Improving diversity February 2011

Improving diversity by Toronto Training and HR February 2011

Contents 3-4 Introduction to Toronto Training and HR 5-6 Definition 7-8 Addressing difficulties with a diverse workforce 9-10 Three lenses of diversity 11-12 Diversity as an onion 13-14 Drill 15-16 Fathers at home 17-20 Women at work 21-25 Barriers to Aboriginal employment 26-32 Diversity committees 33-41 Caregiving 42-44 Best practices 45-50 Case studies 51-52 Conclusion and questions Page 2

Introduction to Toronto Training and HR Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking 10 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are: ,[object Object]

Training course delivery- Reducing costs ,[object Object]

Improving employee engagement & morale

Services for job seekers,[object Object]

Definitions DIVERSITY Social category diversity Informational diversity Value diversity Cultural diversity

Addressing difficulties with a diverse workforce

Addressing difficulties with a diverse workforce Prejudice Discrimination Practical guidelines Ethical guidelines

Three lenses of diversity

Three lenses of diversity Multiple identity Perception Environmental

Diversity as an onion Personality Internal dimensions External dimensions Organizational dimensions

Fathers at home Fathers tend to retain very close links to paid work even when they have temporarily or permanently left a career to care for children Where fathers have given up a formal investment in the full-time labour force, many replace paid employment with “self-provisioning” work Fathers’ narratives of emergent and generative practices of caring represent a slow process of critical resistance as they begin to critique concepts of “male time” and market capitalism approaches to work and care

Women at work 1 of 3 KEY ISSUES FACING WOMEN AT WORK Pay equity Glass ceiling Stereotyped into certain types of professions Lack of work-life flexibility Forced to adopt traditionally “male” behaviours/attitudes Lack of mentors, champions and advocates

Women at work 2 of 3 INTERNATIONAL MANAGERS Women do not want to be international managers Organizations refuse to send women to other countries A belief that women managers will be ineffective in certain nations The perception that it is difficult for women tom move internationally if they are in a relationship

Women at work 3 of 3 SELECTING TALENT FOR INTERNATIONAL ASSIGNMENTS How are people selected? Training provision Support for dual career couples

Barriers to aboriginal employment

Barriers to Aboriginal employment 1 of 4 A representative workforce Recruitment issues Poor recruitment Recruitment solutions Retention issues Retention solutions Advancement issues Advancement solutions

Barriers to Aboriginal employment 2 of 4 OVERALL STRATEGY Put an Aboriginal employment strategy in place Get senior management commitment Set specific goals Integrate strategy into all aspects of company Negotiate Aboriginal employment clauses into collective agreements

Barriers to Aboriginal employment 3 of 4 WORK ENVIRONMENT Provide Aboriginal awareness training to managers and employees Flexible work environment to enable following of traditional pursuits Corporate communications reflect Aboriginal awareness Employee Assistance Program reflects needs of Aboriginal employees Aboriginal employee advisory groups in place

Barriers to Aboriginal employment 4 of 4 REALITIES Many may be coming from a poverty situation Transportation issues Single parent issues (day care, start times) High family demands Need for flexibility and support Word of mouth goes a long way

Diversity committees 1 of 6 TYPES OF DIVERSITY COMMITTEE Sometimes referred to as councils, they could be named: Diversity and Equity Committee Employee Resource Group Diversity and Inclusion Committee Diversity and Race Relations Committee Diversity Awareness and Resource Committee Diversity Affairs Select Committee

Diversity committees 2 of 6 BENEFITS TO THE ORGANIZATION Gives decision-makers a broader view to test ideas or gain insight and direction on certain diversity related issues Helps to effect organizational culture change Establishes processes and practices that can be sustainable and profitable for the long term Guides an organization to harness the differences to make them work Easy to make decisions that do not take into consideration the organizational diversity if you do not have a resource base to draw from

Diversity committees 3 of 6 IMPACT ON THE BOTTOM LINE Creating educational opportunities and awareness of diversity and inclusion Helping reach new markets (globally or locally) Reducing the chances of bias or discrimination costs Improving the hiring and retention rates amongst employees with barriers Raising employee engagement rates Enhancing and creating community awareness of the organization.

