Workplace Inclusion Conference Keynote March 22

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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Merci!

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