Extracted from a larger global analysis that spans North America and Europe, this report aims to spotlight the urgent need for Canadian companies to advance their DE&I efforts and rectify pay equity disparities, fostering a more inclusive, productive, and forward-thinking corporate culture. The full report is available for free at StateOfWorkToday.com.

Key Findings:

1. 50 per cent of Canadian employees believe their company effectively implements DE&I policies, indicating a significant disconnect between policy and practice.
2. 72 per cent of the workforce weighs a company’s commitment to DE&I heavily in their job acceptance decisions, highlighting DE&I’s essential role in attracting talent.
3. A mere 38 per cent of Canadian employees feel their companies’ internal communications are unbiased and inclusive, underscoring the critical need for transparency and inclusivity in internal messaging to foster a culture of trust and belonging.
4. Furthermore, 46 per cent of Canadian employees report not feeling their voices are heard within the workplace, pointing to a significant area for improvement in communication and inclusivity.
5. 25 per cent of Canadian workers are actively looking for a new job outside the company.

Employees who perceive their workplace policies as not inclusive are twice as likely to actively seek new employment opportunities elsewhere. This statistic underscores the importance of not only establishing DE&I and pay equity policies but ensuring they are tangibly felt and beneficial to the workforce, impacting both employee satisfaction and retention significantly.

Tim Glowa, CEO and Founder of HRbrain.ai, asserts, “The insights from our comprehensive study serve as a clarion call for HR leaders and executives across the United States. The path forward involves a committed, actionable approach to DE&I and pay equity that transcends mere policy to affect real change within the organizational culture. HRbrain.ai stands ready to assist companies in navigating these challenges, leveraging our AI-powered solutions to foster a more equitable and inclusive work environment.”

The post HRbrain.ai Study Highlights Importance Of Diversity, Equity And Inclusion In Canadian Workplaces appeared first on Muskoka411.

Residents and organizations are invited to take part in one of two roundtable public forums on Wednesday, May 18, 2022 at 2:30 p.m. and 6 p.m. in the Programming Room at the Orillia Public Library. While not required, participants are encouraged to RSVP to jsurette@orillia.ca or by calling 705-325-4530 by May 13, 2022. The community can also provide written feedback through an online survey at orillia.ca/haveyoursay. The survey is open until 11:59 p.m. on Friday, May 27, 2022, and feedback will remain anonymous.

“Our people are our greatest asset. We are taking steps to garner input from Orillia residents, businesses and community organizations to better understand how, as a municipality, we can help Orillia be an even more welcoming, inclusive and accessible community for all,” said Mayor Steve Clarke. “While we are proud that our City has been recognized within the province for its giving, caring and philanthropic nature, we recognize there is more work to be done to ensure all of our residents feel welcome and celebrated. Please share your experiences and input through the anonymous survey or attend one of the community forums.”

In September 2021, Council directed staff to investigate the establishment of an Orillia Diversity Advisory Committee and provide recommendations on a structure to advance equity, diversity and inclusivity within the City of Orillia. The information gathered through this public consultation process will help inform recommendations to Council through further understanding of our community’s diverse needs and experiences. Staff anticipate bringing forward recommendations for Council’s consideration this June.

“We recognize the need to provide a forum to engage the diverse voices who call Orillia home in meaningful dialogue and an intentional approach to equitable programming and service delivery. To this end, the City is looking at how best to support our residents, particularly those facing discrimination, marginalization, racialization or other negative connotations,” said Jacqueline Surette, Manager of Culture.

For more information on this process or to RSVP, please contact Jacqueline Surette, Manager of Culture, at 705-325-4530 or jsurette@orillia.ca.

The post Have Your Say To Help Build A More Equitable, Diverse And Inclusive Orillia appeared first on Muskoka411.

The study, Three Inclusive Team Norms That Drive Success, surveyed 4,300 employees in countries around the globe and features data breakouts for 14 main countries by gender (and race or ethnicity where data are available). We found three specific inclusive team norms that boost key indicators of team success across a diverse set of populations and industries: promote expressions of difference; foster a team coaching climate; and codify fair team decision-making practices.

Catalyst researchers Sheila Brassel, PhD, Tara Van Bommel, PhD, and Kathrina Robotham, PhD, found that these norms – defined as informal expectations that dictate how we should and should not behave at work – drive team problem-solving, innovation, and citizenship, as well as individual work engagement and overall experiences of inclusion at work.

According to Dr. Brassel, “Right now we have an unprecedented opportunity to reimagine workplaces to be more inclusive for people of all genders and racial, ethnic, and cultural backgrounds. A critical component of these workplaces of the future lies in the way teams operate—not just how leaders and managers work, but how everyone on the team works together by exhibiting the three inclusive team norms our study highlights.”

The study encourages inclusive teams to cultivate their differences while striving together by:

1. Promoting expressions of difference by encouraging perspectives that may counter the status quo and/or the team leader; challenging either/or thinking; and seeking everyone’s perspectives when problem-solving.
2. Fostering a team coaching climate that makes team coaching a goal tied to performance reviews; acknowledges that mistakes are inevitable and a critical component of growth and learning; and encourages and respects the qualities that make each team member unique.
3. And codifying fair team decision-making practices by developing a set of clear, written guidelines for team decision-making; keeping an eye on equity by prioritizing fairness and consistency; and communicating with transparency.

The report also notes that leaders and team members who are building inclusive teams in hybrid workplaces should implement a remote-first approach – with policies and practices developed to include their colleagues working from different locations or schedules. This enables the team to establish communications practices and processes, including written records, to encourage better collaboration.

“Companies and teams who value inclusive team norms are best prepared to address workplace inequities in the future of work,” said Catalyst President and CEO Lorraine Hariton. “These data represent an opportunity for companies to improve innovation, productivity, and employee engagement.”

SOURCE Catalyst

The post Only 31% Of Employees Experience Inclusive Team Norms At Work appeared first on Muskoka411.

Sula Levesque will join Georgian as the college’s inaugural Director of Equity, Diversity and Inclusion (EDI) on Oct. 4. She’s a recognized senior leader in postsecondary education with extensive experience in EDI.

The post Georgian College Welcomes Sula Levesque As Director Of Equity, Diversity And Inclusion appeared first on Muskoka411.