Maria Gintova (McMaster University) , Tuqa Al-Rammahi (McMaster University)
Public services across Canada have a long-standing practice of incorporating principles of equity, diversity, and inclusion (EDI) into their workplace policies. More recently, these efforts have been supplemented by anti-racism initiatives aimed at addressing systemic racism within public service structures and practices. This paper examines one such case in Ontario, where the Ontario Public Service (OPS) articulates a renewed vision for its workforce. The OPS People Plan expresses this vision by committing to “an equitable organization that is inclusive, anti-racist, accessible, diverse, respectful, and free from workplace harassment and discrimination, and that supports well-being.”
In examining Ontario’s commitment to EDI and anti-racism, this paper also compares the OPS approach with the United States, where the application of critical race theory (CRT) principles in workforce policies has become politically restricted. While several U.S. states have prohibited CRT-informed training, data collection, and workforce equity initiatives, Ontario has normalized race-based data collection, anti-racism action plans, and self-reporting on progress.
Grounded in critical race theory, this study draws on qualitative interviews with Black and Indigenous Ontario public servants, complemented by an analysis of OPS workplace policies aimed at advancing EDI and anti-racism. The findings reveal that, despite Ontario’s efforts, significant implementation gaps persist. We also identify changes needed in Ontario’s current approach from the perspectives of Indigenous and Black public servants. Finally, our analysis demonstrates that addressing institutional racism alongside individual-level racism can strengthen OPS organizational capacity and better position it to meet the challenges of the digital era.