departments like the Canadian Security Intelligence Service did not disclose their DEI expenditure. Furthermore, various others including Public Services and Procurement Canada, Transport Canada, Shared Services Canada, Women and Gender Equality Canada, the Canadian Transportation Agency, Natural Resources Canada, and the Canadian Nuclear Safety Commission confirmed they are not monitoring these costs.

When combined, total DEI spending across government departments amounted to approximately $1.75 million in 2019, $1.82 million in 2020, $5.74 million in 2021, $5.94 million in 2022, $12.70 million in 2023, and $2.27 million as of 2024.

Specific Initiatives

DEI initiatives encompassed workshops, guest speakers, research services, management consultants, seminars, and coaching, with costs varying from small sums to millions of dollars.

For instance, the Department of National Defence spent money on various initiatives, including paying for consulting services and guest speakers. Similarly, Employment and Social Development Canada invested in diversity and inclusion training and consulting services from different organizations.

Innovation, Science and Economic Development Canada also engaged in DEI-related activities, such as evaluating employment systems and facilitating safe space discussions among employees.

Effectiveness of DEI

DEI initiatives are aimed at fostering inclusivity in workplaces for individuals from diverse backgrounds. They have become a common aspect of government agencies, businesses, and educational institutions, with funding for such programs increasing in recent times.

Various focal points of DEI initiatives in the federal public service include addressing systemic barriers, generating data on employment equity groups, enhancing diversity among senior leaders, supporting action plans for black public servants, and combating workplace harassment, discrimination, and violence.

However, amidst the belief that DEI programs are essential, there is a growing debate on their efficacy and potential negative consequences.

The Treasury Board of Canada Secretariat emphasizes the critical nature of DEI work and highlights the progress made by the federal government in creating a safe, inclusive, and discrimination-free workplace.

DEI initiatives intend to help organizations identify and address disparities internally, but opinions on their impact vary. While some argue in favor of DEI programs, others raise concerns about potential negative outcomes.

Research studies have produced conflicting findings on the effectiveness of DEI training, with some suggesting benefits while others cautioning against potential harm resulting from such programs.

Despite the growing expenditure on DEI initiatives, there is ongoing discussion on their actual impact and effectiveness in achieving their intended goals.