Workplace Opportunities: Removing Barriers to Equity (WORBE)

Workplace Opportunities: Removing Barriers to Equity (WORBE) is sponsored by Impact Canada / Employment and Social Development Canada (ESDC). WORBE funds projects that remove systemic barriers and accelerate equity for designated groups in federally regulated workplaces.

> **Equity in the workplace is more than a vision. ** It’s a commitment to meaningful action to identify and remove systemic barriers and create inclusive, representative workplaces.

The Workplace Opportunities: Removing Barriers to Equity (WORBE) program is an Employment and Social Development Canada initiative that support employers subject to the _Employment Equity Act_ (the Act) in advancing equity for designated groups through sector-specific strategies and collaborative partnerships. WORBE is testing a program model focused on measurable progress.

While previous funding rounds focused on building awareness through projects that developed training, toolkits, and resources, this pilot 2026 Call will shift the focus to applied solutions. In partnership with the Government of Canada’s Impact Canada initiative this Call for Proposals and subsequent funding round is focused on achieving a milestone in advancing equity.

With foundational efforts already underway, the 2026 Call aims to increase representation of the designated groups per the Act, in areas of persistent underrepresentation through bold, data-driven solutions. Successful applicants will work directly with federally regulated employers to: * Implement applied solutions. * Establish systems to track progress.

* Develop tools to measure impact. * Create strategies to scale equity outcomes. Whether you're a business, non-profit, academic institution, or a coalition of changemakers, this 2026 WORBE Call offers a platform to **test innovative ideas, build inclusive partnerships, and scale what works**.

With up to $500,000 per year for up to three years, this round of WORBE funding will use a pay-for-performance model that rewards progress and impact. WORBE is seeking partnership-driven projects that go beyond raising awareness to deliver actionable, data-informed solutions.

These solutions should be tailored to the realities of federally regulated workplaces and designed to identify and remove barriers for the designated groups per the Act. **For the 2026 WORBE Call, the designated groups include:** * Persons with disabilities. * Members of visible minorities.

Projects may still include foundational elements like training or resource development, but these must serve a broader implementation strategy. The emphasis is on: * Building systems that track and measure equity outcomes. * Collaborating with employers to embed inclusive practices.

* Creating scalable models that can be adapted across sectors. This approach ensures that funded projects are not only well-designed but also accountable, replicable, and capable of driving long-term change. Strong proposals will consider solutions tailored to sectoral needs while clearly identifying and addressing one or more of the designated groups.

#### What is new about the WORBE program this year? 1. Individuals can now apply*.

2. Application online through the Impact Canada website. 3.

Use of a third-party evaluator to help establish baseline data and measure outcomes. 4. Pay-for-performance funding disbursement model.

5. Use of an external review panel to assess applications and verify outcomes. _* Individuals or groups may apply; however, to receive funding, they must establish a Canadian legal entity (such as a corporation or not-for-profit) capable of entering into binding agreements in Canada.

_ **To support this work, WORBE will provide access to:** 1. **A third-party evaluator** to help funded projects set baseline measurements and apply consistent evaluation methods throughout the project lifecycle. 2.

**A review panel** to assess proposals with sector-specific expertise, focusing on feasibility, scalability, and impact. 3. **Funding of up to $500,000 disbursed once per year for three years** – that’s up to $1.

5 million total for your project. Whether you’re a business, not-for-profit, academic institution, or a coalition of changemakers, WORBE offers a platform to test innovative ideas, build inclusive partnerships, and **demonstrate what works** across sectors and organizations. For the duration of the 2026 WORBE Call, projects will be eligible for up to $500,000 per year, for three years, for a total of $1.

5 million, through a pay-for-performance funding model. Funding is tied to milestone achievements and measurable outcomes, ensuring accountability and rewarding impact. Please see the 2026 WORBE Applicant Guide for more information about the funding model for this program.

All proposals will be reviewed by a panel of experts. **Key selection criteria include:** * Strategic alignment with WORBE objectives. * Feasibility and resource readiness.

* Foundation for measurement plans. * Scalability and sustainability potential. Together, these criteria ensure that selected projects are equipped to advance equity in federally regulated workplaces through practical, results-oriented approaches.

**WORBE welcomes applications from a diverse range of eligible entities, including:** * Employer associations in Canada (unionized or non-unionized). * Non-governmental organisations. * Not-for-profit organizations.

