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Diversity and Inclusion

Jul 23
Love3

Winning with Newcomers

By Diversity and Inclusion

At the recent 10th Annual Internationally Educated Professionals Conference, hosted by the Progress and Career Planning Institute (PCPI) in Toronto on April 5, the issue of workplace integration of new Canadians was a hot topic.

With recent reports indicating that Canada is facing a growing deficit of workers, there is an increased urgency for innovative inclusion strategies when it come to hiring newcomers.

“Employers must realize that they cannot properly address their skills shortages without making workforce integration programs more accessible to new Canadians,” says Silma Roddau, president of PCPI. “If not, they miss out on a whole talent pool of people and the potential to compete on both a local and global level.”

 

Recently, the list of the Best Employers for New Canadians was announced and one of the awardees was St. Michael’s Hospital in Toronto. Kevin Kirkpatrick, manager of recruitment at the hospital, stresses the importance of a diverse workforce. “St. Michael’s Hospital uses several programs for internationally educated professionals that attribute to our success in winning this award. We utilize an internship program from Career Bridge that allows IEPs an opportunity to get Canadian work experience and at the same time St. Michael’s benefits from highly trained expertise to assist with projects. To date, almost half of our internships have resulted in employment,” he says.

This competition, managed by the editors of Canada’s Top 100 Employers, recognizes the nation’s best employers for recent immigrants. One of the awardees recognized is the City of Mississauga. “The 2013 Best Employers for New Canadians special designation has recognized the city for offering programs that assist new Canadians to transition to a new workplace and a new life in Canada. Through these programs, internationally qualified professionals bring diversity and add great value to the workplace,” says Sharon Willock, director of human resources, City of Mississauga.

Among the other employers listed was Deloitte & Touche LLP, one of the biggest certified public accountant firms in the world. The company boasts hundreds of employees serving as mentors or “buddies” to new Canadians. No wonder that the company has been featured regularly on this esteemed list. “Our core culture is delivery to our clients. Our clients are diverse, so if we are not diverse, we won’t match up to their needs. We don’t want our clients to face our team and go, ‘You don’t look like us!’” said Jason Winkler, chief talent officer, Deloitte Canada in a recent interview with our magazine as part of our “What Employers Want” series. “We actually believe that our workplace is fun, more interesting, more valuable because we are all so different from each other. We come up with better ideas from a diverse workforce. It’s actually sound business.”

Kirkpatrick agrees that the connection between staff and clients (i.e., hospital patients in St. Michael’s case) is crucial, and the hospital makes an effort to invest in skill development and integration programs. “Once hired at St. Michael’s, our integration program works on developing the skills needed to succeed in the Canadian workplace. These programs are supported at the executive level at St. Michael’s because they have identified the need to ensure staff is reflective of the community and patients served by the hospital,” he says.

Addressing this very need for a higher level of interaction between the immigrant talent pool and Canadian employers, Canadian Immigrant and Scotiabank in association with Centennial College are organizing their 3rd annual Career, Education and Settlement Fair on Tuesday, June 25, 2013, at the Metro Toronto Convention Centre.

The day-long fair is free to all newcomers in the GTA, offering them access to various exhibitors and interactive sessions led by experts in various fields of interests. The fair will provide information and tips on job hunting, accreditation and upgrading of education, as well as information about where to live, where to study and who to turn to when seeking assistance in your settlement.

Last year, major exhibitors at the fair included top employers like educational institutions such as the University of Toronto, Humber College and York University, while representatives of professional associations such as the Certified Management Accountant (CMA) and Certified General Accountant (CGA) associations were on hand to demystify any doubts foreign-trained professionals might have.

“I was very impressed with the level of attendees. Not only have most of them worked in the financial sector in their native countries, but also seem to have done a fair amount of research on what Scotiabank is all about. They have the skills, knowledge and expertise to work within functional areas of the bank,” said Sujay Vardhmane, senior manager, global employment strategies, Scotiabank, at the 2012 fair.

