Embracing Diversity in the Workplace

1. Embracing Diversity in the Workplace

2. 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

3. 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

4. DemographicsVisible 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.

5. DemographicsVisible 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

6. 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.

7. 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.

8. Occupational Distribution Visible Minorities

9. Occupational Distribution Aboriginal Peoples

10. 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

11. 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

12. Why Embrace Diversity? • 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

13. The Diversity Continuum APPRECIATEUnderstand Recognize Value ACCEPT Welcome Favorable Adequate TOLERATE Endure Permit Patience AVOID Evade Escape Refrain REPULSE Aversion Disgust Loathsome

14. Where does your organization fit in? Source: Developing your Organization’s Business Case for Racism Free Workplaces – KANATA Intercultural Consulting, 2007

15. 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

16. Business Case For Diversity • Capitalize on opportunities to improve products & services • Attract and utilize people effectively • Improve the quality of decision-making • Reap the many benefits from being perceived as a progressive organization

17. 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

18. 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

19. 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

20. Stages of Personal Diversity Awareness Integration Multicultural attitude – enables one to integrate differences and adapt both cognitively and behaviorally Highest Level of Awareness • 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

21. Educate Yourself Knowledge Attitude Communicate

22. Meaningful Acts • Policies & Procedures • Performance Management System • Targeted Selection • Work Climate Survey • Leadership Development Programs

23. Danksche Tak Obrigada Têniki Enkosi Shukria Dobra fala Thank You Salamat Baie dankie Kelebohile Hioy'oy Grazie Dhanyawaad Toda raba Ngiyabonga M goi Dhanyabad Meda w'asé Merci