Sheridan College had the honour to serve as an Equity, Diversity, and Inclusion (EDI) Knowledge Mobilization and Dissemination Centre (KMDC) from 2023–2025. Throughout this initiative, our primary role has been to support organizational capacity building while leveraging and expanding tools and resources to assist those advancing EDI in workplaces, organizations and postsecondary institutions across Canada.
We’re incredibly thankful for the opportunity to serve as a KMDC, the meaningful connections we’ve made and the impactful work accomplished. This experience has been invaluable in advancing EDI efforts, and we look forward to continuing our engagement in fostering inclusive and equitable workplaces.
Explore the 50 – 30 Challenge E‑Book
Discover the journey, insights, and impact of the 50 – 30 Challenge project in this comprehensive recap. Over two transformative years, this initiative brought together leaders, practitioners, and innovators to drive equity, diversity, and inclusion (EDI) in workplaces across Canada.
This e-book highlights key milestones, success stories, and the tools and resources developed to support organizations in achieving meaningful change.
The 50 – 30 Challenge
What was the 50 – 30 Challenge?
The 50 – 30 Challenge was a Government of Canada initiative — in collaboration with Canadian businesses and diversity organizations — that aimed to advance equity, diversity and inclusion in organizations across Canada.
The initiative challenged organizations to aspire to two goals for their boards and/or senior management:
- Gender parity (50% women and/or non-binary people); and
- Significant representation (30%) of other equity-deserving groups, including racialized people, people with disabilities, 2SLGBTQ+ individuals and Aboriginal and/or Indigenous Peoples.
Sheridan’s role in the 50 – 30 Challenge
Colleges and Institutes Canada (CICan) was selected as one of five ecosystem partners by the Government of Canada to champion the 50 – 30 Challenge. To achieve this goal, CICan assembled a project team comprised of five Challenge Hubs and two Knowledge Mobilization and Dissemination Centres (KMDCs).
As the English-speaking KMDC in Canada, Sheridan College played a pivotal role in the success of this national initiative.
We offered
- Knowledge-sharing events
- EDI resources and tools
- An EDI community of practice
- Navigation of the What Works Toolkit
- Learning opportunities and professional development
- EDI coaching and consultation services
- EDI advisement services to 50 – 30 Challenge participants in Brampton, Mississauga, Oakville and Burlington
CICan EDI Community of Practice
Established in 2023, the CICan Equity Diversity and Inclusion Community of Practice (CoP) brings together leaders and practitioners of Canadian colleges and institutes who actively advance EDI, accessibility, social justice and decolonization in their institutions. The CoP provides a space for members to share promising EDI practices, knowledge and tools to support college-level EDI actions and inform sector-wide EDI priorities.
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Colleges/members in the CoP
- Algonquin College
- Assiniboine Community College
- Aurora College
- Bow Valley College
- Camosun College
- Cégep Garneau
- CÉGEP Heritage College
- Coast Mountain College
- Collège Boréal
- Collège Communautaire du Nouveau-Brunswick
- Colleges and Institutes Canada
- Collège de Maisonneuve
- Confederation College
- Durham College
- Fanshawe College
- Georgian College
- Humber College
- John Abbott College
- Kwantlen Polytechnic University
- Langara College
- Mohawk College
- Natural Sciences and Engineering Research Council
- New Brunswick Community College
- Niagara College
- Northern Alberta Institute of Technology
- Northern College
- Northern Lights College
Equity, Diversity and Inclusion (EDI) Learning Series
CICan's Knowledge Mobilization and Dissemination Centre (KMDC) at Sheridan College developed and curated the Equity, Diversity and Inclusion (EDI) Learning Series through the 50 – 30 Challenge.
The series offered two free Inclusive Leadership courses — one tailored for the non-profit sector and one with a cross-sector focus. These courses featured interactive lessons, practical tools, real-life Canadian case studies and self-directed asynchronous learning.
Learners who successfully completed a course received an e-learning certificate and a LinkedIn badge to showcase their achievement.
