The Government is committed to addressing systemic inequities and disparities that remain in our workforce and institutions. It will collaborate with various communities, and actively seek out and incorporate the diverse views of Canadians. This includes women, Indigenous Peoples, Black and racialized Canadians, newcomers, faith-based communities, persons with disabilities, LGBTQ2 Canadians, and in both official languages. The Government remains committed to ensuring that public policies are informed and developed through an intersectional lens, including applying frameworks such as Gender-based Analysis Plus (GBA Plus) and the quality-of-life indicators in decision-making.


SIBC’s staff volume is too low for a statistically significant analysis of any of its employment parameters. While not driven by specific employment targets, SIBC benefits from a broadly diverse workforce. SIBC is a model employer in a number of notable employment categories including but not limited to gender and linguistic diversity of both staff and Board of Directors. More specifically, bilingualism is actively used at work, there is very visible and equitable representation from women in positions of authority; and other diversity factors such as age, disabilities, ethnicity (including Indigenous peoples) and different cultural backgrounds are well represented.

Workplace DemographicsSIBC (2022)Federal Public Service (2019)
Board of Directors  
Designated groups38%n/a
 Employees in regions100%58%
 National Capital Region0%42%
Employment status  
  Employee Women50%45%
  Executive Women0%52%
  Leadership Women50%Not currently reported
Official Language  
Indicate English as first language73%70%
Indicate French as first language18%28%
Indicate a First Nation language as first language9%Not currently measured
Indigenous Peoples36%Not currently measured
Persons with DisabilitiesNot currently measuredNot currently measured
Members of Visible Minorities41%Not currently measured


SIBC promotes a healthy and respectful workplace that is intrinsically tied to diversity and inclusion. Instilling such a culture requires acceptance and participation by all employees at all levels. SIBC supports its employees in the achievement of related objectives through multiple methods. The “tone from the top” sets clear expectations that behaviour inconsistent with SIBC’s culture is not tolerated. This direction is reinforced by corporate policies concerning behaviour and conduct in the workplace, such as harassment prevention, workplace violence prevention, values and ethics, and internal dialogue on topics such as mental health and wellness.