diversity, equality and inclusion september 2014

Download Diversity, equality and inclusion September 2014

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Half day open training event held in Toronto, Canada

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  • 1. Diversity, equality and inclusionby Toronto Training and HRSeptember 20141

2. 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 context26-27 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 boardroom44-45 Social class differences46-47 LGBTQ issues48-50 Aboriginal peoples51-52 Conclusion, summary and questions2 3. Introduction3 4. Introduction to Toronto Trainingand HRToronto Training and HR is a specialist training andhuman resources consultancy headed by Timothy Holden10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HRare:Training event designTraining event deliveryHR support with an emphasis on reducingcosts, saving time plus improving employeeengagement and moraleServices for job seekers4 5. Definitions5 6. Diversity Equality Inclusion6Definitions 7. How diverse is Ontario?7 8. Number of people % of Canadianpopulation % of Aboriginalpopulation in Ontario % of 250000 peoplewho immigrate toCanada each year Median age inOntario8How diverse isOntario?1 of 2 9. Number of households inOntario Male life expectancy Female life expectancy Labour force aged 25and over % of Ontario residentsbetween 25 and 64 whohave completed postsecondary schooling9How diverse isOntario?2 of 2 10. Code grounds of theOntario Human RightsCommission10 11. Age Creed Disability Family andmarital status Gender identityand genderexpression Race andrelatedgrounds11Code grounds ofthe Ontario HumanRights Commission1 of 2 12. Receipt ofpublicassistance Record ofoffences Sex Sexualorientation12Code grounds ofthe Ontario HumanRights Commission2 of 2 13. The business case fordiversity13 14. People issues Marketcompetitiveness Corporatereputation14The businesscase fordiversity 15. Dimensions of diversity15 16. Primarydimensions Secondarydimensions16Dimensionsof diversity 17. A diversity strategy17 18. Ensure that initiatives andpolicies have the support ofthe board and seniormanagement Remember that managingdiversity is a continuousprocess of improvement, not aone-off initiative Develop a diversity strategy tosupport the achievement ofbusiness goals, including waysof addressing the diverseneeds of customers 18A diversitystrategy1 of 4 19. Focus on fairness andinclusion, ensuring that merit,competence and potential arethe basis for all decisionsabout recruitment anddevelopment Keep up to date with the lawand review policies throughchecks, audits and consultation Address work-life balancechallenges in ways that takeaccount of employee andorganizational needs and offer19suitable choices and optionsA diversitystrategy2 of 4 20. Encourage ownership anddiscourage risk aversion,aiming to create anempowering culture so thatdecisions are not passedupwards without good reason Design guidelines for linemanagers to help themrespond appropriately todiversity needs, as they arevital change agents, but givethem scope for flexibledecision-making20A diversitystrategy3 of 4 21. Be aware that if yourorganization operatesinternationally, its approach tomanaging diversity will need totake account of the ways thatindividual working styles andpersonal preferences areinfluenced by national cultures21A diversitystrategy4 of 4 22. Additional considerations22 23. Workplace behaviour Communication Training Measures Review and reinforce23Additionalconsiderations 24. Characteristics ofadaptation to the globalwork context24 25. Cultural intelligence Global identity Trust25Characteristics ofadaptation to theglobal work context 26. Ways to embed equalityand inclusion26 27. Make the business caseexplicit Obtain executivesponsorship Create a systemicapproach Share success stories Establish accountability Use formal and informalapproaches Have a long-termperspective27Ways toembedequality andinclusion 28. Enhancing inclusion28 29. People need to be ofapproximate equal status Have opportunities to getto know each other inmore personal ways,establish cross-cuttingties, and rely less onstereotypes Work together acrossroles, levels, anddemographic boundariesto solve shared problemsthrough participativedecision making29Enhancinginclusion 30. Skills required formanaging diversity30 31. Use a holistic, integratedapproach Obtain top managementcommitment andaccountability Consciously work tointegrate diversity valuesinto the broaderorganizational values Use a participativemanagement style31Skills required formanagingdiversity 1 of 2 32. Integrate responsibilityfor diversity initiativesinto other managementfunctions such ascontinuous performancemanagement and self-directedwork teams Integrate diversityefforts with existingobjectives and programs Expect resistance tochange, and take stepsto minimize it 32Skills required formanagingdiversity 2 of 2 33. Managing equality issues33 34. Promoting a culture ofpersonal responsibilityfor treating people withrespect and dignity Raising awarenessabout the importance ofdifferent perspectivesviews and ideas inconnection withbusiness performance34Managingequality issues1 of 3 35. Drawing upan organization businesscase for managingdiversity and making thisclear to everyone Assigning responsibilityto key change agentsand influencers toensure diversitymanagement is driveninto core businesspractices35Managingequality issues2 of 3 36. Thinking inclusively whendevising policies andprocedures to make surethey are practical and aimto cater appropriately fordiverse needs andpreferences Monitoring and evaluatingpolicies and practicesregularly to refresh themand ensure they work Tracking the impact ofpolicies and practices withrelevant facts and figures 36Managingequality issues3 of 3 37. Engaging personalcommitment37 38. Making person standardsof behaviour clear toeveryone throughregular and appropriatecommunicationsmethods Emphasising the role ofline managers in makingsure policies andpractices are acted upon38Engagingpersonalcommitment1 of 4 39. Providing suitabletraining to ensure peopleunderstand what equalityand diversity are andhow to respond to issues Auditing the employeeprofile to check howdiverse this is bymonitoring personalcharacteristics in anopen voluntary andhonest way provideshard data on which tojudge progress 39Engagingpersonalcommitment2 of 4 40. Employees need to feelconfident in providingpersonal information andhave assurances thatsuch information will betreated sensitively and inconfidence and not beused against them in adiscriminatory way Do not tolerateharassment and bullyingand be seen to act whenincidents arise40Engagingpersonalcommitment3 of 4 41. Consider introducingdiversity supportnetworks to identifyways of managingdiversity issues in waysthat add value to theorganization Make equality policiesand statements easilyaccessible41Engagingpersonalcommitment4 of 4 42. Diversity in the boardroom42 43. Tackling assumptions Conduct a board review Get out of the boardroom Review the constitution Publish your own data Try a future director Tap into a new network43Diversity in theboardroom 44. Social class differences44 45. Definitions Organizationalstatus Class distinctions Individual andcollective class work45Social classdifferences 46. LGBTQ issues46 47. Sexualorientation Gender identity Genderexpression Restrooms andlockers Dress codes47LGBTQ issues 48. Aboriginal peoples48 49. Partner with schools,colleges and universities Question standard jobrequirements Review screening, hiringand advancement practices Conduct cultural training Hire more than oneAboriginal person49Aboriginalpeoples1 of 2 50. Assess business andemployment practiceswhich could result inbarriers Develop an Aboriginal hiringand retention strategy Communicate and celebratesuccesses50Aboriginalpeoples2 of 2 51. Conclusion, summary andquestions51 52. Conclusion, summary andquestionsConclusionSummaryVideosQuestions52

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