This report highlights the systemic barriers facing Black Canadian entrepreneurs regarding growth and success, including systemic racism, limited access to capital, and insufficient business networks.

This report highlights Gender Impact Investing (GII), its definition, sources of funds, and targets, as well as the shortcomings, challenges, and risks of GII.

A research report for employers on unlocking the potential of the growing labour force of South Asian Women in Canada.

There is widespread agreement on the need to improve diversity and inclusion in the workplace. But it is not easy to deliver on the promises made. This article argues that it is time to adopt a more systematic, coherent approach to D&I.

The report recommends a three-step plan to help organizations accelerate their journey toward greater equity.

This study of US entrepreneurs looked at how levels of human, social, and financial capital affected entrepreneurs' optimism and found that these do not contribute equally to optimism levels - rather, [sufficient] human capital factors are critical to maintaining optimism, even when levels of social or financial capital may be lower.

Many companies' efforts to improve diversity, equity and inclusion (DEI) in the workplace still need a push to deliver on the promises made. The study explores the labor market effects of gender and race by examining board leadership appointments.

This report describes United States-based foundation funding supporting LGTBQ+ communities and issues awarded in calendar years 2019-2020. The data overview is mentioned below.

Who exactly benefits from private foundation philanthropy and by how much?

Even though Indigenous people are about 4.9 percent of the population, Indigenous groups received just over half a percent of gifted funds.

Many companies' efforts to improve diversity, equity and inclusion (DEI) in the workplace still need a push to deliver on the promises made. The study explores the labor market effects of gender and race by examining board leadership appointments.

In 2019, just 1% of venture backed founders were Black, despite the high level of innovation coming from the Black community. If we want to build a system with an equitable flow of capital, we have a long way to go to expand perceptions and get more people to see themselves as investors, and expand who has access to investment accounts and services.

This report highlights the stress and racism that Indigenous peoples face in Canadian workplaces. The study findings point to actions that managers and team members can take to build the understanding, relationships, and work environments to help Indigenous peoples belong, contribute, and thrive in the workplace.

The research conducted by Female Funders and Highland Beta (2019) examines 55 venture funds and 26 angel investor groups in Canada.

The article explores gender in finance and highlights the need to understand much broader challenges in the firm's role and how it is governed in a world experiencing interconnected social and economic change, reflecting both internal dynamics and wider ecosystemic ones.

The report highlights the demographic attributes of Black women entrepreneurs in Canada, their businesses, their inspirations and motivations to start businesses, the barriers they face when starting or scaling their businesses, and their achievements as business owners.

The report highlighting different workplace experiences and identifies the structural barriers and disadvantages faced by employees outside dominant groups across all work areas.

According to StatsCan 2016 survey data, the Black population now accounts for 3.5% of Canada's total population. Yet, Black people and women of colour continue to face systematic disadvantages such as fewer opportunities for career advancement and less access to essential services.

By understanding the gender gap in high-tech entrepreneurship, we can learn about the decision-making process that occurs for men and women also; many corporate organizations are boosting their efforts to encourage women's participation in technical work through training and social networking programs.

When it comes to impact capital, who holds power over decisions and where to allocate investment? How can we show how - and not just where - this capital is allocated?