Dates to commemorate when building your workplace DEI calendar
Every workplace includes people with different backgrounds, identities, and experiences. Recognizing and valuing those contributions can help build a more inclusive workplace. One way an organization can reinforce its values and commitment to inclusion is to recognize relevant commemorative dates in thoughtful, meaningful ways. When approaching diversity, equity, and inclusion (DEI) calendar planning, consider the diverse range of identities and experiences across your workforce.
Key takeaways
- Choose observances that are relevant to your workforce and your organization’s values.
- Keep participation respectful and voluntary.
- Verify dates and statutory holiday requirements each year.
- Use a DEI calendar to support, not replace, year-round inclusion work.
How to choose dates for your workplace DEI calendar
It can seem challenging to select dates that everyone will find meaningful. Start with observances that align with your organization’s values and workforce. Every workplace is different, and not every observance will resonate in the same way. The goal is not to recognize every observance, but to choose those that fit your organization’s culture, values, and workforce. Some observances may prompt difficult conversations. Treat those moments as opportunities for respectful learning and keep participation voluntary.
This list of dates is not meant to be exhaustive. Use it as a guide when planning your organization’s diversity, equity, and inclusion strategy or program, sometimes called diversity, equity, inclusion, and belonging (DEIB). DEI requires more than celebrating days or events at work. DEI efforts should also be reflected in workplace processes, values, and culture. Commemorating significant dates throughout the year is one way an organization can communicate its commitment to DEI.
Building a meaningful and compliant workplace DEI calendar
A workplace DEI calendar is a planning tool that helps organizations identify relevant commemorative dates and prepare respectful communications, learning opportunities, and workplace activities while supporting an inclusive workplace for employees and reinforcing broader workplace standards and practices.
An engaging DEI calendar should do more than list dates. For each observance, decide what your workplace is trying to achieve. When choosing days to recognize at work, focus on relevance, respect, and follow-through. When researching commemorative days across Canada, official government sources are a useful starting point.
- Ask for employee input, but don’t expect individuals to speak for an entire community.
- Explain why a date is being recognized and provide reliable learning resources.
- Make participation voluntary and avoid one-off activities that may feel tokenizing.
- Plan communications and resources in advance so managers understand the purpose of the observance and employees know what participation involves.
- Connect observances to year-round policies, programs, training, accessibility practices, or employee resource groups where relevant.
- Review the calendar each year. Confirm dates, consider employee feedback, and update activities that no longer feel relevant or useful.
DEI calendar planning works best as part of a broader inclusion strategy. A calendar can create recurring moments for learning and reflection, but it should not replace fair and non-discriminatory policies, accommodation practices, respectful workplace standards, or ongoing employee support.
Commemorative dates to recognize in Canadian workplaces
Note: Not every date below is a DEI-specific observance. Some relate more broadly to workplace safety, wellbeing, accessibility, or environmental, social, and governance (ESG) priorities. Include them where they fit your organization’s goals and workforce.
- January 24, International Day of Education
- February, Black History Month
- March 8, International Women’s Day
- April 22, Earth Day
- April 28, National Day of Mourning
- May 4 to 10, 2026, Mental Health Week
- May 31 to June 6, 2026, National AccessAbility Week
- June to September, Pride Season
- June 21, National Indigenous Peoples Day
- July 1, Canada Day
- August 31, International Overdose Awareness Day
- September 30, National Day for Truth and Reconciliation
- October 17, International Day for the Eradication of Poverty
- November 11, Remembrance Day
- November 25, International Day for the Elimination of Violence against Women
- December 10, Human Rights Day
International Day of Education
January 24
The United Nations General Assembly proclaimed January 24 as the International Day of Education. It recognizes the role of education in promoting peace and development. Use this day to emphasize your organization’s commitment to learning, development, and growth. Encouraging employees to pursue their professional development goals helps demonstrate that commitment and can support recruitment and retention efforts. Professional development can also help employees build skills and create internal growth opportunities.
Learn how employee education plans can support recruitment goals in our blogpost, Want to recruit the top talent? Why an employee education plan can help.
