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  "documentTitle": "Beyond good intentions",
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      "text": "Where do good intentions fall short?",
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      "text": "The obstacles diverse people in Canada face at work are widely underestimated by majority groups. Executives tend to take a more optimistic view of their company's programs and progress than non-executives. While many executives across the country view diversity and inclusion as a priority, rank and file employees often do not. Nearly half of diverse Canadians do not see consistent leadership commitment from the C-Suite through to their direct line manager and less than half believe they have “allies” at work.",
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      "text": "Diverse groups in Canada generally perceive fewer barriers in the workplace than peers in other developed countries. Nonetheless, workplace bias remains a day-to-day reality for too many in Canada. In fact, one-third of employees from different diversity groups face persistent barriers to recruitment, retention, and advancement. More troubling, 50% of diverse employees see bias in their day-to-day experience at work.",
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      "text": "Our research highlights that leadership commitment at all levels, ally culture, and employee-centric programs are pillars of effective diversity and inclusion programs. Committed engagement from the CEO to line leadership is crucial to creating the conditions for success. Often, an employee's direct manager has much more influence on an individual's day-to-day experience than the C-Suite. Similar to direct line managers, colleagues can have the biggest impact on an employee's day-to-day experience. Having allies at work, colleagues who champion inclusion and the advancement of colleagues from diverse backgrounds, makes a difference. Program design must be rooted in the issues that matter to diverse employees: a visible strategy backed by leadership and action; policies that support employees' families and lives outside of work; and diverse recruiting. More broadly, companies should approach programs as they do other strategic priorities: design thoughtfully, execute well and measure progress.",
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      "text": "Methodology: BCG surveyed more than 5,000 employees in Canada on gender, LGBTQ2, racial and ethnic, Indigenous and disability diversity and inclusion in the workplace (companies with over 1,000 employees).",
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