This article is By Baisakhi Roy

*Article republished from http://canadianimmigrant.ca/news-and-views/winning-with-newcomers

May 30
Love3

Embracing Inclusive Workplace

By Diversity and Inclusion

The most recent edition of HR Professional magazine features “The Business Case for Creating an Inclusive Workplace”, in which Anne Lamont, President & CEO of Career Edge Organization, is interviewed among other business leaders committed to addressing the employment barriers faced by many persons with disabilities.

Throughout the article, Anne offers insights and guidance related to some of the myths and stereotypes associated with creating an inclusive workplace. Most notably, Anne encourages employers to focus on employees’ abilities rather than their disabilities, saying, “If you bring someone into a supportive environment, it demystifies the discussion around a disability.”

In today’s competitive business landscape, fostering an inclusive workplace isn’t just about checking a diversity box—it’s a strategic advantage that directly impacts your bottom line. Organizations with truly inclusive cultures are 6 times more likely to be innovative and 8 times more likely to achieve better business outcomes, according to research by Deloitte.

But what exactly makes a workplace genuinely inclusive, and how can you build teams where every employee feels valued, respected, and empowered to contribute their best work?

What Is an Inclusive Workplace?

An inclusive workplace goes beyond diversity metrics to create an environment where all employees feel welcomed, respected, and valued for their unique perspectives and contributions.

While diversity focuses on representation (having varied backgrounds, experiences, and identities in your workforce), inclusion is about creating a culture where everyone can participate fully and bring their authentic selves to work.

“Diversity is being invited to the party; inclusion is being asked to dance,” as diversity advocate Vernā Myers famously put it.

Why Building Inclusive Teams Should Be Your Priority

The benefits of creating inclusive teams extend throughout your organization:

  • Enhanced innovation and problem-solving: Teams with diverse perspectives approach challenges from multiple angles, leading to more creative solutions
  • Improved employee retention: People stay where they feel valued and included
  • Stronger financial performance: Companies with inclusive cultures consistently outperform their less inclusive counterparts
  • Broader talent attraction: Job seekers increasingly prioritize inclusive work environments
  • Better employee engagement: Inclusive environments foster higher motivation and productivity

Sarah Chen, HR Director at Techlify Solutions, shares: “Since implementing our inclusion initiatives, we’ve seen a 34% reduction in turnover and a notable increase in innovative ideas coming from previously quieter team members. The ROI on inclusion work isn’t just cultural—it’s financial.”

Having witnessed many success stories from Career Edge Organization’s paid internship program, Anne says that in her experience, interns with self-declared disabilities have managed their disabilities exceptionally well and have a strong commitment to succeed with their employer of choice.

Strategies for Building Inclusive Teams

To leverage and support the hiring of persons with disabilities entering the workforce, Anne offers the following three tips to employers looking to create an accessible and inclusive recruitment process:

  1. Accessible job applications: Rather than accepting pen and paper job application forms, digital alternatives can be much more accessible to people with visual impairments or whose disability may limit their ability to use a pen or pencil.
  2. Create an environment for interview success: Interviews can be intimidating, especially for candidates that are also managing a disability. Providing interview questions in advance can support candidates in communicating their abilities, qualifications, and accomplishments.
  3. Focus on abilities: Be realistic in understanding if accommodations are required to support an employee’s abilities. This means: ensuring that job roles clearly set out responsibilities and outcomes, and being open to a respectful discussion with the candidate to determine what reasonable accommodation is required to achieve results.

Common Challenges and How to Overcome Them

Building inclusive teams isn’t without obstacles. Here are some common challenges and practical solutions:

Challenge: Resistance to Change

Solution: Focus on the business benefits while addressing individual concerns through open dialogue and involving skeptics in solution development.

Challenge: Measuring Inclusion Progress

Solution: Use a combination of qualitative and quantitative metrics, including engagement surveys, retention data, promotion rates, and employee feedback.