Black History Month
February
February is a month dedicated to celebrating the contributions of Black people in Canada and around the world. It provides an opportunity to promote racial equity and strengthen DEIB strategies. To commemorate Black History Month, you can plan promotional activities around the annual theme chosen by the government of Canada. You can also share stories about Black Canadians through companywide communications or at the start of team meetings. Highlight Black Canadian history and accomplishments, or invite a speaker whose experience or expertise aligns with your organizational values. Choose activities that are relevant to your workforce and support learning beyond the month itself.
Our blogpost, How to Launch Diversity, Equity, Inclusion, and Belonging Practices in Your Workplace, is a useful place to start if you’re reviewing your DEIB practices or DEI calendar.
Remember that you don’t have to build a perfectly inclusive workplace overnight. Meaningful change starts with small, deliberate steps that make everyone feel valued. Download our guide, An HR Professional’s Guide to DEI in the Workplace, to learn how to break down obstacles, champion differences, and cultivate a true culture of belonging.
International Women’s Day
March 8
International Women’s Day celebrates women’s social, economic, cultural, and political achievements and aims to raise awareness of the work that remains to be done worldwide to further women’s equality. Use this day to highlight the accomplishments of Canadian women. Consult the government of Canada’s Gender Equality Timeline for an overview of key milestones in Canada. When planning your DEI calendar, include activities that recognize the contributions and achievements of women and girls. Use the day as an opportunity to review pay equity and equal pay practices, including any related legal obligations that apply to your organization. You can also highlight inspiring Canadian women in your industry through company e-mails, meeting icebreakers, or other internal communications.
Earth Day
April 22
Earth Day can be an opportunity to set specific goals for your organization and reinforce its ESG (environmental, social, and governance) strategy. Support an environmental cause or fundraise for an environmentally conscious nonprofit organization in your area. You can keep it simple by encouraging employees to bring lunch in reusable containers and use refillable water bottles. You could also run a low-waste challenge, organize a neighbourhood cleanup, or invite employees to suggest practical ways to reduce workplace waste. Consider encouraging employees to use sustainable transportation (such as bicycling or carpooling to work), brainstorm ways to reduce consumption, or look for opportunities to improve energy efficiency.
Learn the basics of creating a practical ESG plan in our blogpost, An ESG Strategy for Any Size of Business.
National Day of Mourning
April 28
Every April 28, Canada observes the National Day of Mourning to honour workers who have lost their lives, been injured, or experienced illness because of their work. Organizations observe this day in various ways. You can host or support local events or observe a moment of silence at 11:00 a.m. This date is an opportunity to demonstrate your organization’s commitment to maintaining a safe and healthy workplace, building a culture of safety, and supporting workers’ health and safety rights. Help increase awareness about the importance of prioritizing health and safety at work. Use the day to reinforce practical prevention efforts and encourage workers to report workplace hazards and concerns.
Our blogpost, Get the Most from Your Health and Safety Committee, is a practical resource for organizations with a joint health and safety committee.
Mental Health Week
May 4 to 10, 2026
Supporting employees’ mental health can help create a healthier workplace and make it easier for workers to understand where they can find support. During Mental Health Week, use workplace communications to reduce stigma and remind employees where to find available resources. You can also reinforce your organization’s approach to work–life balance, wellness policies, health benefits, accommodation, and other supports. Leaders can model healthy practices and help create an environment where employees feel comfortable discussing workplace concerns and asking for help when needed.
For more guidance, read our blogpost, Mental Health in the Workplace: How Are Your Employees Coping?.
National AccessAbility Week
May 31 to June 6, 2026
National AccessAbility Week (NAAW) is a time to recognize and celebrate the contributions of Canadians with disabilities while promoting accessibility and inclusion. Use the week to highlight your organization’s accessibility goals, share relevant resources, and identify barriers that can be removed. Review whether your workplace can go beyond any minimum accessibility requirements that apply in the jurisdictions where you operate.
For organizations operating in Ontario, our blogpost, How to Achieve AODA Compliance in 6 Steps, covers the basics of accessibility requirements.
Pride Season
June to September
Pride Season is an opportunity for organizations to show their commitment to sexual and gender equality. It can also prompt HR teams to review inclusion practices, identify potential barriers, and challenge unconscious bias. An organization’s DEI, workplace harassment and discrimination, and respectful workplace policies should clearly outline acceptable and unacceptable behaviour, how concerns can be reported, and how issues will be addressed. Embedding diversity, equity, and inclusion into workplace practices can help create a culture where 2SLGBTQI+ employees feel supported and respected. A lack of belonging can affect wellbeing and participation at work. This year, consider ways your company can strengthen inclusion and belonging for 2SLGBTQI+ workers and customers as part of your Pride efforts.
