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FROM COUNTING PEOPLETO MAKING PEOPLE COUNT
Keynote PresentationMarch 22, 2013
Renée Bazile-JonesPresidentunparalleled inc.
• The Journey• Diversity & Inclusion Lifecycle• Environmental change driving diversity and
inclusion• Moving forward
Discussion Topics
2
THE JOURNEY
3
The “Good” Old Days?
The 1960’s
4
The Workplace of the 60’s
• Homogeneous• Singular definitions of fair treatment• Follow management orders• Stable business environment• Privilege
5
D&I Lifecycle – Part 1
USA Affirmative Action
(1961)
Canada Bill of Rights
(1960)
1960 1961
7
Bill of Rights
1. It is hereby recognized and declared that in Canada there have existed and shall continue to exist without discrimination by reason of race, national origin, colour, religion or sex, the following human rights and fundamental freedoms, namely,
(a) the right of the individual to life, liberty, security of the person and enjoyment of property, and the right not to be deprived thereof except by due process of law;
(b) the right of the individual to equality before the law and the 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 government 8
Affirmative Action
Affirmative Action focusses on the level of representation in the workplace by women and racial minorities.
Presidential Order John F. Kennedy
9
D&I Lifecycle – Part 2
1970
Canadian Human Rights Act (1977)
19801960
Charter of Rights and Freedoms (1982)
Abella Commission Report (1983)
Federal EE Act (1986)
Changes to Immigration Regulations (1967)
Immigration Act (1976)
10
D&I Lifecycle – Part 2
Ontario EE ActRepealed (1995)
Ontario EE Act (1993)
1990
Revisions to Federal EE Act (1995)
Diversity
11
Employment Equity
• Focusses on the level of representation in the workplace by women, Aboriginal peoples, persons with disabilities and visible minorities
• It’s all about the quantitative or representation
• Most organizations going through an HRSDC audit know the qualitative is not the primary focus
• Count your people is the mantra 12
The Counting Dilemma
Just because you look like the United Nations…
13
External Environmental Change
15
Social Drivers
16
Workplace Demographics
• Baby boomers set to retire in record numbers• In 2011, 20% of working population reached
retirement age• In 2011, visible minorities made up 20% of
Canada’s population, up from 13% in 2001• In 2012, 40% of the labour force is over the
age of 45
17
Workplace Demographics
• By 2017, visible minorities median age will be 35 vs. 43 overall Canada population
• Between 1986-2000, 63% of workforce entrants were women
• In 2011, immigration accounts for all net labour force growth
• Percentage of population between 25-44 with university degrees:– Canadian citizens 22%– Canadian immigrants69%
18
Economic Drivers
19
Canada’s growth rate expected to outpace other industrialized countries and is the only G7 nation with a budget surplus
20
To Keep Pace With This Economy
• The knowledge-based economy needs a well-educated/skilled workforce to maintain growth
• Today, more than 70% of new jobs created in Canada require some form of post-secondary education
• Only 6% of new jobs will be held by those who have not finished high school
21
Political Drivers
22
Bob Rae - Employment Equity Act- Social Justice emphasis
Mike Harris - Employment Equity repealed- Social Justice (?)
Stephen Harper - Census reform(?)- Social Justice (?)- Constituency representation (?)
Dalton McGuinty - Social Justice (?)Kathleen Wynne - ?
23
Legislative compliance alone will not create inclusive organizations• The application of equitable
treatment cannot be legislated• Engenders a “have to” or minimal
response• Building a business case mitigates the
“have to”• Self-interest actually works better and
engenders a more comprehensive response to ongoing change
24
Things Have Changed
25
26
D&I Lifecycle – Part 3
Diversity and Inclusion
2000
27
Diversity
All of the unique characteristics or
differences that each of us has, both visible
and invisible
28
Inclusion
Welcomes and embraces the strengths of
our differences, encourages involvement,
and provides equitable access to
opportunities and information
(environment and behaviour)
IT IS ABOUT ALL OF US
29
Making People Count
• Understanding competencies• Leveraging experience• Increasing ways to innovate• Adding different voices• Adjusting organizational culture and values (no
more secret handshakes)• Accountability• Success is not just the technical aspect of work but
also about the caliber of relationships30
#1 Issue for Employers 2011
Employee Retention
McLean and Company Survey 31
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 competency
requirements• Under-utilization of people 32
The Organization
THENAttitudes **• Building tolerance for
differencesPeople• Interchangeable
commoditiesInfrastructure• Equal policies and
procedures
NOWAttitudes• Embracing differencesPeople• Strategic resourcesInfrastructure **• Equitable policies and
procedures
33
The Inclusive Organization
34
External Components
35
WORKPLACE INCLUSION
MODEL TM
Internal Components
36
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 achieved 37
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