CyraacsNA Diversity, Equity & Inclusion (DEI) Policy
CyraacsNA actively promotes inclusive growth through its leadership composition, hiring practices, mentorship culture, and community engagement.
Our leadership team is composed of individuals from African and Caribbean backgrounds, each with a long history of mentoring visible minorities, supporting newcomer integration, and advancing diversity within their respective industries. This lived experience shapes our organizational values and informs our approach to equitable decision-making and workforce development.
Ongoing initiatives include:
- Inclusive hiring practices that prioritize diverse candidate pools and remove barriers for underrepresented groups.
- Mentorship and coaching, led by senior leadership, to support career advancement for visible minorities and newcomers.
- Community engagement through participation in Black, Caribbean, and minority-focused professional networks and mentorship programs.
- Anti-discrimination and accessibility policies that ensure a safe, respectful, and equitable workplace.
Planned initiatives as part of this project include:
- Establishing targeted recruitment pipelines with colleges, universities, and community organizations serving equity-seeking groups.
- Creating training and upskilling opportunities in AI, drone technology, and digital systems for individuals who may not otherwise have access to advanced technology roles.
- Implementing formal diversity metrics to track representation, hiring outcomes, and participation in training programs.
- Expanding leadership-level involvement in community mentorship programs to support broader participation in STEM and defence-related fields.
Through these efforts, CyraacsNA will continue to advance inclusive growth, strengthen representation in high-tech and defence sectors, and ensure that the benefits of this project extend to diverse communities across southern Ontario.
1. Purpose and Commitment
CyraacsNA is committed to fostering a diverse, equitable, and inclusive workplace that reflects the communities we serve and the customers with whom we work. We believe that diversity of backgrounds, perspectives, and experiences strengthens our organization, enhances innovation, and supports better decision-making.
We are dedicated to creating an environment where all associates feel respected, valued, and empowered to contribute fully. CyraacsNA actively works to identify, prevent, and remove barriers to equitable recruitment, advancement, engagement, and retention.
This commitment extends to, but is not limited to, individuals from the following designated or equity-deserving groups: persons with disabilities, racialized individuals, women, Indigenous Peoples, and members of lesbian, gay, bisexual, transgender, queer, and two-spirit (LGBTQ2S+) communities.
2. Definitions
Diversity
Diversity refers to the range of characteristics that make individuals unique. These characteristics include, but are not limited to, national origin, language, age, race, colour, family status, disability, gender, ethnicity, religion, sexual orientation, and gender identity.
Inclusion
Inclusion means fostering a sense of belonging where all individuals feel respected, supported, and valued for their unique contributions. An inclusive workplace actively encourages participation, collaboration, and mutual respect.
Equity
Equity involves ensuring fair treatment, access, opportunity, and advancement for all individuals, while recognizing and addressing systemic barriers that may disadvantage certain groups.
3. Policy Scope and Legislative Alignment
This policy applies to all CyraacsNA associates, leaders, contractors, and representatives.
CyraacsNA prohibits discrimination and harassment in any form, as defined under Workplace Policy A-3: Workplace Violence, Harassment and Discrimination. This policy aligns with and adheres to the requirements of the Ontario Human Rights Code and the Canadian Human Rights Act.
4. DEI Strategy and Continuous Improvement
CyraacsNA’s Diversity, Equity and Inclusion Plan is informed by:
- Workplace data and organizational assessments
- Ongoing reviews of employment policies, systems, and practices
- External labour market and demographic information
- Feedback from associates and stakeholders
The DEI Plan is monitored and evaluated on an ongoing basis to assess progress against defined objectives. Adjustments and updates will be made as required to ensure relevance, effectiveness, and alignment with evolving legal, demographic, and organizational needs.
5. Shared Responsibility
Creating and sustaining a diverse, equitable, and inclusive workplace is a shared responsibility. All associates and leaders are expected to contribute to a respectful, inclusive culture through their behaviours, decisions, and interactions.
6. Leadership Responsibilities
Leaders at CyraacsNA are accountable for demonstrating commitment to diversity, equity, and inclusion by:
- Promoting awareness of and support for DEI objectives across the organization.
- Creating and maintaining a workplace free from discrimination, harassment, and bias, and ensuring fair and respectful treatment of all associates.
- Addressing concerns proactively and constructively, with a focus on resolution and continuous improvement.
- Implementing and supporting DEI initiatives and corporate programs. Valuing diverse perspectives and considering them in decision-making processes.
- Championing equitable recruitment, promotion, and talent development practices.
Taking prompt and appropriate action when discrimination or harassment issues arise.
Ensuring that behaviour contrary to this policy is neither ignored nor condoned, and that all complaints are taken seriously and managed in accordance with Workplace Policy A-3.
Supporting changes to employment systems and practices to remove barriers and improve equity, as identified.
7. Associate Responsibilities
All associates are expected to:
- Support and contribute to the goals and objectives of a diverse, equitable, and inclusive workplace.
- Act in a fair, respectful, and inclusive manner at all times.
- Provide suggestions and feedback on initiatives that may enhance diversity, equity, and inclusion.
- Identify and report barriers to equal opportunity.
- Communicate accommodation needs to management and collaborate with Human Resources to determine appropriate solutions.
- Treat colleagues with respect, take accountability for their actions, and accept responsibility for their conduct.
- Report incidents of harassment or discrimination in accordance with Workplace Policy A-3.
8. Policy Review
This policy will be reviewed periodically to ensure ongoing effectiveness, legal compliance, and alignment with CyraacsNA’s values and strategic objectives.