Air Canada took home the DEI Program award at Benefits Canada’s 2025 Workplace Benefits Awards for embedding diversity, equity and inclusion into every layer of its organization.
Judges noted the scale of its initiatives and the way the airline built inclusion into its governance, leadership accountability, talent development and employee supports.
“This recognition is a reflection of our team’s unwavering commitment to building a culture where everyone feels they belong,” said Christianna Scott, the organization’s director of DEI. “DEI is part of our DNA and we’re committed to creating a workplace where employees feel valued, respected and empowered to succeed. It’s not just a win for the DEI team, but for the entire organization.”
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The airline’s strategy was anchored in four CARE pillars — community outreach, accountability, representation and engagement. It was supported by a governance model that included a DEI executive council led by the chief executive officer and executive vice-presidents, a steering committee of senior leaders, employee resource groups, DEI champions across departments and a dedicated DEI team.
In 2024, Air Canada expanded its community outreach to spark interest in aviation careers among underrepresented youth, partnering with organizations such as the Northern Lights Aero Foundation and the Black Aviation Professional Network. Employees participated in dozens of events, encouraging women, Black and Indigenous candidates to pursue aviation pathways.
Accountability was reinforced by adding DEI performance objectives for senior leaders, holding quarterly governance meetings and introducing new inclusion questions into the employee engagement survey. Air Canada also joined the federal 50/30 Challenge to increase gender parity and representation of equity-deserving groups in leadership, while updating Indigenous-focused policies and incorporating Indigenous culture into lounges and brand materials.
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Representation was strengthened through a large-scale mentorship program that paired nearly 250 mid-level managers from underrepresented groups with 220 senior leaders. Almost half of the mentees were women and more than 40 per cent were visible minorities.
“Mentorship is one of the most powerful ways to remove barriers,” said Scott. “When employees can see themselves represented at senior levels and are given the tools to advance, it creates lasting change.”
Air Canada also reported strong employee engagement: membership in its employee resource groups more than doubled in 2024. DEI stories were amplified through newsletters, digital platforms and a multicultural calendar highlighting hundreds of observances. Employees took part in 55 events and logged more than 1,400 hours of DEI training.
Scott said linking DEI to wellness was especially impactful. The airline offered employees unlimited access to mental-health practitioners, with the option to select a provider from an underrepresented group. A dedicated section on its wellness portal highlighted the connection between mental health and inclusion.
“From kindergarten classrooms to university campuses, we’re sparking interest in aviation careers for underrepresented groups,” she added. “That early exposure helps young people see possibilities they may not have imagined for themselves.”
Tune in to Benefits Canada to learn more about the 2025 Workplace Benefits Awards winners in the coming days.