The
Alcohol and Gaming Commission of Ontario (AGCO) regulates the alcohol, gaming, horse racing, and private cannabis retail sectors in Ontario. We are driven by a commitment to public interest, integrity,
and innovation in all aspects of our work.
We are seeking a dedicated
Program Manager, Diversity, Inclusion, and Accessibility (‘Program Manager') with experience in cultivating an inclusive workplace culture, while embedding inclusion principles and best practices into organizational operations. This role requires a subject matter expert who is a self-starter with a strong sense of integrity and accountability to lead DI&A programs from planning through execution. Reporting to the Director of People and Culture Strategy, the Program Manager will implement enterprise-wide initiatives that foster a diverse and inclusive workplace, and equip employees with knowledge, skills and tools to deliver services in a culturally aware, responsive and accessible manner. By partnering across the organization and mobilizing employee committees and resource groups, this role ensures diverse perspectives are heard, embraced, and contributing to meaningful change. The ideal candidate brings political acuity, a strategic mindset, and the ability to navigate complex and sensitive conversations with empathy and inclusiveness. Through continuous evaluation and improvement of DI&A efforts, the Program Manager will contribute to AGCO's vision of being an inclusive and socially responsible regulator – one that reflects and responds to the diversity of the public we serve.
About the job
In this role, the successful candidate will: • Plan, coordinate, and execute DI&A initiatives, programs, and events that align with AGCO's DI&A Strategy, advance shared organizational goals, and reflect best practices in inclusion, equity, and accessibility.
• Collaborate across business areas and People and Culture teams to implement DI&A policies, processes, and programs that meet organizational needs and support all employees.
• Lead operational activities of the Diversity, Inclusion & Accessibility (DI&A) Committee and provide guidance and support to all employee resource groups (ERGs) and related working groups to foster inclusive engagement.
• Collect, track, and analyze metrics and program data to evaluate the impact of DI&A initiatives; prepare regular reports and dashboards for leadership; and contribute insights to inform continuous improvement.
• Design and deliver engaging workshops, training, and facilitated discussions aligned with adult learning principles and organizational needs to enhance inclusion and belonging.
• Serve as a trusted advisor by providing expert guidance to leaders and employees on DI&A principles and inclusive practices, applying knowledge of the impact of systemic barriers on marginalized groups.
• Foster partnerships with external DI&A organizations, vendors, and networks by managing agreements, coordinating program delivery, and ensuring collaborative, impactful outcomes.
What you bring to the team
The ideal candidate will have:
• Post-secondary education in Diversity, Equity and Inclusion, Human Rights, Organizational Development, Adult Education, Leadership, Human Resources; or equivalent combination of education, training, and relevant work experience.
• A minimum of 6–8 years of experience leading diversity, equity, and inclusion (DEI) program implementation, employee engagement, and/or organizational development within complex, multi-stakeholder environments is required.
• Subject matter expertise on diversity, equity and inclusion principles and best practices, including knowledge of the unique experiences of, and systemic barriers impacting, underrepresented and marginalized groups.
• Lived experience as a member of an underrepresented group is considered an asset (e.g. Indigenous, Black, racialized, 2SLGBTQIA+, and/or having intersectional marginalized identities).
• Strong facilitation, communication, and presentation skills to engage diverse audiences.
• Experience engaging and supporting committees, working groups, and employee networks with strong operational and relationship-building skills.
• Ability to collect and analyze data and feedback to measure program effectiveness and recommend improvements.
• Skilled at thoughtfully navigating sensitive topics and creating spaces where all individuals feel included, respected, and valued through collaborative and empathetic approaches.
• Familiarity with public-sector HR policies, procedures, and accountability frameworks, including knowledge of Ontario Public Service HR policies and procurement directives, along with a strong awareness of external People and Culture and DI&A best practices to ensure programs remain current and effective.
• The successful candidate must be eligible to work in Canada and will be subject to a criminal background check.
To apply to this vacancy please submit your application online at our Careers webpage located at: https://www.agco.ca/careers by September 3, 2025The AGCO is an inclusive and equal opportunity employer.
The AGCO has the responsibility to lead by example in advancing racial equity and to build a diverse, inclusive, accessible and respectful workplace where every employee has a voice and the opportunity to fully contribute. To this effect, you are encouraged to reflect upon the diversity you would bring to the role within your application including, but not limited to, individuals identifying with one or more of the under-represented groups identified within Ontario's Human Rights Code.
Disability related accommodation during the recruitment process is available upon request.
Don't meet every qualification?
If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate!
How we support diversity, inclusion and accessibility
We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions.
Our hiring process is accessible, consistent with Ontario's
Human Rights Code and the
Accessibility for Ontarians with Disabilities Act, 2005. We are working to prevent and remove barriers in our hiring processes and can offer
accommodation to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please
contact us.Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: