diversity, inclusion and equality december 2015
TRANSCRIPT
All you wanted to know about diversity, equality and inclusion
by Toronto Training and HR
December 2015
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CONTENTS3-4 Introduction5-6 Definitions7-8 The business case for diversity9-10 Key benefits of improving diversity11-12 Taking action over diversity 13-15 Culture and diversity16-17 Hidden biases and diversity18-19 Challenges in making diversity a priority20-21 Measuring diversity22-24 Common pitfalls in diversity training23-24 A stakeholder engagement culture and change25-26 Gender bias27-28 Evolving the HR management process for gender diversity29-30 Initiatives to improve gender diversity31-34 What the best employers do to boost gender diversity35-37 An age diverse workforce 38-39 Diversity in the Canadian mining industry 40-41 An Australian approach to recruit and retain a diverse workforce42-43 Encouraging inclusion44-45 Modelling inclusion 46-47 Organizational inclusive behaviours48-49 A toolkit for inclusion50-51 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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Definitions • Diversity• Inclusion• Equality• Employment
equity• Ethnicity
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The business case for diversity
The business case for diversity
• People issues• Market
competitiveness• Corporate
reputation
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Key benefits of improving diversity
Key benefits of improving diversity
• Engaged employee and volunteers
• Reflective community voice
• Economic resilience• Enhanced innovation
and services
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Taking action over diversity
Taking action over diversity
• Setting objectives• Creating plans• Implementing and
adjusting• Measuring
outcomes• Connecting
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Culture and diversity
Culture and diversity 1 of 2
• Cultural competence• Put on one’s cultural
lens• Ask questions to
learn more• Reflect on your own
reactions• Adjust your
behaviour
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Culture and diversity 2 of 2
Cultural differences• High/low hierarchy
values• Indirect/direct
communication styles• Group/individual focus
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Hidden biases and diversity
Hidden bias and diversity
• What are hidden biases?
How behaviour can be affected• Shifting criteria in
hiring and talent promotion
• Which voices are heard?
• The urge to help
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Challenges in making diversity a priority
Challenges in making diversity a priority
• Organizational capacity
• Community profile• Defining the value
of diversity• Language• Risk
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Measuring diversity
Measuring diversity
• Externally-focused measures
• Internally-focused measures
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Common pitfalls in diversity training
Common pitfalls in diversity training 1 of 2
• Too little focus on the impact of emotions
• Failure to engage white males
• Lack of a compelling business case
• Compliance-driven• Too much focus on
helping whites understand the challenges of others
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Common pitfalls in diversity training 2 of 2
• Lack of engagement from all levels of management
• Reactive, not proactive
• Failure to make difficult decisions
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Gender bias
Gender bias • Design • Techniques• Management
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Evolving the HR management process for gender diversity
Evolving the HR management process for gender diversity
• Recruitment• Performance
reviews• Career
management• Promotion shortlists• High potentials
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Initiatives to improve gender diversity
Initiatives to improve gender diversity
• Build female networks• Provide more flexible
working• Make it easier for
women to take career breaks
• Help them achieve work-life balance
• Ensure that women have the same career development opportunities as men
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What the best employers do to boost
gender diversity
What the best employers do to boost gender diversity 1 of 3
• Examine the purpose
• Tear up the role rule book
• Break down hierarchy
• Deliver what employees value
• Fish differently• Welcome diversity• Listen carefully• Measure and
transform culturePage 32
What the best employers do to boost gender diversity 2 of 3
• Examine management styles
• Rethink career paths• Learn from the
bottom up• Redesign roles and
recognition• Make everyone a
hero• Learn from the
bottom up
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What the best employers do to boost gender diversity 3 of 3
• Create transparency by implementing gender diversity KPIs
• Implement measures to facilitate the work-life balance
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An age-diverse workforce
An age-diverse workforce 1 of 2
• Benefits• Challenges• Reasons for not
seeing an increased interest among mature employees
• Reasons for seeing an increased interest in working later among mature employees
• Attitudes towards training and developing mature employees
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An age-diverse workforce 2 of 2
• Ways in which organizations support the extension of working life
• Health and wellbeing provisions to support extending working life
• Provisions to support dependant care responsibilities
• Activities to access skilled and diverse workers of all ages
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Diversity in the Canadian mining
industry
Diversity in the Canadian mining industry
• Attraction and recruitment
• Advancement and retention
• HR planning and processes
• Examples of best practice
• Recommendations for mining industry employers
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An Australian approach to recruit and retain a
diverse workforce
An Australian approach to recruit and retain a diverse workforce
• Carers• Aboriginal peoples• Non-English
speakers• Young people• Graduates• Disabled people
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Encouraging inclusion
Encouraging inclusion
• Be values-driven• Seek input in
unlikely places• Encourage
contrarians• Enable leadership• Share information
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Modelling inclusion
Modelling inclusion
• Provide the big tent
• Erase lines and boundaries
• Lead by example
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Organizational inclusive behaviours
Organizational inclusive behaviours
• Definition• Broad areas of
organizational inclusive behaviours
• Ways to measure organizational inclusive behaviours
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A toolkit for inclusion
A toolkit for inclusion
• Planning for diversity• Planning an inclusive
event• Hosting an inclusive
event
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Conclusion, summary and questions
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Conclusion, summary and questions
ConclusionSummaryVideosQuestions