Our Community

Our Community is built on the foundation of diversity, and it is one of the most important elements of our company’s success.
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Paragon acknowledges we are located on the traditional territory of many nations including the Mississaugas of the Credit, the Anishinaabeg, the Chippewa, the Haudenosaunee and the Wendat peoples, and is covered by Treaty 13.


Paragon recognizes that reconciliation and Indigenization (which includes decolonization) is one of the more recent areas in which businesses are attempting to gain a better understanding, particularly in light of the numerous substantive findings and recommendations contained in the reports of the Truth and Reconciliation Commission of Canada. 

Paragon will continue to foster a diverse and inclusive workplace for all workers, including expanding recruitment of women, visible minorities, LGBTQIA2S+ persons, Indigenous peoples, and people with disabilities. To this end, we are dedicated to ensuring that any obstacles in our employment policies and practices that have the potential to discriminate against groups and persons who are protected by the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act are eliminated.

LGBTQIA2S+ / Minorities

Paragon recognizes that significant progress has been made in recent years in advancing the rights of LGBTQIA2S+ individuals. Specifically, in 2017, Bill C- 16 amended the Canadian Human Rights Act and the Criminal Code to include “gender identity and gender expression” as protected categories from discrimination. Additionally, discrimination based on gender identity and expression became a criminal offence. As part of our ongoing endeavour to maintain a fair playing field, and support the ongoing progress in advancing rights, Paragon will continue to cultivate an inclusive and diverse work environment for all employees.


Paragon recognizes that providing recruiters with specialized training on LGBTQIA2S+ persons and their experiences enable them to better understand and empathize with the barriers LGBTQIA2S+ people encounter while joining and thriving in the workforce. It is also important to note that increasing knowledge of these communities ensures that those who engage with our recruiters will have a more favourable experience than they would otherwise. Recruiters will be able to utilize appropriate and courteous language, which may go a long way toward establishing excellent working relationships with potential candidates.


As part of the ongoing dialogue regarding LGBTQIA2S+ inclusion and progress, Paragon is committed to evaluating how we can best help the community as a whole, while also supporting our employees based on their own personal identity choices.


Ethic and Compliance Office