2010 conf ppt lana - qnet
TRANSCRIPT
Diversity SupportedLana Adeleye-Olusae
Senior Staff Development ConsultantManitoba Public Insurance
Lana Adeleye-Olusae, Senior Staff Development ConsultantManitoba Public InsuranceLana Adeleye-Olusae is a certified human resource professional and certified management consultant working in MPI as a Staff Development and Change Services Consultant. He is passionate about workplace diversity, personal and community capacity development, transition and career coaching and development of workforce intermediary network in support of economic integration of newcomers.
Contents
• Designated Groups’ Representation• Business Case for a Diversified Workforce• MPI Workforce Diversification• Strategies and Options for Workforce
Diversification • Personal Experience
Designated Groups’ Representation (2006 Census)
Manitoba Winnipeg# % # %
Total Population 1,148,401 694,668Women 585,125 51 357,205 51
Immigrants 151,230 13 121,255 17Visible Minorities 109,095 9 102,940 15
Aboriginals 175,395 15 68,385 10Persons with Disabilities
169,170 15 Not Available
Visible Minorities Statistics• 200 distinct ethnic groups• 16.2% of Canada’s population• 11.2% of all Canadian managers• 5.2 % of senior managers in large Canadian
companiesSources: Statistics Canada
Visible Minorities Statistics (contd)
• 24% of foreign-educated immigrants in Canada who worked in occupations that match their qualifications; compared to 62% of Canadian-born and educated professionals
• 52% of Canadian employers don’t have a diversity program
Sources: Statistics Canada
Business Case for a Diversified Workforce
• Looming high performing talent shortage. • The market is changing• Globalization• The bottom-line evidence
Business Case for a Diversified Workforce (contd)
D (Diversity) + I (Inclusion) = $ (Profitability)• Abercrombie & Fitch - Increased minority customer base• Terex Corp. - Competed successfully in China, India,
Brazil & Russia• Campbell Soup Company - Increased employee
engagement • Burger King Corp. – Best possible solution for legal
problems• Microsoft - Retooled game controller for Japanese
market• DuPont – Made inroads into Hispanic populations
Business Case for a Diversified Workforce (contd)
• Discovering different views • Thinking the unthinkable• Looking for angles that otherwise you would
never see.
- Antonio M. Perez, Chairman & CEO of Eastman Kodak Co.
Business Case for a Diversified Workforce (contd)
• Become a microcosm of the world you serve. • Success comes from understanding the
different cultures and customer needs. • Diversity of thought, representation and
culture should lead to inclusion. • Diversity is a business imperative. - Antonio M.
Perez, Chairman & CEO of Eastman Kodak Co.
MPI Workforce Diversification
Moving from Diversity Awareness to Inclusion as part of the way we do business– Strong acceptance and support from Executive Team– Acceptance by employees– Education of staff, communities and groups – Partnering with Communities and Groups – Agreements signed with Reaching Equality –
Employment Services (REES) and Assembly of Manitoba Chiefs (AMC)
– Diversity Coordinator position
MPI Workforce Diversification
Diversity Coordinator will:• develop a Diversity Strategy that aligns with our business needs
• create opportunities to get involved in various communities
• provide educational opportunities on diversity
MPI Workforce Diversification (contd)
• High School Summer Internship• One-year Professional Internship • Trade Trainee Program• Estimator-trainee Program• International Students Exchange Program
MPI Workforce Diversification (contd)
• Aboriginal Cultural Awareness Training• Diversity Week Celebration• Lunch and Learn Programs• Fundraising for various charities
MPI Workforce Diversification (contd)
• Work in collaboration with:– Apprenticeship Board of Manitoba– Red River College– Reaching Equality – Employment Services (REES)– Aboriginal Groups– All Universities in Manitoba– Employment Solutions for Immigrant Youth – Various Winnipeg High Schools– Urban Circle Training Centre
MPI Workforce Diversification (contd)
• Accommodations for people with disabilities:– Motor vehicle injuries– Return from an extended sick leave– Chronic and longer term health issues
• Accommodations may include:– Graduated return to work programs – Special equipment ( a special chair or back support or a
job redesign, a modified or ergonomic workstation)– Workstation adjustments for wheelchairs and scooters
MPI Workforce Diversification (contd)
• Accommodations may include:– flexible start times to accommodate Handi Transit– reduced hours/work days (temporarily or more longer
term)– moving to a different location – moving to a different job to accommodate restrictions
(temporarily/permanent)– educational sessions for co-workers related to service
animals – buddy system for emergencies (fire drills or evacuations)
MPI Workforce Diversification (contd)
Strategies and Options for Workforce Diversification
• Recognize differences and build effective communities out of these differences and potential conflicts, not despite them.
• Be respectful of gender, religion, race, language, culture, ability, sexual orientation and other factors
Strategies and Options for Workforce Diversification (contd)
• Move beyond “intellectual diversity”, diversity awareness to a culture of intentional inclusion:– Teach people the skills necessary to manage differences
in gender, race, or physical abilities.– Align the diversity and inclusion strategy with the
organization’s overall vision. – Seed entry-level executive positions with a diverse pool – Encourage mentoring across the workforce. – Expose new talent to the broadest array of company
experiences as quickly as possible
Work Exposure Programs:• Term Positions• Internship Opportunities• Summer School Opportunities
Strategies and Options for Workforce Diversification (contd)
Diversity Coordinator (stand alone or as part of an HR Consultant/ Generalist role):
• Relationship with organizations working with the four designated groups
• Participation in activities of the four designated groups• Diversity Awareness Workshop for staff • Participation in career and job fairs
Strategies and Options for Workforce Diversification (contd)
Personal Experience
• Prior to coming to Canada – Academic Qualification + Work Experience
• No interview opportunities - HR Admin. Clerk• HR Diploma in University of Winnipeg• Only 3 firms willing to interview• MPI gave me a chance
Newcomer/Designated Groups’Expectations
• To be given a chance to demonstrate their competencies during selection process through various assessments and on the job
• To be accepted and acknowledged as people who developed competencies in or from a different environment/ background not deficient
• To be supported to overcome identified gaps and disabilities
Lana Adeleye-OlusaeStaff Development & Change ServicesManitoba Public InsuranceE-Mail: [email protected]. #: 204.985.4364
Thank you
This presentation&
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