Learning Series impact (November 2023–February 2025)
- A total of 1,527 learners participated in the Learning Series (non-profit course: 809 learners; cross-sector course: 720 learners)
- A total of 430 learners received an Inclusive Leadership certificate of completion (non-profit course: 285 learners; cross-sector course: 179 learners)
- Many organizations leveraged the Learning Series as a key professional development opportunity to enhance EDI learning, build staff capacity and foster inclusive workplace environments. Good Shepherd, in particular, registered 200+ learners to strengthen equity, diversity, and inclusion knowledge.
Tools and resources
Inclusive Language Guides
Using inclusive language respects our differences, rather than ignoring them.
Sheridan's KMDC has developed the following Inclusive Language Guides:
- Indigenous Peoples
- Gender Identity, Gender Expression, Sexual Orientation, and Sex Characteristics
- Persons with Disabilities
- Race and Ethnicity
These guides include a comprehensive selection of inclusive language definitions, practices and additional resources. They help us all communicate with each other and the people we serve in the most unbiased and affirming ways possible.
It’s important to be mindful that language is constantly evolving. Language should also be based off the direction of the individual (e.g., some people prefer person-first language, whereas others prefer identity-first language).
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Articles
- How can employers work to create inclusive, diverse and equitable workplaces?
- Shame and discomfort as ‘tools’ in the EDI training toolbox
- Welcoming Your Trans or Non-binary Colleague – Workplace Inclusion
- Social Location and Systems of Oppression
- Elements of Inclusive, Anti-Oppressive Governance
- Leading By Example: How Indigenous Perspectives on Boards Lead to Impactful Change
- Building a Successful DEI Strategy Requires More Than “Passion”
- Applying Behavioural Insights to Cultivate Diversity and Inclusion
- Reflections of a Chief Diversity Officer – Leveraging EDI to Drive Culture Change in Organizations
- The Equity, Diversity, and Inclusion Philosophies of the Kaswentha or Two Row Wampum
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Fact Sheets & Tip Sheets
- How to Adopt Inclusive Practices in the 50 – 30 Challenge in 9 Steps
- EDI Leadership Fellows Program for Non-profit Leaders
- How Can Small Organizations Take Part in the 50 – 30 Challenge?
- Learn About The 50 – 30 Challenge: Your Diversity Advantage
- Designing Secure and Accessible Virtual Environments
- EDI Change: Myth and Fact Sheet
- Supporting your Muslim Employees during Ramadan
- Inclusive Workplaces – Recognizing Holidays, Observances and Celebrations
- Employee Retention – 5 Dimensions of Great Workplace Experience
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News releases
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Media coverage
- Sheridan's Knowledge Mobilization Dissemination Centre (KMDC) (Oakville News)
Webinars & Events
Since launching in January 2023, Sheridan's EDI Knowledge Mobilization and Dissemination Centre has hosted 27 events with close to 2,600 participants. More than half of those participants have attended more than one session.
Recap: Strengthen your EDI – Core Course Day. In collaboration with Fanshawe College for the 50 – 30 Challenge. (September 27, 2023)
The KMDC team
A message from Sheridan’s KMDC team
March 2025
As the 50 – 30 Challenge project comes to a close, we want to extend our heartfelt gratitude to our incredible network for the past two years of collaboration, learning, and growth. It has been our absolute pleasure to serve as the Knowledge Mobilization and Dissemination Centre (KMDC), supporting workplaces in advancing equity, diversity, and inclusion.
This journey has been one of shared knowledge, meaningful conversations, and collective progress, and we are deeply thankful to have been part of it. While this chapter ends, the work continues, and we remain hopeful for the lasting impact of the 50 – 30 Challenge.
We also acknowledge the invaluable contributions of Sabreena Ghaffar-Siddiqui, Abigail Salole, Alicia Sullivan and Wendy Wang — all of whom played a vital role in shaping and advancing the impact of this initiative during their time with the KMDC.
– Yudara Weerakoon (he/him), EDI Knowledge Mobilization Adviser and Alyssa Warnock (she/her), EDI Project Assistant