Our blogpost, 10 Ways to Commemorate Pride in the Workplace, offers practical ideas.
Canada Day
July 1
Canada Day can hold different meanings for employees. If your workplace recognizes the day, consider balancing celebration with opportunities for learning and reflection. Include Indigenous histories, perspectives, and contributions in a respectful way. Share Indigenous and Canadian stories or encourage workers to learn more about the history and significance of Canada Day. Keep participation voluntary and avoid assuming that every employee relates to the day in the same way.
Canada Day is a statutory or public holiday across Canada, although applicable holiday requirements and entitlements vary by jurisdiction. When Canada Day falls on a weekend, additional considerations may apply. Our blogpost, What Canadian Employers Should Know About Holidays That Fall on the Weekend, provides more information.
International Overdose Awareness Day
August 31
International Overdose Awareness Day is a global campaign that raises awareness of overdose and works to reduce stigma. Canada continues to face a toxic drug and overdose crisis. Encourage discussion about evidence-based overdose prevention and how your organization supports employees affected by substance use. When addressing workplace risks associated with substance use, employers should avoid stereotyping or bias and consider their workplace safety and accommodation obligations. Use this day to reinforce your organization’s commitment to a safe and supportive workplace and reduce stigma around substance use.
For more information on substance use in the workplace, our blogposts, How to Understand and Address Opioid Risks in the Workplace and Guide for Employers on Substance Use in the Workplace, offer insight on addressing substance use risks and supporting employees.
National Day for Truth and Reconciliation
September 30
The National Day for Truth and Reconciliation honours First Nations, Inuit, and Métis survivors, their families and communities, and remembers the children who never returned home from residential schools. The National Day for Truth and Reconciliation is recognized as a holiday under applicable employment standards legislation in British Columbia, Manitoba, Yukon, the Northwest Territories, Nunavut, and Prince Edward Island, as well as federally regulated workplaces. Employers can share information about Indigenous-led events and learning opportunities in their communities. Approach the day with care and avoid treating it as a celebration.
Our blogpost, 13 Ways to Prepare for the National Day for Truth and Reconciliation, offers additional planning guidance.
International Day for the Eradication of Poverty
October 17
According to Statistics Canada, 11.0% of Canadians, or approximately 4.5 million people, lived below Canada’s official poverty line in 2024.
Use the day to highlight local organizations and services working to reduce poverty. Fundraising or collecting items for a food bank or clothing drive are ways an organization can come together to make a meaningful and immediate contribution to people in need. If you are a living wage employer, ask leaders to explain what that commitment means in practice. You can also use the day to highlight relevant employee supports and your organization’s efforts to support to financial wellness.
Remembrance Day
November 11
Canadians observe Remembrance Day every November 11. It honours and remembers those who have served and are serving Canada during times of war, conflict, and peace. While not a statutory holiday in all provinces and territories, organizations can take part in a moment of silence or provide employees with an opportunity to attend local ceremonies. Organizations can also invite employees to share stories about family members who have served. You can also fundraise for the Poppy Campaign or invite a veteran, local historian, or member of a heritage organization to speak. These activities can provide respectful ways to recognize service and remembrance.
The following guides can help determine how Remembrance Day is treated in your jurisdiction:
If your organization operates outside these jurisdictions, consult the applicable employment standards legislation for more information on Remembrance Day holiday requirements.
International Day for the Elimination of Violence Against Women
November 25
The UN General Assembly officially designated November 25 as the International Day for the Elimination of Violence Against Women in 1999. Women’s rights activists have observed the date since 1981 as a day to unite against gender-based violence (GBV), meaning violence directed at someone based on gender, gender identity, gender expression, or perceived gender. The date commemorates the 1960 assassination of the Mirabal Sisters, widely considered national heroines of the Dominican Republic. The 16 Days of Activism Against Gender-Based Violence campaign, which begins on November 25, provides an opportunity to raise awareness and advocate for the elimination of violence against women, girls, and 2SLGBTQI+ people.