Diversity committees 4 of 6 INDICATORS OF A HIGH-PERFORMING COMMITTEE Senior management endorses and has a least one active representative on the Committee All levels of the organization are represented and informed about the work of the Committee A strategic plan is in place Regular meetings are held and attendance is good A budget has been allocated Actions are taken at each meeting There are time frames and metrics in place to measure the Committee’s return on investment

Diversity committees 5 of 6 TROUBLESHOOTING THE DIVERSITY COMMITTEE Unsure what the problem is The organization is unsure what the committee is doing Committee members lack energy Committee members bring personnel issues and their own personal agendas to the meetings Meetings are unstructured and it seems like it is the same people contributing every time

Diversity committees 6 of 6 WHY THEY FAIL Lack of guiding principles or terms of reference No budget No diversity and inclusion strategy that they could be linked with No endorsement or the participation of senior management

Caregiving 1 of 8 CAREGIVING IN CANADA There are an estimated 3 million Canadians who provide care to family and friends often with very little recognition and support. At some point all of us will be impacted by caregiving – either being a caregiver or needing care ourselves. A caregiver is someone who provides care and assistance for spouses, children, parents and other family members and friends who are in need of support because of age, health conditions, injury, long-term illness or disability.

Caregiving 2 of 8 CAREGIVING IN CANADA Caregivers provide the majority of care at home. The support they provide can include hands-on care, arranging resources, transportation, and medicine administration. They also act as advocates for their family members and friends. Without the unpaid labour provided by caregivers, the Canadian health system would be unable to cope with increasing demands for care. It is estimated that caregivers provide $25 billion of unpaid labour annually to the health care system.

Caregiving 3 of 8 CONSEQUENCES FOR EMPLOYED CAREGIVERS A recent survey of Canadian employees found that 26% reported experiencing high levels of caregiver strain. Individuals providing four hours or more of care per week were more likely to reduce their work hours, change their work patterns, or turn down a job offer or promotion. 20% of women and 13% of men caregivers aged 45-54 reduced their hours of work. About 10% of 55-64 year olds reported cutting down on the amount of time they spent on paid work (12% of women, 8% of men).

Caregiving 4 of 8 CONSEQUENCES FOR EMPLOYED CAREGIVERS 27% of respondents caring for a child with a severe to very severe disability turned down a promotion. 16% of retired caregivers identify caregiving as one of the reasons they retired. 42% of caregivers believe flexible work hours and provisions for short-term job and income protection from employers would be helpful.

Caregiving 5 of 8 CONSEQUENCES FOR EMPLOYERS All employers are affected by the caregiving responsibilities assumed by their workers. Implications may include lost productivity, increased absenteeism, and/or the loss of excellent human capital to the organization. Caregiver strain is positively correlated with absenteeism due to eldercare problems and emotional, physical and mental fatigue.

Caregiving 6 of 8 CONSEQUENCES FOR EMPLOYERS The cost of absenteeism to employers is estimated to be $2.7 billion. There is a need to include the economic and social goal of caregiving as not simply an altruistic value, but as a vital element of a competitive workforce.

Caregiving 7 of 8 WORKPLACE OPTIONS Examples of simple and effective action to assist caregivers in balancing their paid work with their caring responsibilities include: Flexible working practices - flex-time, working from home, annualized hours, compressed hours, shift swapping, staggered hours, job sharing, term-time working, part-time working, flexible holidays and career breaks. Emergency leave - this can be critically important to caregivers who can be called home at short notice when care arrangements break down or the person they care for is ill.

Caregiving 8 of 8 WORKPLACE OPTIONS Flexible leave arrangements - compassionate leave, planned leave, paid leave for emergency or planned caring. Workplace support - in-house support groups, employee assistance programs/ policies. Accommodations- for example, access to a private telephone or parking close to the workplace.

Best practices 1 of 2 Lead the effort from the top Focus on the business case for diversity Build an infrastructure to support diversity Make diversity a core value Focus on diversity in the entire talent pipeline Cast a wide recruiting net Network intensively with business-unit managers Leave room for national variation Revise business processes to support diversity

Best practices 2 of 2 Make diversity learning & development a way of life Set clear diversity targets Establish metrics and track progress Offer appropriate management incentives

Improving diversity February 2011

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Improving diversity February 2011