Challenge: Maintaining Momentum

Solution: Integrate inclusion into existing business processes rather than treating it as a separate initiative. Set periodic review points to evaluate and refresh your approach.

Get Started Today: Your Action Plan

Ready to build more inclusive teams? Here’s your starter action plan:

  1. Assess your current state: Conduct an inclusion audit through surveys, focus groups, or external consultants
  2. Set specific goals: Identify 2-3 priority areas based on your assessment
  3. Develop a clear roadmap: Create a timeline with specific actions, responsibilities, and metrics
  4. Get leadership buy-in: Secure explicit commitment and modeling from senior leaders
  5. Start with quick wins: Implement high-visibility changes that demonstrate your commitment

Conclusion: The Inclusive Advantage

Building inclusive teams is both the right thing to do and a strategic business advantage. By implementing these five strategies, you’ll create a workplace where all employees can thrive while positioning your organization for greater innovation, retention, and performance.

Remember that inclusion is a journey, not a destination. What matters most is your authentic commitment to continuous improvement and creating an environment where everyone feels they truly belong.

FAQ: Building Inclusive Teams

Q: How long does it take to build a truly inclusive workplace culture?

A: Cultural transformation typically takes 1-3 years for meaningful change, though you can achieve some quick wins within the first six months. The key is consistent effort and leadership commitment rather than viewing inclusion as a time-limited project.

Q: What’s the biggest mistake companies make when trying to create inclusive teams?

A: The most common mistake is focusing exclusively on diversity (representation) without addressing inclusion (how people experience the workplace). Another frequent pitfall is treating inclusion as an HR responsibility rather than integrating it into all aspects of the business.

Q: How can small businesses with limited resources implement inclusion strategies?

A: Small businesses can focus on no-cost or low-cost initiatives like reviewing hiring practices, establishing mentoring relationships, creating open feedback channels, and modeling inclusive leadership behaviors. The authenticity of your commitment matters more than your budget.

Q: How do remote and hybrid work environments affect inclusion efforts?

A: Virtual environments require intentional inclusion practices, including structured meeting facilitation that ensures all voices are heard, accessible technology, flexible scheduling, and creating opportunities for meaningful connection despite physical distance.

Q: What metrics should we track to measure inclusion progress?

A: Consider both quantitative measures (retention rates across demographics, promotion equity, pay equity) and qualitative indicators (belonging scores on engagement surveys, participation rates in meetings, employee feedback). The most important metrics will align with your specific inclusion goals.

Nov 26
Love3

Not All Resumes Are Treated Equally: How Toronto’s Skilled Immigrants Are Getting Hired

By Diversity and Inclusion

By Paul Gallant

(Originally published in Yonge Street on July 28, 2010)

ERICH SHIH - VOULA MONOHOLIAS

When Erich Shih arrived in Canada two years ago, he found his first job in three weeks – as a gas station cashier in Milton. It was something of a shock since both he and his wife had been established teachers in their country of origin, the Philippines. Shih didn’t look down on the gas station work, but it wasn’t at all what he had planned when he applied to immigrate to Canada.

“I wasn’t trained to be a cashier,” says Shih, 33, who was attracted to Canada because of its social services, health and education systems. “I was living with my sister-in-law in Milton and I needed to start earning money. I didn’t know where to start.”

Read More

Oct 21
Love5
National Disability Employment Awareness Month

October is “National Disability Employment Awareness Month”

By Diversity and Inclusion

In October of every year we celebrate National Disability Employment Awareness Month, but what exactly do we need to be “aware” of?

A large number of working age Canadians have some sort of disability – and the definition of “disability” in Canada is broad, including physical, non-physical, visible and non-visible disabilities of all kinds including diabetes, epilepsy, partial hearing loss, chronic pain, depression.

People with disabilities are far more likely to be unemployed than the rest of the population because of the barriers they face – and most of the time, those barriers are not physical.