Ways to recognize the International Day for the Elimination of Violence Against Women at work
Before discussing gender-based violence at work and including it in your DEI calendar, establish guidelines for respectful discussions and keep participation voluntary. Advise employees on how and where they can access resources and support. Support services may be available through your organization’s employee assistance program (EAP) or local support organizations.
Communicate your workplace’s violence and harassment policies
Use the 16-day campaign to remind employees where to find relevant workplace policies, how to report concerns, who to contact with questions, and where to access resources. This campaign can also be an opportunity to provide or refresh workplace violence and harassment training, where appropriate. Read our blogpost, How to Address Workplace Violence and Harassment, for tips from our HR experts on proactive approaches to workplace violence and harassment.
Support GBV prevention organizations
Research community organizations that work to prevent gender-based violence. Contact organizations you may want to support and ask how your workplace can help. Options may include fundraising, collecting needed items, or sharing awareness materials about their services and events.
Commemorate the victims and the campaign’s mission
Throughout the campaign, explain the purpose of the observance to employees. Encourage them to wear a white ribbon on December 6 for Canada’s National Day of Remembrance and Action on Violence Against Women. Support or attend a community vigil, set up informational displays, or use the tools and resources available from the nonprofit organization White Ribbon.
If you need help preparing discussion guidelines or identifying GBV prevention resources for your DEI calendar, our HR consulting team can help. Schedule a free demo at a time that fits your schedule.
Human Rights Day
December 10
Every jurisdiction in Canada has human rights legislation. These laws reflect fundamental principles of equality and non-discrimination that are also recognized in the Universal Declaration of Human Rights. Human rights laws protect people from discrimination on prohibited grounds, although the specific grounds and complaint processes vary by jurisdiction. The Canadian Human Rights Commission provides information about human rights for federally regulated workplaces. Provinces and territories have their own human rights laws and may use commissions, tribunals, or other bodies to administer them.
To commemorate this day at work, consider inviting a human rights defender or activist with relevant experience or expertise to speak at a virtual or in-person session. You could also recognize someone in your local community who has contributed to defending human rights. Use the day to communicate your organization’s commitment to human rights and non-discrimination. If your organization operates in Ontario, our online training course, Understanding Human Rights Training (AODA Edition), is one way to introduce human rights concepts to your workforce.
Why plan a workplace DEI calendar and recognize commemorative dates?
Choosing meaningful commemorative dates takes planning. When recognition is thoughtful and supported by year-round policies and practices, it can create opportunities for learning, reflection, and connection. Some observances may be sensitive or hold different meanings for employees, so focus on respect and invite feedback about your approach. Use that feedback to refine your DEI calendar each year.
Additional dates to recognize when planning a DEI calendar
For more observances, the government of Canada maintains a list of important and commemorative dates you can access online. Depending on your workforce and goals, you may also consider occasions like National Indigenous Peoples Day, Asian Heritage Month, or Emancipation Day.
Frequently Asked Questions
What is a workplace DEI calendar?
A workplace DEI calendar is a planning tool that organizations can use to identify relevant commemorative dates and prepare respectful communications, learning opportunities and activities. It should support broader year-round diversity, equity, and inclusion efforts rather than replace them.
What should a workplace DEI calendar include?
A workplace DEI calendar should focus on observances that are relevant to your workforce, organizational values, and local context. It does not need to include every commemorative date.
How do I choose days to recognize at work?
When choosing dates to recognize at work, consider employee input, explain why each date matters, and keep participation voluntary. Avoid asking employees to represent or educate others about an identity simply because they belong to that community.
How often should DEI calendar planning be reviewed?
Review your DEI calendar at least once a year. Confirm dates, update links and resources, and consider employee feedback when deciding what to keep, change, or add.
Have questions about diversity, equity, and inclusion projects?
Our HR experts can help answer them. At Citation Canada, we understand the role thoughtful DEI planning can play in workplace culture. We offer HR content, HR software, HR support, online training courses, and virtual training led by HR professionals to support your broader HR strategy.
Book a demo at a time that fits your schedule. We’ll walk you through our platform and services and identify areas that may save your organization time. You can also explore our pricing options and see how our guidance, services, and technology can support your HR functions.
An inclusive workplace is not built overnight. Meaningful progress takes ongoing effort. Download our guide, An HR Professional’s Guide to DEI in the Workplace, for practical guidance on reducing barriers and building a culture of belonging.