Diversity, equality and inclusion September 2014

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Diversity, equality and inclusion

by Toronto Training and HR

September 2014

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CONTENTS3-4 Introduction5-6 Definitions7-9 How diverse is Ontario?10-12 Code grounds of the Ontario Human Rights

Commission13-14 The business case for diversity15-16 Dimensions of diversity17-21 A diversity strategy22-23 Additional considerations24-25 Characteristics of adaptation to the global

work context 26-27 Ways to embed equality and inclusion28-29 Enhancing inclusion30-32 Skills required for managing diversity33-36 Managing equality issues37-41 Engaging personal commitment42-43 Diversity in the boardroom 44-45 Social class differences46-47 LGBTQ issues48-50 Aboriginal peoples51-52 Conclusion, summary and questions

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Introduction

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Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Definitions

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DiversityEqualityInclusion

Definitions

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How diverse is Ontario?

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Number of people% of Canadian population% of Aboriginal population in Ontario% of 250000 people who immigrate to Canada each yearMedian age in Ontario

How diverse is Ontario? 1 of 2

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Number of households in OntarioMale life expectancyFemale life expectancyLabour force aged 25 and over% of Ontario residents between 25 and 64 who have completed post secondary schooling

How diverse is Ontario? 2 of 2

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Code grounds of the Ontario Human Rights

Commission

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AgeCreedDisabilityFamily and marital statusGender identity and gender expressionRace and related grounds

Code grounds of the Ontario Human Rights Commission 1 of 2

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Receipt of public assistanceRecord of offencesSexSexual orientation

Code grounds of the Ontario Human Rights Commission 2 of 2

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The business case for diversity

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People issuesMarket competitivenessCorporate reputation

The business case for diversity

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Dimensions of diversity

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Primary dimensionsSecondary dimensions

Dimensions of diversity

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A diversity strategy

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Ensure that initiatives and policies have the support of the board and senior managementRemember that managing diversity is a continuous process of improvement, not a one-off initiativeDevelop a diversity strategy to support the achievement of business goals, including ways of addressing the diverse needs of customers

A diversity strategy 1 of 4

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Focus on fairness and inclusion, ensuring that merit, competence and potential are the basis for all decisions about recruitment and developmentKeep up to date with the law and review policies through checks, audits and consultationAddress work-life balance challenges in ways that take account of employee and organizational needs and offer suitable choices and options

A diversity strategy 2 of 4

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Encourage ownership and discourage risk aversion, aiming to create an empowering culture so that decisions are not passed upwards without good reasonDesign guidelines for line managers to help them respond appropriately to diversity needs, as they are vital change agents, but give them scope for flexible decision-making

A diversity strategy 3 of 4

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Be aware that if your organization operates internationally, its approach to managing diversity will need to take account of the ways that individual working styles and personal preferences are influenced by national cultures

A diversity strategy 4 of 4

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Additional considerations

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Workplace behaviourCommunicationTrainingMeasuresReview and reinforce

Additional considerations

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Characteristics of adaptation to the

global work context

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Cultural intelligenceGlobal identity

Trust

Characteristics of adaptation to the global work context

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Ways to embed equality and inclusion

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Make the business case explicitObtain executive sponsorshipCreate a systemic approachShare success storiesEstablish accountabilityUse formal and informal approachesHave a long-term perspective

Ways to embed equality and inclusion

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Enhancing inclusion

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People need to be of approximate equal statusHave opportunities to get to know each other in more personal ways, establish cross-cutting ties, and rely less on stereotypesWork together across roles, levels, and demographic boundaries to solve shared problems through participative decision making

Enhancing inclusion

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Skills required for managing diversity

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Use a holistic, integrated approach Obtain top management commitment and accountabilityConsciously work to integrate diversity values into the broader organizational valuesUse a participative management style

Skills required for managing diversity 1 of 2

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Integrate responsibility for diversity initiatives into other management functions such as continuous performance management and self-directed work teamsIntegrate diversity efforts with existing objectives and programsExpect resistance to change, and take steps to minimize it

Skills required for managing diversity 2 of 2

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Managing equality issues

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Promoting  a culture of personal responsibility for treating people with respect and dignityRaising awareness about the importance of different perspectives views and ideas in connection with business performance

Managing equality issues 1 of 3

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Drawing up an organization business case for managing diversity and making this clear to everyoneAssigning responsibility to key change agents and influencers to ensure diversity management is driven into core business practices

Managing equality issues 2 of 3

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Thinking inclusively when devising policies and procedures to make sure they are practical and aim to cater appropriately for diverse needs and preferencesMonitoring and evaluating policies and practices regularly to refresh them and ensure they workTracking the impact of policies and practices with relevant facts and figures 

Managing equality issues 3 of 3

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Engaging personal commitment

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Making person standards of behaviour clear to everyone through regular and appropriate communications methodsEmphasising the role of line managers in making sure policies and practices are acted upon

Engaging personal commitment 1 of 4

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Providing suitable training to ensure people understand what equality and diversity are and how to respond to issuesAuditing the employee profile to check how diverse this is by monitoring personal characteristics in an open voluntary and honest way provides hard data on which to judge progress

Engaging personal commitment 2 of 4

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Employees need to feel confident in providing personal information and have assurances that such information will be treated sensitively and in confidence and not be used against them in a discriminatory wayDo not tolerate harassment and bullying and be seen to act when incidents arise

Engaging personal commitment 3 of 4

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Consider introducing diversity support networks to identify ways of managing diversity issues in ways that add value to the organizationMake equality policies and statements easily accessible 

Engaging personal commitment 4 of 4

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Diversity in the boardroom

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Tackling assumptions

Conduct a board reviewGet out of the boardroomReview the constitutionPublish your own dataTry a ‘future director’Tap into a new network

Diversity in the boardroom

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Social class differences

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DefinitionsOrganizational statusClass distinctionsIndividual and collective class work

Social class differences

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LGBTQ issues

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Sexual orientationGender identityGender expression

Restrooms and lockersDress codes

LGBTQ issues

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Aboriginal peoples

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Partner with schools, colleges and universitiesQuestion standard job requirementsReview screening, hiring and advancement practicesConduct cultural trainingHire more than one Aboriginal person

Aboriginal peoples 1 of 2

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Assess business and employment practices which could result in barriersDevelop an Aboriginal hiring and retention strategyCommunicate and celebrate successes

Aboriginal peoples 2 of 2

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions