Transcript 2008 State of the Company

Embracing Diversity
in the Workplace
What is Diversity?
• Ability to work with a diverse group of people to
enable them to reach the fullest potential
• Respects organizational objectives without
anyone being disadvantaged by irrelevant
considerations
• Recognizes, understands and acknowledges
individual differences, perspectives, working
styles, opinions, skill sets
• Implies by accommodating differing needs and
expectations that a fair employment system will
be achieved
Demographics: Visible Minorities
2006 Census
• Canada’s total population = 31,241,030
• Visible Minorities accounted for 16.2% of
Canada’s total population = 5,068,100
• The Visible Minority population increased 5
times faster than the growth rate of the
total population
• This trend is expected to continue well into
2017
• Growth in Visible Minority population due to
newcomers to Canada
Demographics Visible Minorities
(con’t.)
• Chinese and Blacks are respectively the
2nd and 3rd largest Visible Minority groups.
• 96% of Visible Minority population live in a
CMA
• More than half of the Visible Minority
workforce are concentrated in ON (54%),
BC (20%), QC (12%)
• Visible Minorities are younger than the
total population. 46.5% are at the working
age of 25-54.
Demographics Visible Minorities
(con’t.)
• By the year 2011, immigration will be the
sole source of net labour force growth,
and almost 90% of these immigrants will
be visible minorities
It is projected that by the year 2017:
• One Canadian in five could be a Visible
Minority person
• Half of the population in Toronto and
Vancouver may be Visible Minorities
Demographics: Aboriginal Peoples
• According to the 2006 Census Aboriginal
People are the fastest growing population in
Canada.
• Canada’s Aboriginal population grew by
45% between 1996 and 2006, nearly six
times faster than the non-Aboriginal
population’s growth of 8%.
• Almost half (48%) of the Aboriginal
population is 24 or younger. In the general
population, only 31% of people are 24 or
younger.
Demographics: Aboriginal Peoples
(con’t.)
• Over the last ten years:
• First Nations people grew by 45%. Métis people
grew by 91%. Inuit people grew by 26%.
• Moreover, Aboriginal people are better educated
than ever. In 2006, 44% of Aboriginal youth
graduated from high school, up from 39 % in the
mid-1980s. 19% hold a college diploma, 14% hold
trade certificates and 8% hold a university degree.
• Aboriginal participation in the trades is higher than
the national average and continues to grow. 14%
of Aboriginal people hold trade credentials, versus
about 11% for the general population.
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Total Workforce
Source: Adapted from Statistics Canada, 2006 Census of Canada
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Occupational Distribution
Visible Minorities
Occupational Distribution of Visible Minorities
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Occupational Distribution
Aboriginal Peoples
Occupational Distribution of Aboriginal Peoples
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Source: Adapted from Statistics Canada, 2006 Census of Canada
Common perceptions about Diversity
• Its about Women and Minorities
• It is just another passing business trend
• “I’m not prejudiced”
• It concerns human resources not line
managers
• The best way to deal with it is to just follow
laws and policies
• It is about treating everyone the same and
there will be no problem
• Talking about it only separates us further
Embracing Diversity in the Workplace
There is nowhere you can go
and only be with people who
are like you. Give it up!
Beatrice Johnson Reagon
Why Embrace Diversity?
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Work with Changing Demographics
Satisfy Federal Legislation
Prevent high turnover of talented employees
Avoid costs of litigation/out-of-court settlements
Improve services by capitalizing on employees’
capabilities and perspectives
Improve our ability to attract/retain the best talent
available
Enhance managerial skills/competencies
Improve morale and enhance performance
Create an inclusive environment
Discover new market niches
The Diversity Continuum
REPULSE
Aversion
Disgust
Loathsome
AVOID
Evade
Escape
Refrain
TOLERATE
Endure
Permit
Patience
ACCEPT
Welcome
Favorable
Adequate
APPRECIATE
Understand
Recognize
Value
Where does your organization fit in?
Source: Developing your Organization’s Business Case for Racism
Free Workplaces – KANATA Intercultural Consulting, 2007
Evolution of Organizational Diversity
Awareness and Action
Stage 5
Diversity is inherent in the culture
Gender, disability and color-blind
Stage 4
Diversity as “Moral Imperative”
Top-level commitment to valuing
diversity
Stage 3
Diversity as a competitive
weapon. Effort to recruit/retain
minorities
Stage 2
“We need to react”
Recognition of barriers minorities
face
Stage 1
Meet legal requirements
Diversity as a “problem”
Source: The Leadership Experience, by Richard L. Daft,
March 2004
Business Case For Diversity
• Capitalize on opportunities to
improve products & services
• Attract and utilize people
effectively
• Improve the quality of decisionmaking
• Reap the many benefits from being
perceived as a progressive
organization
What employees want?
• Respect and Dignity
• Involvement and Inclusion
• Personal choice, freedom, empowerment
• Pride in one’s work
• Recognition of accomplishments and
competence
• Physical and Fiscal wellness
• Lifestyle quality – Work/life Balance
What Management can provide?
• Strengthen existing supports – encourage creativity
in your teams/groups
• Delegate responsibly & Engage
• Challenge ignorance & misperceptions
• Facilitate a climate of supportive communication
• Listen to your employees ideas, concerns and
actively problem solve with them
• Foster and encourage teamwork and collaboration
• Embrace diversity in your workgroup
• Ask questions and seek the answers
Strategies to reduce
cross-cultural barriers
• Gain a thorough understanding of your own
culture
• Realize that there are more differences within
cultures than between cultures
• Actively seek knowledge and information
• Demonstrate empathy and respect
• Face fears
• Ask questions
• Avoid making negative judgments
• Minimize cultural mistakes
• Be open and other-oriented
• Set a personal goal to become culturally
competent
Stages of Personal Diversity Awareness
Integration
Multicultural attitude – enables one to
integrate differences and adapt both
cognitively and behaviorally
Adaptation
•Able to empathize with those of other
cultures
•Able to shift from one cultural perspective to
another
Acceptance
•Accepts behavioral differences and
underlying differences in values
•Recognizes validity of other ways of thinking
and perceiving the world
Minimizing Differences
•Hides or trivializes cultural differences
•Focuses on similarities among all
peoples
Defense
Perceives threat against one’s comfortable
worldview. Uses negative stereotyping
Assumes own culture superior
Lowest
Level of
Awareness
Source: The Leadership Experience by Richard L. Daft, March 2004
Highest
Level of
Awareness
Educate Yourself
Knowledge
Attitude
Communicate
Meaningful Acts
• Policies & Procedures
• Performance Management
System
• Targeted Selection
• Work Climate Survey
• Leadership Development
Programs
Danksche
Tak
Obrigada
Enkosi
Têniki
Shukria
Dobra fala
Thank You
Baie dankie
Kelebohile
Dhanyawaad
Hioy'oy
Meda w'asé
Grazie
Toda raba
Ngiyabonga
M goi
Salamat
Dhanyabad
Merci