2010 Conf ppt Lana - QNET

Diversity SupportedLana Adeleye-Olusae

Senior Staff Development ConsultantManitoba Public Insurance

Lana Adeleye-Olusae, Senior Staff Development ConsultantManitoba Public InsuranceLana Adeleye-Olusae is a certified human resource professional and certified management consultant working in MPI as a Staff Development and Change Services Consultant. He is passionate about workplace diversity, personal and community capacity development, transition and career coaching and development of workforce intermediary network in support of economic integration of newcomers.

Contents

• Designated Groups’ Representation• Business Case for a Diversified Workforce• MPI Workforce Diversification• Strategies and Options for Workforce

Diversification • Personal Experience

Designated Groups’ Representation (2006 Census)

Manitoba Winnipeg# % # %

Total Population 1,148,401 694,668Women 585,125 51 357,205 51

Immigrants 151,230 13 121,255 17Visible Minorities 109,095 9 102,940 15

Aboriginals 175,395 15 68,385 10Persons with Disabilities

169,170 15 Not Available

Visible Minorities Statistics• 200 distinct ethnic groups• 16.2% of Canada’s population• 11.2% of all Canadian managers• 5.2 % of senior managers in large Canadian

companiesSources: Statistics Canada

Visible Minorities Statistics (contd)

• 24% of foreign-educated immigrants in Canada who worked in occupations that match their qualifications; compared to 62% of Canadian-born and educated professionals

• 52% of Canadian employers don’t have a diversity program

Sources: Statistics Canada

Business Case for a Diversified Workforce

• Looming high performing talent shortage. • The market is changing• Globalization• The bottom-line evidence

Business Case for a Diversified Workforce (contd)

D (Diversity) + I (Inclusion) = $ (Profitability)• Abercrombie & Fitch - Increased minority customer base• Terex Corp. - Competed successfully in China, India,

Brazil & Russia• Campbell Soup Company - Increased employee

engagement • Burger King Corp. – Best possible solution for legal

problems• Microsoft - Retooled game controller for Japanese

market• DuPont – Made inroads into Hispanic populations


• Discovering different views • Thinking the unthinkable• Looking for angles that otherwise you would

never see.

- Antonio M. Perez, Chairman & CEO of Eastman Kodak Co.


• Become a microcosm of the world you serve. • Success comes from understanding the

different cultures and customer needs. • Diversity of thought, representation and

culture should lead to inclusion. • Diversity is a business imperative. - Antonio M.

Perez, Chairman & CEO of Eastman Kodak Co.

MPI Workforce Diversification

Moving from Diversity Awareness to Inclusion as part of the way we do business– Strong acceptance and support from Executive Team– Acceptance by employees– Education of staff, communities and groups – Partnering with Communities and Groups – Agreements signed with Reaching Equality –

Employment Services (REES) and Assembly of Manitoba Chiefs (AMC)

– Diversity Coordinator position

MPI Workforce Diversification

Diversity Coordinator will:• develop a Diversity Strategy that aligns with our business needs

• create opportunities to get involved in various communities

• provide educational opportunities on diversity

MPI Workforce Diversification (contd)

• High School Summer Internship• One-year Professional Internship • Trade Trainee Program• Estimator-trainee Program• International Students Exchange Program


• Aboriginal Cultural Awareness Training• Diversity Week Celebration• Lunch and Learn Programs• Fundraising for various charities


• Work in collaboration with:– Apprenticeship Board of Manitoba– Red River College– Reaching Equality – Employment Services (REES)– Aboriginal Groups– All Universities in Manitoba– Employment Solutions for Immigrant Youth – Various Winnipeg High Schools– Urban Circle Training Centre


• Accommodations for people with disabilities:– Motor vehicle injuries– Return from an extended sick leave– Chronic and longer term health issues

• Accommodations may include:– Graduated return to work programs – Special equipment ( a special chair or back support or a

job redesign, a modified or ergonomic workstation)– Workstation adjustments for wheelchairs and scooters


• Accommodations may include:– flexible start times to accommodate Handi Transit– reduced hours/work days (temporarily or more longer

term)– moving to a different location – moving to a different job to accommodate restrictions

(temporarily/permanent)– educational sessions for co-workers related to service

animals – buddy system for emergencies (fire drills or evacuations)


Strategies and Options for Workforce Diversification

• Recognize differences and build effective communities out of these differences and potential conflicts, not despite them.

• Be respectful of gender, religion, race, language, culture, ability, sexual orientation and other factors

Strategies and Options for Workforce Diversification (contd)

• Move beyond “intellectual diversity”, diversity awareness to a culture of intentional inclusion:– Teach people the skills necessary to manage differences

in gender, race, or physical abilities.– Align the diversity and inclusion strategy with the

organization’s overall vision. – Seed entry-level executive positions with a diverse pool – Encourage mentoring across the workforce. – Expose new talent to the broadest array of company

experiences as quickly as possible

Work Exposure Programs:• Term Positions• Internship Opportunities• Summer School Opportunities


Diversity Coordinator (stand alone or as part of an HR Consultant/ Generalist role):

• Relationship with organizations working with the four designated groups

• Participation in activities of the four designated groups• Diversity Awareness Workshop for staff • Participation in career and job fairs


Personal Experience

• Prior to coming to Canada – Academic Qualification + Work Experience

• No interview opportunities - HR Admin. Clerk• HR Diploma in University of Winnipeg• Only 3 firms willing to interview• MPI gave me a chance

Newcomer/Designated Groups’Expectations

• To be given a chance to demonstrate their competencies during selection process through various assessments and on the job

• To be accepted and acknowledged as people who developed competencies in or from a different environment/ background not deficient

• To be supported to overcome identified gaps and disabilities

Lana Adeleye-OlusaeStaff Development & Change ServicesManitoba Public InsuranceE-Mail: [email protected]. #: 204.985.4364

Thank you

This presentation&

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2010 Conf ppt Lana - QNET