* Federally regulated private sector organizations * **New:** Individuals* _(incorporated, or who are willing to incorporate)_. _*Individuals or groups of individuals are encouraged to apply, but to be eligible to receive funding, they must establish a Canadian legal entity (such as a corporation or a not-for-profit organization) capable of entering into binding agreements in Canada.

_ _The following are **not** eligible to apply:_ * Unincorporated individuals or groups who are unwilling or unable to incorporate in Canada. * Private sector organizations that are not incorporated in Canada. * Government departments or agencies (federal, provincial, or municipal).

* Organizations based outside of Canada. * Entities that cannot enter into legally binding agreements in Canada. _Note to organizations located and operating in Quebec_ Organizations located and operating in Quebec must demonstrate compliance with the _Province of Quebec’s M-30 Act_ before they can receive funding from the WORBE program.

This requirement exists because the _M-30 Act_ governs how Quebec public bodies – including government agencies, municipalities, school boards, and other publicly funded organizations – can enter into agreements with the federal government or its agencies.

If your organization falls under the scope of the _M-30 Act_, you will need to obtain formal authorization from the Secrétariat du Québec aux relations canadiennes before funding can be approved. Without this authorization, any agreement with WORBE may be considered invalid under Quebec law. For more information, consult the Act respecting the Ministère du Conseil exécutif (M-30).

Before you begin, we strongly encourage you to review the 2026 WORBE Applicant Guide. It provides detailed instructions, examples, and practical tips to help you develop a strong, eligible proposal aligned with WORBE’s objectives.

**To be eligible for funding, proposals must meet the following criteria:** * Focus on at least one of designated groups – women, Indigenous peoples, persons with disabilities, or members of visible minorities. * Address underrepresentation in one or more federally regulated industries. * Be partnership-based, involving active collaboration with employers.

This includes financial or in-kind contributions that demonstrate shared commitment and accountability. * Establish baseline measurement systems to track progress over time. * This may include developing or implementing tools, training, resources, and digital solutions that support data collection, analysis, and reporting.

These foundational activities will provide the infrastructure needed to monitor equity outcomes throughout the project lifecycle. * Demonstrate the ability to meet privacy and data protection requirements, ensuring that all data collection and management practices comply with relevant legislation and ethical standards.

Applicants are encouraged to propose innovative, sector-specific solutions that reflect the realities of their industry and the needs of the communities they aim to serve. Projects should demonstrate clear alignment with WORBE’s objectives, readiness for implementation, and potential for long-term impact and scalability. The 2026 WORBE Call follows a structured pay-for-performance model with results-based funding.

The application timeline shown below is subject to change; however, in general, you can expect the following: * ### Step 1 – Intake Period Submit a partnership-driven proposal outlining how your project will achieve measurable and scalable equity outcomes. **Deadline:** February 27, 2026, at 3:00 PM ET via the Impact Canada website.

* ### Step 2 – Competitive Selection **March - July 2026 *Delayed to August 2026** An independent review panel will assess proposals based on alignment, feasibility, scalability, and outcomes measurement. Selected applicants will be notified and awarded results-based funding. * ### Step 3 – Funded Implementation Approved projects will receive up to $1.

5 million over three years. Funding will be disbursed based on achievement of results. Projects will collaborate with a third-party evaluator and employers to implement strategies and track measurable outcomes.

* ### Step 4 – Build Scalable Equity Impacts Participants will expand partnerships and address sector-specific gaps. * ### Step 5 – Final Impact Reporting Submit a final report detailing outcomes, lessons learned, and scalability potential. High-impact projects may be invited to share their success stories with the broader Canadian workforce community.

Note: Funding amounts are tied to results and outcomes as determined by the review panel. President, LEI Consulting Lauren Evans, President, LEI Consulting, has over 30 years’ experience with clients in the public, private and not-for-profit sectors across Canada and internationally. She has deep expertise in employment equity, anti-racism, diversity and inclusion.

She provides strategic advice and anti-racism leadership coaching, conducts employment equity policy reviews and systems audits, designs diversity training, supports clients with employment equity action plans, and provides subject matter expert validation of selection tools to ensure they are bias-free. She has been a Mental Health First Aid Instructor (Mental Health Commission of Canada).

She is the author of successful publications on employment equity. She is fluent in English, French and Spanish. Lauren self-identifies as a racialized woman with a disability.