Barriers can be attitudinal, systemic, policy-driven or a result of unintentional discrimination. It’s a lot easier to address the barriers we can see or hear or touch. These other barriers, which many of us are not even aware of, can at times seem impenetrable to a job-seeker who happens to have a disability. Especially if that person is also a recent graduate with little real-world work experience. That’s why we created Ability Edge.

Early next week our quarterly newsletter, CareerBulletin will be sent electronically to over 20,000 of our stakeholders – employers, HR professionals, alumni, interns and partner organizations. In recognition of National Disability Employment Awareness Month, disability and employment will be the theme of our upcoming issue. Features include:

  • An interview with Loblaw, one of Canada’s largest and best employers and a host to Career Edge interns.
  • A letter from the President & CEO of Career Edge Organization, Anne Lamont
  • An interview with Allyson Hewitt from SiG@MaRS about their recent partnership, EnAbling Change
  • Interviewing tips for BOTH employers and persons with disabilities
  • The “MythBusters” quiz – provided by Business Takes Action to test your knowledge of disability issues in Canada

CareerBulletin is an e-newsletter with career and employment-related insights from Career Edge Organization, gained from almost 15 years of experience working with Canadian employers and over 10,000 recent graduates, graduates with disabilities and internationally qualified professionals (educated and experienced immigrants in Canada). Our readers include HR professionals, hiring managers and Canada’s leading diversity and employment experts.

If you want to receive the newsletter, all you have to do is subscribe or just leave a comment below and let us know – we’ll add you!

May 13
Love4

Aboriginal Inclusion in the Workplace

By Diversity and Inclusion

Aboriginal inclusion in the workplace is a critical part of the overall discourse that is taking place around diversity and inclusion in the Canadian workplace today.

Canadian employers are seeing a clear business case in making their organizations inclusive of Aboriginal people and other underrepresented groups, as diversity maximizes the potential of all employees, lowers employee turnovers, broadens the customer base and increases work productivity. Diversity brings cohesiveness to the workplace.

Moreover, the impending skills shortage faced by Canadian employers today may call for creative hiring solutions. Aboriginal people represent an important part of this solution, with a growth rate that is six times faster than the general population.

Unfortunately, Aboriginal inclusion has its own challenges, as there are gaps still prevalent that are acting as barriers to true Aboriginal inclusion in the workplace. In an effort to make their workplace practices truly welcoming, employers are still working to expand their understanding of the historical and cultural journey of Aboriginal people in Canada.

Conventional practices around recruitment, retention and promotion alone would not suffice to make an organization an employer of choice for Aboriginal people. This is best achieved when organizational goals and Aboriginal inclusion goals are linked together, and inclusion becomes an organization competency, part of managerial performance evaluations.

An optimal Aboriginal inclusion strategy is also backed by leadership and commitment, long-term goals, accountability, relationship building, creative recruitment, retention and promotion strategies and a plan for implementation and measurement.

What are we doing?

At Career Edge Organization, Aboriginal inclusion is viewed as a journey that will include lots of learning and sharing of best practices with our host organizations and partnering community agencies. We are currently working on streamlining our processes so that our host organizations would be able to hire Aboriginal interns through the paid internship programs we offer that are meant for recent graduates: Career Edge and Ability Edge.

In our quest for ongoing learning and understanding of Aboriginal inclusion in the workplace, I recently attended a Workshop titled “Mastering Aboriginal Inclusion”. The workshop was offered during the yearly conference called “Inclusion Works” organized by the Aboriginal Human Resource Council. Some of the critical areas that were covered in the workshop were understanding the business case for Aboriginal inclusion, the historical exclusion of Aboriginal people and how to increase an organization’s ability to recruit, retain and advance Aboriginal peoples.

In our journey so far, we have encountered some notable successes, including the three Aboriginal interns who were placed in one of the major Canadian banks within the last three months. We continue to see more of our host employers hiring Aboriginals through our paid internship programs. Our goal is to make our internships a viable medium for qualified recent Aboriginal graduates to establish their careers.

By Guest Blogger: Rizwan Abdul, Client Relations and Human Resources Manager, Career Edge Organization

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