New CMA Research exposes the growing gap between EDI promises and reality

I find it crazy that in 2025 BIPOC individuals are still facing inequalities in the workplace. A new report from the Canadian Marketing Association (CMA) shows concerning data about workplace inclusion in Canada, especially for marginalized individuals. The findings show that while many companies claim to support equity, diversity, and inclusion (EDI), reality tells a different story.

Don’t get me wrong, the report makes it clear that support for EDI is strong, with 66% of marketers backing up efforts to create more inclusive workplaces. However, pushback against it is increasing to a point where nearly 59% of professionals say they’ve seen resistance to these efforts, whether through: stalled policies, non-participation, or budget cuts. This kind of resistance can lead to low morale, missed opportunities, and even staff turnover. In my opinion, those percentages are way too close in number.

One of the largest warning signs in the report is the decline in inclusion for marginalized women, which dropped seven points to just 57%. In addition, older professionals are also feeling the impact of exclusion, with more employees acknowledging that ageism exists in their workplaces. These percentages show how inclusion isn’t improving evenly across the board, and how in some cases it’s reversing.

Furthermore, diversity in leadership roles is another major factor. The report found that hostility and workplace discrimination is more common in companies without diverse senior leadership. In fact, 73% of non-diverse-led organizations reported some form of: discrimination, microaggression, or exclusion when compared to just 42% in companies where leadership has a variety of backgrounds and identities.

Despite these challenges, 93% of marketers agree that diverse teams generate better ideas, showing that inclusion isn’t just about fairness, it’s also about results. The creativity, innovation, and resilience that come from different lived experiences are unmatched, and not to mention it makes employees feel safer, more respected, and more engaged.

As more BIPOC professionals enter the corporate world, these results are crucial for companies to tune in to. Not only for the betterment of their companies, but for their employees as well.  Anyone can have a beautifully written mission statement or company policies on diversity and inclusion, but if there is no action put in to make sure that it’s not just a statement, but a fact is important. This includes hiring and promoting BIPOC men and women not only in leadership roles, but also across all levels of the workplace, addressing discrimination when it happens, and staying committed to building workplaces where everyone can thrive. The data shows that inclusion isn’t a trend, but the foundation of a stronger and more successful workforce.