Professor of Law and Employment Relations, Bishop’s University Paul Leonard Gallina is a Professor of Law and Employment Relations at the Williams School of Business, Bishop’s University in Sherbrooke, Quebec. There he teaches courses in employment law, labour relations, and occupational health and safety.

He has had the opportunity to work on several high-profile public policy projects for the Government of Ontario, Government of Canada, and the European Union. Among his career highlights have been working on the Industrial Disease Standards Panel with James Ham and on the Federal Labour Standards Review Commission with Harry Arthurs. Partner at WeirFoulds LLP Megan Mah is a Partner at WeirFoulds LLP.

Her practice focuses on employment, human rights, administrative, and constitutional law. Megan regularly advises clients on a range of workplace matters, including recruitment, terminations, performance management, policy drafting, requests for accommodation, and investigations. She has worked for clients including private companies, public institutions, professional regulators, not-for-profit organizations, and universities.

Megan has been recognized in the _Canadian Legal Lexpert Directory_ as a leading practitioner in Employment Law, and in _Best Lawyers: Ones to Watch_ in Labour and Employment Law, Administrative and Public Law, and Corporate and Commercial Litigation. Megan is a Past Chair of the Ontario Bar Association’s Constitutional, Civil Liberties and Human Rights Law Section, and was the recipient of the 2023 Lexpert Rising Stars Award.

Smith Professor of Equity & Inclusion in Business, Queens University Eddy Ng is the Smith Professor of Equity & Inclusion in Business at Queen’s University. His research focuses on managing diversity for organizational competitiveness, the future of work, and managing across generations. His work has been funded by the Social Sciences and Humanities Research Council of Canada grants.

He has edited and published 8 books and more than 100 peer-reviewed journal articles and book chapters. According to Stanford/Elsevier, his scholarly impact places him among the top 2% of most-cited scientists globally. He worked at the TD Bank Financial Group in Commercial Banking, Domestic Planning, Corporate Audit, and Group Human Resources at the head office in Toronto before academia.

Associate Vice-President, Equity & Inclusion, University of British Columbia Dr. Arig al Shaibah is the Associate Vice-President, Equity & Inclusion at the University of British Columbia, where she provides institution-wide leadership on equity, anti-racism, and inclusive excellence. She serves on the Provosts’ and President’s leadership teams and oversees UBC’s Equity & Inclusion Office across the Vancouver and Okanagan campuses.

A scholar-practitioner, Dr. al Shaibah’s work is grounded in the study and practice of policymaking, with a focus on policy-based structural inequities, particularly in higher education. She holds degrees in Life Sciences, Public Administration, and Education, and teaches in UBC’s Faculty of Education.

Prior to joining UBC, she held senior leadership roles in equity and student affairs at McMaster University, Dalhousie University, and Queen’s University. In recognition of her leadership, she received the Angela Hildyard Recognition Award in Equity, Diversity, and Inclusion in 2021.

Stay informed about WORBE updates, resources, and deadlines: **WORBE welcomes applications from a diverse range of eligible entities, including:** * Employer associations in Canada (unionized or non-unionized). * Non-governmental organisations. * Not-for-profit organizations.

* For profit organizations. * Individuals* _(incorporated, or who are willing to incorporate)_. _*Individuals or groups of individuals are encouraged to apply, but to be eligible to receive funding, they must establish a Canadian legal entity (such as a corporation or a not-for-profit organization) capable of entering into binding agreements in Canada.

_ **Step 1 - Intake Period** * **January 2026:** Submit a partnership-driven proposal. * **Deadline:** February 27, 2026, at 3:00 PM ET via the Impact Canada website. **Step 2 – Competitive Selection** * **March - July 2026 *Delayed to August 2026:** An independent review panel will assess proposals based on alignment, feasibility, scalability, and outcomes measurement.

Selected applicants will be notified and awarded results-based funding. **Step 3 – Funded Implementation** * **Fall 2026–2029:** Approved projects will receive up to $1. 5 million over three years.

Funding will be disbursed based on achievement of results. Projects will collaborate with a third-party evaluator and employers to implement strategies and track measurable outcomes. **Step 4 – Build Scalable Equity Impacts** * **Ongoing to 2029:** Participants will expand partnerships and address sector-specific gaps.

**Step 5 – Final Impact Reporting** * **2029:** Submit a final report detailing outcomes, lessons learned, and scalability potential. High-impact projects may be invited to share their success stories with the broader Canadian workforce community. * Note: Funding amounts are tied to results and outcomes as determined by the review panel.

The application period is closed