The objective of this data analytics study was to examine the disparities in Equity, Diversity, and Inclusion (EDI) practices within an organization's workforce and analyze the factors that impact EDI in the Greater Vancouver Area of British Columbia, Canada. In recent years, there has been an increased focus on the concept of EDI, prompting organizations to strive for a more diverse and inclusive workplace (Foma, 2014). EDI encompasses the fair and equal treatment of all employees, regardless of their race, gender, sexual orientation, religion, or physical abilities (Linda, 2021). While diversity pertains to social categories within a group or workforce, inclusion ensures equitable treatment and fosters a safe and welcoming environment for individuals with unique characteristics (Daley, 2022).

Building upon the prior research conducted by Lancaric et al. (2015), which identified certain factors influencing the implementation of diversity, inclusion, and equity in an organization's workforce—such as company size (number of employees), legal structure, and the percentage of foreign ownership—this study delved into the factors influencing EDI within the organization's workforce. The analysis which was built on surveying 78 Tech companies in Vancouver, employed statistical tables, graphs, and charts to assess the gaps, while a regression model was utilized to examine the relationships between dependent variables (EDI) and independent variables (e.g., company size, ownership, legal structure, and industry). The findings revealed that the EDI gap in the organization's workforce primarily lies in training, adherence to documented EDI policies, organizational culture, and the recruitment process. Notably, the study indicates that the organization's ownership structure (specifically majority owners) and legal form significantly impact the EDI practices within the workforce.