Gender Diversity: Advancing Women in Leadership

Gender Diversity: Advancing Women in Leadership Gender diversity in the workplace is becoming a major factor in many ways; not only does it help new employees determine whether or not they want to work for the organization in question, but there are several other positive effects that organizations can take advantage of if they make gender diversity in the workplace a priority. Gender Diversity in the Workplace: there are 3 Ways to Be Inclusive, join us to learn more…. Thinking outside of the box, gender diversity in the workplace can be addressed by unique and interesting tools, like Workplace by Facebook’s bots, chat, and live video features. Having trouble with gender diversity in your workplace? Not sure how Workplace by Facebook can help solve this common problem? Read along to see how and why your organization should put an emphasis on gender diversity in your workplace today, and how Workplace by Facebook’s unique features are able to help you take the first steps towards a more diverse workforce. Or, join us to learn more! Let’s Talk About Gender Diversity in the Workplace – What Is It? Why is it Necessary? Simply put, gender diversity is the equitable or fair representation of people of different genders within your organization. But gender diversity in the workplace isn’t just about having the right mix of males and females in your organization. You need to look at the bigger picture. Below, let’s look at some key questions to ask yourself: Does your organization provide a safe environment for women, transgender, or non-binary individuals that you hire? Do you have a strong anti-bullying and anti-harassment policy in place? Is there any unconscious bias in the way that your organizational processes and systems are set up? Is the balance of power in your organization equal – is there sufficient gender diversity on your executive team, on your board(s), and in management roles? Simply hiring women, transgender, or non-binary people into your workplace isn’t enough. To reap the many benefits of gender diversity, you need to empower those workers to not only reach but exceed their full potential! diversityconference@23 No Comments October 14, 2023

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Workshops: Modern Diversity Training Courses with Best Leaders

Workshops: Modern Diversity Training Courses with Best Leaders Inclusion and diversity training is one tactical component of a D & I strategy. Training provides the knowledge, skills and tools in gaining critical knowledge and skills. This is important for creating and sustaining change that fosters a more creative, inclusive, respectful and productive workforce and workplace. Inclusion and diversity training must be flexible to meet the demands and schedules of today’s active working environments. Centre for Intellectual Excellence offers various training products that are flexible in their delivery and duration. So, no matter where your organization and skill gaps are…our training solutions will not only help you close those gaps but will also transform your workplace. It is important that diverstiy and inclusion are practiced in every aspect of our life — starting with the workplace. Whether your workers are part of the LGBTQ community, belong to minority groups due to their gender or ethnicity, or are significantly older or younger than the majority in the office, it is just as important for them to be included and accepted in the day-to-day workplace for their personal successes and those of the organization. But why exactly is a strong D&I program something to embrace and emphasize? Employee Engagement: If you want workers to be excited about and actively involved in where they work, a strong diversity and inclusion program can instill a passion that’s contagious and shared throughout the company. Within ADP, business resource groups (BRGs) allow the company to tap into the energy of passionate and engaged employees marrying technology with interoffice communication. BRGs inform employers and employees with newsletters, videos and upcoming meetings and events. Tools like this can enhance employee engagement, which also contributes to enhancing discretionary efforts company-wide. Company Confidence: The importance of having a culture that embraces diversity and inclusion plays a huge role in the overarching confidence of the company. This allows for a larger platform for innovation, creativity and a variety of perspectives that will leave your employees feeling like they are in a safe place to be themselves and produce their best work. Having this momentum present in the office also improves employees’ wellbeing and enhances how they feel toward the company overall. Attracting Talent: Diversity and inclusion programs build up their people from the inside out, and foster an environment that is more attractive for prospective employees. A higher caliber of industry professionals will want to join a company that strives to provide a comfortable, supportive, and inspiring atmosphere where people of different ethnicities, genders and sexual orientations can flourish. Choosing Respectful Behaviors for all Employees Choosing Respect in the Workplace™ Inclusion & Diversity Training for Executives Executive Briefing Inclusion & Diversity Training for Supervisors & Managers Building Inclusive Teams™ Leveraging Diversity and Inclusion for Engagement & Innovation™ Charting Your Course Diversity & Inclusion Knowledge Map™ Inclusion & Diversity Training for Customer Service Providing Outstanding Service Across Cultures™ Inclusion & Diversity Training for HealthCare Creating Inclusive and Culturally Competent Teams HealthCare IMPACT Roadmap™ Inclusion, Cultural Competency and You™ (training-in-a-box tool kit) HealthCare Xpress™ (training-in-a-box tool kit) PRISM’s Unconscious Bias Training The Elephant We Can’t See™ Workshop Diversity, Inclusion & You (Healthcare e-learning) Creating More Effective ERGs & Diversity Councils Inclusion & Diversity Training for Recruiters Inclusive Recruiting & Selection™ Inclusion & Diversity Training for Multicultural & Multilingual Workplace Increasing Cultural Competencies to Drive Business Results™ Inclusion & Diversity Training for All Employees Unconscious Bias Training Can We Talk?™ series Diversity and Inclusion Means YOU!™ Cross Cultural Xpress™ Diversity Xpress™ Exploring Dimensions of Diversity Learning Modules™ All Hands On Deck Inclusion Knowledge Map™ Diversity Discussion Starters™ Special Events, Programs, Celebrations & Presentations Inclusion & Diversity Training for ERGs & Diversity Councils Creating More Effective ERGs & Diversity Councils Diversity eLearning & Blended Learning Diversity eLearning & Blended Learning diversityconference@23 No Comments October 14, 2023

