managing diversity in the canadian workplace

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Canadas workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canadas diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance. Facts indicative of the magnitude of Canadian workforce diversity: 1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada. 2.Two thirds of Canadas population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canadas population growth. 3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth. Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance. What our presentation will involve The groups presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization. The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools. The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance. Actions The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by Providing better information about important aspects of diversity making them aware of their rights and privileges Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society Help identify companies and inclusion practices that encourage and embrace diversity Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance



2. 2 3. 3 4. 4 5. 5 6. 6 7. 7 8. 8 9. 9 10. 10 11. Managing11In the Canadian workplace 12. DiversityThe differences along the dimensions of race,ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religiousbeliefs, political beliefs, or other ideologies.12 13. 13 14. 14Sorry I have to take that callSorry for the interruption Please bear with me 15. Phone conversation15 16. 16 17. Subject: Seminar on Managing Diversity in the Canadian workplaceTo: Laura HazHi Laura,As discussed, here are the details of the seminar:Title: "Managing Diversity in the Canadian Workplace"Date: Thursday, March 28th, 2013Time: 6.00 PMVenue: York University TEL Building Room 2104Speakers and Topics:Diversity and Law - Samuel AdjeiDiversity and Communication - Vivek DeenBenefits of Diversity - Roni DoradoThis could answer many of our queries about managing diversity. Lets meet atTim Hortons at 5.00 pm, for a coffee before the seminar.Please see the attachment.Regards,Syed JafferyAttachment: PosterE-mail17 18. March28th SEMINAR 6.00 PMManaging Diversity in the Canadian workplaceSpeakers: Samuel Adjei, Vivek Deen, Roni DoradoFree Entry: All are welcomeVenue: Room 2104, TEL Building, Keele Campus York UniversityFor Registration call: 416 736 XXXX or 19. Before the Diversity SeminarMeeting at TEL Building 20. Aviation HealthcareINNOVATIONConcepts from Aviation industryapplied to Healthcare lead toimprovement in patient Safety.20 21. SEMINARManaging Diversity inthe Canadian workplace21 22. Canadas Diversity-Legal and Policy Frameworks22 23. Legal and Policy Frameworks First Country to ratify the UNESCOConvention on Cultural Diversity: Legislative instruments:1.The Employment Equity Act (EEA) of 1986 and19952.The Federal Contractors Program (FCP)23 24. Continued Designated Groups:1.Women of any racial background2.Visible or racial minorities (Black, South Asian)3.Aboriginal people (Mtis and Inuit)4.People with disabilities24 25. Continued Agency Watchdogs1.Human Resources and Skills DevelopmentCanada (HRSDC)2.The Treasury board of Canada3.Human Rights Commission25 26. Legislative InstrumentsEmployment Equity Act of 1986 and 1995 Federal Contractors ProgramCrown Organizations with 100 +employees must institute EE programs formembers of the designated groupsPrivate companies with 100 + employeesand willing to do business with the Federalgovernment must also have EE programsRecord total number of members from thedesignated groups by sector, location,salary range, hires, promotion andterminationsNumerical representation reflective of therelevant labour marketThe Employment Equity Review Tribunal Create a workplace culture free ofharassment, and remove discriminationbarriers in decision making processFailure to follow this will result in a $50.000FineEnsure equality of results, wages, training,promotions and other benefits at work26 27. Implications to27 28. How Diversity affects Management inGhana28 29. Action Plan forFoundation Stones:DIRECTIONSTRATEGYPERSEVERANCESUCCESSFUL IEPMANAGER29 30. Improving Communication in a diverseworkplace30 31. The problem with communicationThe singlebiggest problemwithcommunication isthe illusion that ithas beenachieved.George Bernard Shaw31 32. My problems in communicating withmy boss!32 33. What can an do?Analyze the audience & learn how differentcultures receive and respond to flow of infoUse the Pyramid to plan your messageAvoid jargon , colloquialism and slang incorporate communication33Do not make assumptionsProvide early and ongoing trainingtointernational and local managers 34. Benefits of Diversity34 35. Diversity 36. Why accept ?Diversity 37. Challenges of Diversityat the Workplace for 38. Benefits of Diversityat the Workplace for 39. Benefits of Diversityat the Workplace for 40. Recommendation for 41. Take home points Legal framework Communication and Cultural barriers Importance of embracing diversity Hiring practices41 42. RecommendationsIEP Managers should Change their mindsets and attitudes to embracediversity Follow business and diversity laws andregulations Apply proper diversity and inclusion strategies Build synergy in teams Enhance workplace communication 43. Outcomes Improved management practices Increase productivity for the organization Enhanced creativity, innovation and problemsolving Employee satisfaction and retention Larger customer base Global competitive advantage 44. Thank you for being with us!REMEMBER While InALWAYS!MANAGEMENTGROUP 45. ReferencesAllaire, S. (n.d.). Managing diversity: A competitive advantage. HR pros. Retrievedfrom, (2008, June 17). HRSDC/2007 Employment Equity Act Annual Report -Diversity, a Source of Strength and Innovation, Marketwire, General interestperiodicals. Retrieved from NewsWire, (2005). Canadas Action to Become First Country to Ratify UNESCOConvention on Cultural Diversity Applauded by Canadas Cultural Sector. GeneralInterest Periodicals.45 46. ReferencesCanadas Top 100 Employers (2013). Canadas Best Diversity Employer. Retrieved from, J. (2005, January 24). Diversity in the Workplace: Benefits, challenges andsolutions. Ezine @rticles. Retrieved from,-Challenges-and-Solutions&id=11053Hiranandani, V. (2012, September 15). Diversity management in the Canadianworkplace: Towards an antiracism approach. Urban Studies Research. Retrievedfrom, V. (2004, Mar & April). The new face of work, 77.7, Canadian Business andEconomics, Toronto: Rogers Publishing Limited, p 37-42. Retrieved from, P. (2010). Taking action on diversity. The Canadian Manager, 35(1),17-18,3.Retrievedfrom 47. ReferencesNg, E. S. W., & Burke, R. J. (2010). A comparison of the legislated employment equityprogram, federal contractors program, and financial post 500 firms. CanadianJournal of Administrative Sciences, 27(3), 224. Retrieved from, K. (2003). Seven Ways to Better Communicate in Todays DiverseWorkplace Seven Tips for Communicating In Todays Diverse Workplace.Retrieved March 03, 2013 from, S. (2010, March 18). Diversity will change the face of the workplace. TheFinancial Post. Retrieved from 48. 48 49. Diversity Video, Enjoy!49