Launched the "Allyship Micro Learning" program for all associates, which offers a practical overview of allyship; covering its definition, types, self-reflection, and six ally roles with actionable workplace steps.

Launched the "How to Be an Inclusive Leader" mandatory training for all leaders. This learning module equips Managers with tools and strategies to cultivate an inclusive culture that fosters trust, engagement, empowerment, and a sense of belonging within their departments, Clubs, and communities.

Introduction of GoodLife’s Inclusion Plan for systemic change: Dedicated to our 3 pillars of Continued DEI Learning, Building Inclusive Leadership & Inclusive Recruitment.

Established Land Acknowledgments for all GoodLife locations, with a physical plaque to be displayed at every Club across Canada. These plaques are part of our Reconciliation efforts and a way to show gratitude to the Indigenous Peoples of each location. We have hundreds of locations across the country that exist on the traditional lands of Indigenous Peoples. For that, we are all grateful.

Introduced our Truth & Reconciliation Learning and commitments as we are committed to creating more inclusive spaces for Indigenous Peoples in Canada.

Introduced Anti-Racism training for all Leaders and Associates to further our commitment to the removal of systemic barriers that negatively affect the opportunities of our Associates who are a part of underrepresented groups within our organization.

Introduced DEI training in Bias Awareness for all Leaders and Associates. It’s important to understand how biases can lead to stereotypes, discrimination and harassment but more importantly, how to disrupt them to create equity and inclusion.

GoodLife Fitness founder David Patchell-Evans, signed the BlackNorth Initiative CEO Pledge, in a commitment to eradicate anti-Black systemic racism. This pledge provides us the necessary actions that play critical role in ensuring that inclusion is core to our workplace culture and that our businesses are representative of the communities we serve.

Established a DEI Task Group with Associates at every level of the company, Canada-wide, to work to create meaningful change company-wide.

Introduced "Diversity, Equity and Inclusion 101 – Foundational learning and Key Concepts".

Conducted our first annual DEI survey for all Associates across the company that will be used to directly shape our journey going forward.

Hired our first Director of Diversity, Equity and Inclusion, Dwayne Smith.

Introduced "Sexual Orientation and Gender Identity” training for all Associates.