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To remain competitive, companies need to embrace cultural change

To remain competitive, companies need to embrace cultural change Senior vice-president, Human Resources, RSA Canada. Over the past two decades, we’ve witnessed a radical cultural shift in workplaces across Canada. With a shrinking labour force and an increased desire for flexibility, many organizations are realizing they have to adapt and focus more on employees’ diverse needs in order to attract and retain the best talent. The very face of today’s work force is changing. There are more than 12 million millennials in Canada, and one of their primary motivations is flexibility – from where, when and how they work, to the digital and social tools they expect to utilize in the workplace. To remain competitive, companies have to commit to adjusting organizational cultures, processes and systems to accommodate the expectations of this dynamic cohort and other generations in the workplace. Embrace change at any age While some technology giants and the startup world are known for their flexible corporate culture and workplace perks, much of the corporate world has, perhaps unsurprisingly, lagged behind. I work for one of the oldest insurers in Canada, a place you might expect to be “lagging behind” in terms of a forward-thinking workplace culture. I get the preconceived notions. Flexible, agile, digitally savvy – these aren’t words you would necessarily associate with a 300-year-old legacy insurance company. But a couple of years ago, we recognized a need to change the way we operate and take a more pro-active approach to addressing factors affecting our business: from digital literacy to employee engagement. We also recognized that this evolution was not going to take the form of an overnight cultural makeover. Embracing digital innovation was essential for us to stay ahead in a competitive landscape, as well as meet our employees’ and brokers’ expectations. And a cultural disruption – refocusing our workplace culture to address our changing and diverse employees’ priorities – was crucial for attracting and retaining the best talent in Canada. So how did we do it? Catering to the next generation of leadership We began to implement this cultural shift by first identifying a number of priorities for RSA employees – specifically the increasing number of millennials within the company’s work force, and who we know will make up 75 per cent of Canada’s work force by 2024. These priorities included a flexible work environment, an increased use of digital communications tools, and the need to work in a collaborative framework in order to build a fulfilling career. Knowing this, we started thinking of ways to implement changes that would directly address our employees’ feedback and meet the needs of our diverse work force. One of the first things we realized was that only 65 per cent of the desk space at our downtown head office was being used at any given time. This insight was key to kicking off what we call the “Better Ways of Working” or “BWOW’ campaign. We consolidated our downtown head office to two floors from four, and invested the money saved into other areas of the business, including expanding our digital capabilities with significant investments in technology. We decided on an open-concept workspace, removing the barriers that separate typical corporate hierarchy – even for our C-Suite – to increase efficiency and collaboration, and introduced a variety of agile workstations so employees could choose the set-up that best suited the work they needed to do. Perhaps most importantly, we encouraged our employees and our leaders to swap “office attendance” for new behaviours; including paying attention to e-mail and meeting etiquette, and communicating via digital platforms. Our goal was to empower our employees to determine how they could best complete their work, and also reinforce that their performance would be measured on the work they produced, not the number of hours they spent at their desk. We also introduced a number of new digital communication platforms such as Skype, Yammer and WebEx, to make it easier for our employees to connect, collaborate and do business. This enabled us to keep pace with shifts and developments in technology, and also meet our employees’ and customers’ expectations for a digitally forward workplace. Lead by example Change is always scary – especially when it involves introducing new concepts and ideas to how we do business. We faced initial skepticism and push-back with some initiatives; now, almost a year into the program, we’re already seeing the signs of a high-performing talent base that’s more agile and receptive to change. Across the board, our employees have expressed that they’ve seen a significant improvement in the way they collaborate with colleagues. Most importantly, we saw first-hand how cultural changes must begin at the top: for executives and senior leadership, role modelling the behaviour they want to see is crucial. When our C-Suite and executives began to fully embrace the changes, they not only realized the benefits of the initiatives for their business outcomes – reducing meeting time and faster decision-making, to name a few – but their willingness to be innovative funnelled down to employees at every level. No matter how many years of experience a company has under its belt, or how reluctant to change it might seem, it must always continue to learn and embrace what it means to be successful. For RSA Canada, this meant changing our culture into one that fosters collaboration, and altering our work environment into one that is agile – with the ultimate goal of making life better for our brokers and customers. Executives, educators and human resources experts contribute to the ongoing Leadership Lab series. diversityconference@23 1 October 17, 2023

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