Absolutely. I think quotas can be useful, and they can be problematic. If you address the kinds of job postings you're putting together and seeing who is being attracted to them, as well as how you're evaluating—blind hiring, removing identifiers that people have biases against, such as names or places of education—then you don't necessarily have to have a quota. As long as your applicant pools are representative of Canadian culture and diversity then quotas are less needed, but sometimes they are a necessary step to seeing that the talent is out there.
On May 16th, 2017. See this statement in context.