Jarvis has been recognized with the Diverse Supplier Award from the Canadian Aboriginal and Minority Supplier Council (CAMSC). The award celebrates certified diverse suppliers who have built businesses that create real opportunity, and it sits alongside Jarvis’s recent recognition as Canada's Best Workplace 2026. 

CAMSC works to connect certified Aboriginal and minority-owned businesses with corporate and government buyers across Canada, helping build a more inclusive supply chain nationally. Certification through CAMSC also allows client organizations to count their work with Jarvis towards their own supplier-diversity commitments. 

To mark the award, we sat down with Jarvis's Managing Partner and COO, Edward Wang, to talk about what the recognition means, how the company got here, and where it's headed next. 

What does winning the CAMSC Diverse Supplier Award mean to you personally, and what does it say about the company's direction? 

"This one is personal for me. I came to Canada as an immigrant, and I'm Asian, so a program that backs entrepreneurs from that background means a lot. It tells me the door I came through is open a little wider for the next person. It's also how our company is built. Jarvis is a minority-owned and led business, so this recognition reflects who we are at the ownership level, not only our culture. 

We started Jarvis in 2019, my co-founder and I, over coffee in downtown Toronto. Our founding idea was that we wanted to equalize opportunity and maximize potential. It's how we hire and how we run the business. This award, alongside recognition like Canada's Most Admired Corporate Cultures, is confirmation that we’re doing things the right way, and it pushes us to keep going." 

Can you walk us through the journey that led to this recognition? What changes did the business make along the way? 

"Our people are the business, so the decisions that have mattered most were about who we hire and how we develop them. From the start, we chose to look at talent the market was passing over. Skilled immigrants whose overseas experience wasn't being recognized here. New grads without a brand name résumé. People from underrepresented groups who kept getting overlooked. Today, they make up a sizeable portion of our team. 

We also went and actively sought out that talent. That meant partnering with charities that help newcomers settle in Canada, writing job posts using inclusive language, and building community programs like our Women in Technology Leadership Series and a partnership with Women in Engineering at Toronto Metropolitan University. 

I’d say there wasn’t one turning point. It was committing to that model even when the easier path was to hire only the safe, obvious candidates. It worked. Our delivery quality has benefited directly, and it lines up with what our enterprise clients wanted, since many of them have their own targets that we’re helping them meet." 

What role does supplier diversity play in your broader business strategy, and how do you see it connecting to client value? 

"For us, diversity is how we build delivery capability in the first place. The clearest example is our Talent Incubation Program. We bring in new grads and newcomers, most from diverse backgrounds, and train them in-house, at no cost to them, across streams like Developer, Data & AI, Analyst & Delivery, Platform, and QA. Between 60 and 70 percent of the people in that program come from profiles the market overlooked, including immigrants whose experience abroad never got proper credit here. 

That's where the client value starts. We grow our own senior specialists in Canada and put them on our clients' hardest data and AI problems. It produces deserving people establish their careers. One of the first people I personally trained in our first cohort is now a senior manager at a major Canadian bank. Clients get a team that understands their context, and the talent quality is why they keep working with us. 

There's a second layer of value here. Because Jarvis is a certified diverse supplier, the work our clients contract to us also counts toward their own supplier-diversity commitments. They get strong delivery and progress on their procurement targets from the same relationship." 

What challenges did you face in building a diverse and inclusive supply chain, and how did the team work through them? 

"The hard part is that everyone's story is unique. People’s trajectories are never linear and when they get to us, they start from very different places, often for reasons that have nothing to do with their ability. You can't run everyone through one standardized process and expect it to work. 

Our answer has been to remain people first. We assess where someone actually is and build training around that, which shortens the time it takes them to settle into the Canadian workforce. Each person gets a dedicated mentor through the program and an annual education allowance to keep learning. A lot of the work is technical. Just as much is cultural: how business gets done here, what our clients expect, the everyday etiquette nobody hands you a manual for. It takes patience and real attention to each person. Getting that right is something we've become good at, and it's why the model holds up." 

Looking ahead, what are your goals for the company's diversity and inclusion work over the next few years? 

"The goal is national reach. We started in Toronto, opened Montreal next, and last year added Calgary to move into Western Canada. Our entire delivery team is based in Canada, which is a deliberate choice and something our clients value. Montreal took real investment, including meeting Québec's French-language requirements, but it paid off. We can now offer clients Francophone talent from diverse backgrounds, which very few firms in our space can do. 

Over the next few years we want to keep widening that footprint, so more diverse talent across the country has a way into this industry, and so our clients have a Canadian team ready for their toughest data and AI work wherever they operate." 

Winning the CAMSC Diverse Supplier Award is a milestone, but for Jarvis it's really a checkpoint on a longer journey. Our conversation with Edward makes one thing clear: the company measures this work by the careers we’ve helped build and the work we’ve delivered for our clients. As Jarvis expands its Canadian footprint and grows its Talent Incubation Program, that story is only getting started. 

Every engagement with Jarvis also helps clients make progress on their own supplier-diversity commitments. If you'd like to learn more about working with Jarvis or about the Talent Incubation Program, get in touch with our team.