We stand in solidarity with Black Lives Matter and anti-racism MOVEMENTs.


We need to do better.
There’s no other way to say it.

We are accountable to you, our community, our members, and our country as a national non-profit organization.

We will do and be better.


CanWCC was founded to advocate for all women-identified and non-binary entrepreneurs, founders, and business owners.

Here are some of the steps we have taken to build an inclusive, anti-racist organization:

Board and Team Recruitment: 33% of our Board Members and over 50% of our employees are BIPOC women.

Policy Development: CanWCC's Board drafted and approved a Supplier Diversity Policy in 2019.

Advocacy: In 2020, CanWCC partnered with the Dream Legacy Foundation to develop a survey of the impacts of COVID-19 on underrepresented entrepreneurs. This survey was one of the first to apply an intersectional lens to the socio-economic impacts of COVID-19 on founders, entrepreneurs, and business owners across Canada. See the final report here.

In 2023, CanWCC launched its Equity Pricing Membership  to provide inclusive access to its programs, services, and resources. The chamber recognizes the diverse experiences of newly immigrated, racialized, Indigenous, LGBTQIA2S+, gender non-binary, francophone, northern and rural, low-income, young and senior women, and women with disabilities.

This collective, feminist model is people-powered, and it is fostered by CanWCC and individuals in our membership coming together to dismantle economic barriers to participation with the intent to build an inclusive, welcoming and equitable ecosystem in which women and non-binary entrepreneurs can thrive.

Culture: We have bi-weekly all-team meetings, including employees and volunteers, where we openly discuss issues like racism, sexism, violence, how these issues affect our team members, and how we should respond as an organization.


We understand that being an ally and participating in the anti-Black racism movement is an ongoing process that includes learning, listening, and continuous reflection on what we can do better.

Here are some of the actions we're taking in the near term:

Governance: Continue to build a strong Board of Directors using an outreach and recruitment framework that will ensure the voices of BIPOC women-identified and non-binary individuals are represented.

Partnerships: Explore partnerships and other collaborative relationships with organizations that represent Black women-identified entrepreneurs.

Culture: Continue to hold regular team meetings to collect feedback and discuss how to build an inclusive, anti-racist organization. Be transparent and explain the decision-making process.

Members: Communicate one-on-one with our members to learn about who they are, what challenges they face, and what resources they need. Ask members for feedback on the organization on a regular basis.



We encourage all of our members and the broader business community to embed inclusive, anti-racist processes and policies in their organizations. This is a critical first step towards building a culture that values employees for the work they do and creating a safe space for everyone.

Here are some resources to get you started:

Diversity & Inclusion in Startups: Homebrew Diversity

Diversity & Inclusion in Tech: Project Include

Getting Started with D&I: Crescendo Free D&I Guides

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