Workplace Inclusion Conference Keynote March 22

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  • 1. FROM COUNTING PEOPLETO MAKING PEOPLE COUNTKeynote PresentationMarch 22, 2013Renée Bazile-JonesPresidentunparalleled inc.
  • 2. • The Journey• Diversity & Inclusion Lifecycle• Environmental change driving diversity andinclusion• Moving forwardDiscussion Topics2
  • 3. THE JOURNEY3
  • 4. The “Good” Old Days?The 1960’s4
  • 5. The Workplace of the 60’s• Homogeneous• Singular definitions of fair treatment• Follow management orders• Stable business environment• Privilege5
  • 6. D&I Lifecycle – Part 1USAAffirmative Action(1961)CanadaBill of Rights(1960)1960 19617
  • 7. Bill of Rights 1. It is hereby recognized and declared that in Canada therehave existed and shall continue to exist withoutdiscrimination by reason of race, national origin, colour,religion or sex, the following human rights and fundamentalfreedoms, namely, (a) the right of the individual to life, liberty, security of theperson and enjoyment of property, and the right not to bedeprived thereof except by due process of law; (b) the right of the individual to equality before the law andthe protection of the law; (c) freedom of religion; (d) freedom of speech; (e) freedom of assembly and association; and (f) freedom of the press.Diefenbaker government8
  • 8. Affirmative ActionAffirmative Action focusses on the level ofrepresentation in the workplace by womenand racial minorities.Presidential Order John F. Kennedy9
  • 9. D&I Lifecycle – Part 21970Canadian HumanRights Act (1977)19801960Charter of Rights andFreedoms (1982)Abella CommissionReport (1983)Federal EE Act (1986)Changes toImmigrationRegulations (1967)ImmigrationAct (1976)10
  • 10. D&I Lifecycle – Part 2Ontario EE ActRepealed (1995)Ontario EE Act(1993)1990Revisions to FederalEE Act (1995)Diversity11
  • 11. Employment Equity• Focusses on the level ofrepresentation in the workplaceby women, Aboriginal peoples,persons with disabilities andvisible minorities• It’s all about the quantitative orrepresentation• Most organizations goingthrough an HRSDC audit knowthe qualitative is not theprimary focus• Count your people is the mantra12
  • 12. The Counting DilemmaJust because you look like the United Nations…13
  • 13. External Environmental Change15
  • 14. Social Drivers16
  • 15. Workplace Demographics• Baby boomers set to retire in record numbers• In 2011, 20% of working population reachedretirement age• In 2011, visible minorities made up 20% ofCanada’s population, up from 13% in 2001• In 2012, 40% of the labour force is over theage of 4517
  • 16. Workplace Demographics• By 2017, visible minorities median age will be 35 vs.43 overall Canada population• Between 1986-2000, 63% of workforce entrantswere women• In 2011, immigration accounts for all net labour forcegrowth• Percentage of population between 25-44 withuniversity degrees:– Canadian citizens 22%– Canadian immigrants 69%18
  • 17. Economic Drivers19
  • 18. Canada’s growth rate expectedto outpace other industrializedcountries and is the only G7nation with a budget surplus20
  • 19. To Keep Pace With This Economy• The knowledge-based economyneeds a well-educated/skilledworkforce to maintain growth• Today, more than 70% of newjobs created in Canada requiresome form of post-secondaryeducation• Only 6% of new jobs will beheld by those who have notfinished high school 21
  • 20. Political Drivers22
  • 21. Bob Rae - Employment Equity Act- Social Justice emphasisMike Harris - Employment Equity repealed- Social Justice (?)Stephen Harper - Census reform(?)- Social Justice (?)- Constituency representation (?)Dalton McGuinty - Social Justice (?)Kathleen Wynne - ?23
  • 22. Legislative compliance alone will not createinclusive organizations• The application of equitabletreatment cannot be legislated• Engenders a “have to” or minimalresponse• Building a business case mitigatesthe “have to”• Self-interest actually works betterand engenders a morecomprehensive response toongoing change24
  • 23. Things Have Changed25
  • 24. 26
  • 25. D&I Lifecycle – Part 3Diversity and Inclusion200027
  • 26. DiversityAll of the unique characteristics ordifferences that each of us has, both visibleand invisible28
  • 27. InclusionWelcomes and embraces the strengths ofour differences, encourages involvement,and provides equitable access toopportunities and information(environment and behaviour)IT IS ABOUT ALL OF US29
  • 28. Making People Count• Understanding competencies• Leveraging experience• Increasing ways to innovate• Adding different voices• Adjusting organizational culture and values (nomore secret handshakes)• Accountability• Success is not just the technical aspect of workbut also about the caliber of relationships30
  • 29. #1 Issue for Employers 2011Employee RetentionMcLean and Company Survey 31
  • 30. Why?Attitudinal Barriers• Sexism/Harassment• Favouritism• Maternalism• Ableism• Paternalism• Racism• Homophobia• “Fit”Infrastructural Barriers• Inflexible systems• Hiring• Retention• Promotion• Referral systems• Who you know• Old Boys Network• New Girls Network• Corporate culture “fit”• Non-BFOR competencyrequirements• Under-utilization of people 32
  • 31. The OrganizationTHENAttitudes **• Building tolerance fordifferencesPeople• InterchangeablecommoditiesInfrastructure• Equal policies andproceduresNOWAttitudes• Embracing differencesPeople• Strategic resourcesInfrastructure **• Equitable policies andprocedures33
  • 32. The Inclusive Organization34
  • 33. External Components35
  • 34. WORKPLACEINCLUSIONMODEL TMInternal Components36
  • 35. Moving Forward• Foresight• Vigilance• Demonstrate wins– Leveraging D&I= success• Continue to build that inclusive organization• REMEMBER:– This is a journey not a sprint– Celebrate what we have achieved37
  • 36. TakkСпасибоNya wéhamesegenalloBedanktDankeVielenSalamat poThankYou!Merci!Qujannamik 38