ESG in Your Business: The Edge You Need to Land Large Contracts

View BDC’s Study by clicking here.


The Surrey Board of Trade observes and recognizes International Men’s Day on November 19 as part of their diversity and inclusivity portfolio.
“Many people will be left wondering why men need a special day, but they do,” said Anita Huberman, President & CEO, Surrey Board of Trade. “Having a city-building business organization like the Surrey Board of Trade recognize and be proactive on men’s health, improving gender relations, highlighting male role models, and promoting positive expressions of masculinity is good for the economy, livability, and the workforce. It’s also an opportunity to recognize men who don’t fall into traditional manifestations of masculinity, such as gay and bisexual men, transgender, or masculine non-binary people.”

1. Donate to a men’s charity
There are lots of charities dedicated to helping men live better lives
2. Learn more about lesser known influential men
Consider picking up a book or watching a movie about an exceptional man whose life and work is still making an impact on the world today
3. Check in with the men in your life
Building positive relationships with men is important. Check in with your male family members, co-workers and friends and see how they’re doing
4. Highlight some of the social issues that men and boys face
5. Make a difference for the men and boys in your community
6. Celebrate men and boys in all of their diversity
7. Value male role models by:
a. Acknowledging the contribution of men and boys
b. Improving male health
c. Tackling discrimination and disadvantage
d. Fostering positive gender relations
e. Making the world a safer place for everyone

Surrey Board of Trade Diversity & Inclusion Initiatives and Resources

How to Talk About Disability Sensitively and Avoid Ableist Tropes

Please read Page 6 of the Surrey Business Newspaper-SPRING 2021

Please read Page 6 of the Surrey Business Newspaper – Winter 2021


Surrey Board of Trade is a member of the Diversity Institute and is also a member of the Federal Government’s 50-30 Challenge, a new initiative to help advance the representation of women and other under-represented groups on boards and in senior management roles.

About the 50 – 30 Challenge

We know there are good reasons to advance diversity and inclusion in order to improve access to skilled talent, diverse markets and innovation, and even to improve organizational performance. Canada’s voluntary 50 – 30 Challenge, aims to advance gender parity (50% women) and increased diversity (30% other under-represented groups) on Boards and in senior leadership roles in organizations of all sizes in both for profit and non-profit sectors. DI is leading a national consultation to build key terms and definitions to support gender parity and diversity and we would value your feedback. Leading business organizations and chambers of commerce from across Canada are among the more than 1200 organizations that have signed onto the challenge. This is your opportunity to learn more and also provide us with advice on how to define terms and the implementation process, particularly in a way that will respond to the needs of small and medium enterprises. We know that you operate in different sectors and contexts which can shape the way in which diversity and inclusion are relevant.

About the consultation

Based on a competitive Request for Proposals, the Diversity Institute has been selected by the Standards Council of Canada (SCC) and Innovation Science and Economic Development (ISED), to lead the national consultation to develop a shared understanding of the terms and definitions contained in the 50 – 30 Challenge. The consultations are aimed at developing a Publicly Available Specification (PAS) which will set out the key terms and definitions to support implementation of the 50 – 30 Challenge. The consultation will provide the opportunity for Canadian organizations and stakeholders familiar with diversity to provide input on the current terminology and processes that inform the 50 – 30 Challenge.

Tips for new government leaders: Unlocking diversity and inclusion

The COVID-19 crisis has created barriers to workplace diversity, equity, and inclusion. New government leaders can use proven approaches to address these issues and build the workplace of tomorrow.
5 Powerful Ways to Take REAL Action on DEI
(Diversity, Equity & Inclusion)

Anti-Racism Statement

Become an Inclusive Community Member

Equity, Diversity, and Inclusion (EDI) Committee Checklist

EDI Strategy Template

Employee Branding Guide

Inclusive Management Guide

Onboarding For Inclusive Culture

POC Terminology Resource

UN Women Mentoring Guide

HRTech Group Diversity & Inclusion Hub

Equity, Diversity & Inclusion E-Learning Course
The Inclusion Project – Youth
4 Quick Ways to Increase LGBTQ Inclusivity in your Organization Today