When we blogged about Remembrance Day last year, we had no idea that almost a full year later this issue would continue to be a contentious topic among employers, workers, war veterans and average citizens alike. But our blog stats show that this post remains one of our most visited pages to date – evidence that the topic is still hot.
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Lest we forget.
Contrary to widespread folklore, typical modern-day vampires are not the blood-sucking villains they are sometimes portrayed to be in mainstream media. In fact, rather than lurking the streets at night in search of innocent victims, vampires today are productive, contributing members of society. Read More
Last September we announced our upcoming panel session at the 2011 Recruitment Innovation Summit. The conference took place this past week and, not surprisingly, was a great success for the Human Resources Networking Group (HRNG) who hosted the event, attended by hundreds of senior level recruitment and HR professionals from organizations across Canada.
Career Edge Organization was one of a handful of exhibitors, representing the only not-for-profit, diverse talent solution there.
In addition to our booth, Career Edge Organization hosted a break-out session, Global Markets, World Class Talent, which featured a diverse panel of employers who spoke about their successes and challenges in hiring internationally qualified professionals.
Attendees were highly engaged, actively participating in the Q&A following the panel discussion. Many joined us at our booth during the networking reception that followed.
Here is what our panellists had to say during the session:
“We serve over 150 ethnicities within our hospital doors; [there is no] better way to provide culturally competent care than to have health professionals that reflect the patients that walk in the door.”
Kate Wilson
Manager, Corporate Staffing Strategies, St. Michael’s Hospital“We have an imperative as a government to ensure we are serving [our] communities in a manner that is equitable and which takes into consideration the diversity of its people… There is a commitment to both equity and diversity by the City of Toronto both as a service provider but also as an employer.”
Uzma Shakir
Director, Equity, Diversity & Human Rights, City of Toronto“We seek to leverage diversity as we reach out to cultural markets within cities like Toronto; leveraging the knowledge and the experience of internationally educated professionals is critical in doing so.”
Blair Crichlow
Manager, Diversity Recruitment, RBC“[Diversity] is not something we’re striving towards, it’s the basis and foundation of our business. We simply could not exist or compete internationally without internationally educated and qualified professionals”
Peter Kelk
President, George Kelk Corporation
Coinciding with National Disability Employment Awareness Month (October, for both US and Canada), I attended a conference earlier this week to listen to Rona Maynard (author, speaker and former editor-in-chief of Chatelaine) speak to employers about “the healing power of work,” and working with employees who have mental health disabilities.
The True Cost of Workplace Mental Health was the 4th annual conference held by Business Takes Action (BTA), a program of Canadian Manufacturers & Exporters (CME) funded by the government of Ontario.
Rona Maynard who herself has battled with depression and was widely known as a voice to Canadian women (and men) during her reign at Chatelaine, was an ideal choice for keynote speaker, as she had also encountered under her leadership employees with mental illnesses such as severe depression. She candidly shared her successes and failures, as well as things she wished that she – as an employer – had done differently.
One of the things Rona touched upon was managing an employee’s return to work. This needs to be taken into consideration with any employee returning to work after any leave of absence due to illness, maternity leave, etc. But it is especially important when mental health is involved simply because of the stigma that still exists around illnesses such as depression.
If handled well, an employee’s return-to-work following illness could be a great success. Many organizations have written policies on how to handle this but even those with the best of intentions can sometimes miss the mark when it comes to reintegrating the employee into the team. Here are 5 tips for reintegrating employees with disabilities – mental, physical or any kind!
Earlier this year, Environics Research Group conducted a Client Satisfaction Survey on our behalf. The results were overhwhelmingly positive, and though it’s seldom that we toot our own horns, we thought it’d be ok to make an exception just this once: Toot, toot!
Here are some highlights from the results:
If you work with CEO and want to make your voice heard, let us know – why do you choose CEO?
