Bias—whether conscious or unconscious—shapes hiring, promotions, team dynamics, and decision-making in workplaces. While many organizations recognize the need for diversity, equity, and inclusion (DEI), workplace bias remains a major barrier to true equity.

According to a 2022 Catalyst Canada study, more than half of Black professionals in Canada report experiencing workplace bias, ranging from being overlooked for promotions to being excluded from leadership discussions. Similarly, a Deloitte Canada report on racial equity found that Black employees face disproportionate barriers to career progression, with many feeling that they have to “work twice as hard” to receive the same recognition.

Black Canadians have long fought against systemic biases that limited their economic and professional opportunities. From segregated employment practices to racialized wage gaps, Black workers in Canada have had to navigate exclusion, discrimination, and stereotyping—many of which still exist today.

Bias in the Canadian Workplace—A Historical Perspective

Employment Segregation & Exclusion

For much of Canada’s history, Black workers were systematically excluded from certain professions and industries. Even when they were employed, they were often relegated to low-paying, unstable jobs despite their skills and qualifications.

• The Sleeping Car Porters’ Fight for Equal Pay (1940s-50s): Black railway workers were largely restricted to service roles as porters, despite being qualified for higher-paying railway jobs. The formation of the Brotherhood of Sleeping Car Porters became one of the first successful fights for workplace equity in Canada​.

• Nova Scotia’s Education & Employment Barriers (1900s): Black communities in Nova Scotia faced institutionalized racism in schools and hiring practices. Many employers refused to hire Black workers for skilled jobs, forcing many into low-wage labour despite their qualifications​.

Bias in Hiring & Advancement

While outright segregation is no longer legal, workplace biases still create significant barriers for Black professionals in Canada.

• The Racialized Wage Gap: Black Canadians earn significantly less than their white counterparts, even with comparable education and experience. A 2021 study found that Black workers earn, on average, 20% less than white workers in similar roles.

• The “Canadian Experience” Barrier: Many Black immigrants face systemic discrimination in hiring when employers require “Canadian work experience”, a practice that disproportionately affects Black professionals trained internationally.

These historical and current realities show that bias is not just about personal prejudice—it is deeply embedded in institutional practices.

Organizational Impact: How Bias Shows Up in Workplaces Today

Bias in the workplace can take many forms, including:

❌ Affinity Bias – Hiring or promoting people who look, sound, or think like existing leaders (often excluding racialized candidates).
❌ Confirmation Bias – Perceiving Black employees as "less qualified" due to deeply ingrained stereotypes.
❌ Ingroup/Outgroup Bias – Excluding Black employees from key networking and mentorship opportunities.
❌ Racial Stereotyping – Expecting Black employees to take on emotional labour, DEI work, or support roles rather than leadership roles.

These biases are not always intentional, but they create real barriers to equity.

Practical Strategies to Challenge Workplace Bias

✅ For Organizations:

• Review hiring and promotion policies to remove racialized barriers like “Canadian experience” requirements.

• Ensure fair pay by conducting racial equity audits to address wage disparities.

• Train hiring managers to recognize and challenge unconscious bias.

• Create sponsorship programs that connect Black employees with leadership opportunities.

• Encourage anonymous resume reviews to minimize name-based bias.

✅ For Individuals:

• Challenge biased language in hiring discussions (e.g., “not the right fit” as coded language for racial exclusion).

• Speak up if you notice Black colleagues being overlooked for promotions or leadership roles.

• Engage in self-reflection to identify and disrupt personal biases.'

At Erin Davis Co., we help organizations:
✔ Identify and eliminate systemic biases in hiring, promotions, and leadership development.
✔ Develop equitable policies that ensure fairness in career advancement.
✔ Train employees and leaders on recognizing and addressing bias in decision-making.

Call to Action & Engagement

📩 Want to address bias in your workplace? Erin Davis Co. offers customized bias training and leadership coaching to help organizations move beyond surface-level DEI efforts. Contact us at hello@erindavisco.ca to get started.

📖 Further Reading:

• Catalyst Canada Report – "Interrupting Bias in the Workplace: Strategies for Inclusive Leadership": Catalyst offers interactive workshops focused on implicit bias and inclusive leadership to help organizations build more inclusive cultures.

• Deloitte Canada – "The State of Inclusion in the Canadian Workplace": This Deloitte Canada report provides an in-depth analysis of diversity and inclusion practices within Canadian organizations.

• The Globe and Mail – "Why Black Canadians Still Face Barriers in Corporate Canada": This Globe and Mail article discusses the ongoing challenges Black Canadians encounter in the corporate sector.

• Harvard Business Review – "The Biases That Still Shape Workplace Leadership Decisions": This Harvard Business Review article examines the persistent biases influencing leadership decisions in the workplace.