DEI pillar leads share progress and plans for 2025

For over a decade, Loblaw has been becoming more inclusive because it’s the right thing to do for people, and for business. At the centre are our four DEI pillars: Able, Embrace Your Roots, Proud, and Go Further Women. Each pillar has leaders who work with hundreds of colleagues across the company on events and projects to support our DEI initiatives. We caught up with our pillar leads to understand the progress made, and their vision for the year ahead.   

How are we improving accessibility for people with disabilities?  

“In stores, we helped people with hearing disabilities shop a bit easier by installing Hearing Loop technology in 40 locations. In offices, we installed quiet rooms to help neurodivergent colleagues (or anyone) focus. We’ve been partnered with Ready, Willing & Able to hire and support the employment of people with disabilities. With our funding towards the Centre for Addiction and Mental Health (CAMH) and Holland Bloorview, we are tackling systemic barriers, including access to mental health resources." - Chong Bang& Paul Anthraper,Co-Leads for Enterprise Able PIllar   

Why is it so important for our business to embrace different cultural backgrounds?  

“Canadians are very diverse, with heritage from all over the world. As a merchandiser, I’m constantly thinking about bringing everyday essential goods to our customers. I also know these needs vary for different people and communities. It’s difficult for small and diverse suppliers to enter our complex systems and supply chain. We’ve been mentoring and listing some Indigenous and Black owned vendors, and now we have a small supplier program that makes it easier for tons of small vendors to operate in our supply chain.” – Metzi Liau Lead for Enterprise Embrace Your Roots Pillar   

How are we showing allyship for the 2SLGBTQIA+ community?   

“We had our biggest and loudest Pride Parade activation this year, with both Loblaw and Shoppers marching in 10 major Canadian city parades. Internally, we supported 16 2SLGBTQIA+ colleagues through talent development and networking programs at Pride at Work Canada and rolled out pronoun stickers for name badges in our offices and at the front-line.” – Julie Pacheco & Vlad Rebellon, Co-Leads for Enterprise Proud Pillar  

What are we doing to remove barriers for women? 

“Women’s representation has tripled in executive positions at Loblaw over the past decade, which has brought more innovation and perspective to major business decisions. We are removing barriers for women of all backgrounds through peer mentorship circles, leadership development programs, awards and recognition and a Parent & Caregiver network.” – Gillian Sue & Sarah Nisker Co-Leads for Enterprise Go Further Women Pillar   

What can we expect from the pillars in 2025? 

“We are already preparing for what we hope to be our biggest International Women’s Day which will happen on March 6 – the theme is Accelerate Action. We will continue removing barriers for women in leadership, particularly in retail and supply chain, through our programs, podcasts, and awards.” – Gillian & Sarah 

“2SLGBTQIA+ colleagues make up 6% of our workforce and Tell It As It Is (TIAII) shows that Trans and Gender Diverse colleagues feel the lowest sense of belonging. We will step up our support for this community through more leadership training opportunities and resources. The Pride Parade and Pride at Work partnerships will continue to be a focus for the broader community.” – Vlad & Julie 

“Count Me In data shows that our largest ethnic populations at Loblaw are Asian. In 2025, we are going to celebrate Asian Heritage Month in May with activities to improve sense of belonging, and we will continue to remain focused on our Black and Indigenous community partnerships.” - Metzi 

“TIAII feedback showed that many colleagues don’t know how to request an accommodation, or are uncomfortable requesting one. We have at least 10,000 colleagues with a disability (most often learning, mental/psychological and chronic illnesses). We aim to reduce stigmas around the accommodation process.” – Chong & Paul