©2009 twi inc. all rights reserved. diversity, immigrants and the war for talent may 26, 2010...

©2009 TWI Inc. All rights reserved.

Diversity, Immigrants and the War for Talent

May 26, 2010Clarion Resort Pinewood Park

Presented by: Trevor WilsonGlobal Human Equity Strategist Author, Diversity at Work, The Business Case for Equity

2©2009 TWI Inc. All rights reserved.

Objectives

• Provide a context for the evolving state of diversity and immigrant settlement

• Outline the historical evolution of diversity over the past two decades

• Link diversity and immigrant settlement to the existing war for talent

© 2009 TWI Inc. All rights reserved.

Equality vs. Equity

Equality = sameness

When we treat people

equally, we ignore differences.

Equity = fairness

When we treat people equitably, we recognize differences.

Copyright 2007 TWI Inc. © pp. 16-17 of Diversity at Work


Diversity

“Acknowledging any difference that can impact on the fair or equitable treatment of people, such as gender, race, age, ethno-cultural background, sexual orientation, disability, religion, education, class, marital status, family status, etc...”


► Inclusiveness is about creating a climate where diversity is valued.

► In an inclusive environment each person is recognized and developed, and their talents are routinely tapped in to.

► In an inclusive organization people are valued because of, not in spite of, their differences.

► An inclusive environment is equitable for all.

Inclusiveness…

Source: Dr. Janet SmithFederal Taskforce on an Inclusive Public ServiceJan, 1999


North Bay: Welcoming Community Goal

To develop an inclusive and welcoming community: one that respects the cultural traditions of local immigrant groups, understands and values the contributions of immigrants in the community.


Create a Climate of Inclusiveness

Do we create a climate of Inclusiveness for students, parents, and community representatives at our board ?

A climate where people feel valued, respected, and included across all of their differences.

A place where talented people choose to live and work, a place where all citizens feel they have “a place at the organizational table” that matters.


Typical Client

% Feeder Group Eligible for Retirement 2003 - 2012

Available

Eligible for Retirement 2003 - 2012

Available

Executives Eligible for Retirement Senior Managers Eligible for Retirement


0

1,000,000

2,000,000

3,000,000

4,000,000

5,000,000

6,000,000

2001 2003 2005 2009

Demand forManagers

Cnd. Born GradsAvailable

Immigrants withDegrees

National Demand for Managers

Source: Statistics Canada


By 2015 there will be only two growing components of Canada’s labour force

CANADIAN LABOUR FORCE GROWTH

2.3

1.9

1.3

0.9

1.9

1.2

0.7

0.30.1

0.0

0.5

1.0

1.5

2.0

2.5

3.0

80-84 85-89 90-94 95-99 00-04 05-09 10-14 15-19 20-24

Forecast by TD Economics as at Sept. 2006Source: Statistics Canada

Forecast

Annualized per cent change


North Bay Age Demographics


0

20

40

60

80

100

120

140

160

180

72 74 76 78 80 82 84 86 88 90 92 94 96 98 00 02 04 06 08 10 12 14 16 18 20 22 24 26

0

20

40

60

80

100

120

140

160

180Per cent

Forecast by TD Economics; Source: Statistics Canada

PER CENT OF THE TOTAL CANADIAN POPULATION INCREASE ACCOUNTED FOR BY IMMIGRATION

Forecast

Per cent

Outlook: Population Growth from Immigration


Immigrants to Canada

0%10%20%30%40%50%60%70%80%90%

100%

1957 1967 1977 1997 2007

Africa

Asia

Caribb.

SA

USA

Europe

UK

Source –Stats Canada


North Bay – Visible Minority


The Business Case

3Inclusive and Equitable Organizations

5Compliance

1MovingBeyond Compliance

20Denial

The Equity Continuum© (1995 - 2008)

Source: Wilson, T. Diversity at Work: The Business Case for Equity, Toronto: John Wiley&Sons, 1996

Employers of Choice for All

4IntegratedDiversity

Employment Equity

Corporate Social Responsibility Diversity Inclusion Human Equity©

Human Rights


The Immigrant Settlement Business Case

► Attract and retain top talent in an environment of labour shortages

► Broaden the talent pool for recruiting new employees

► Better understand and respond to an increasingly diverse customer base

► Tap into new local markets; expand the customer base through improved cultural awareness and communications

► Achieve an competitive edge by engaging more effectively with diverse customers, clients, suppliers and partner companies globally


The North Bay Community Business Case

We are in the midst of a global economic transformation. While this transformation to a knowledge-or idea-driven creative economy has been underway for more than three decades, the current financial and economic maelstrom has accentuated its importance…We must harness the full creative potential of all citizens. We must broaden our talent base by drawing more broadly on the creative skills of our people and workforce. Openness to outsiders, newcomers, immigrants, minorities and gays and lesbians signals a community that is open to all types of people enabling that place to attract the best and brightest from around the world.

Ontario’s Opportunities in the Creative AgeThe Martin Prosperity Institute


Strengths

Heart

Attitude

Personality

Experience

Virtue

Shape “V”

Where do you naturally excel?

What do you love to do?

What are your character traits?

Do you “live” the organization’s values?

What is your unique life experience?

What is your attitude towards work?

What Shape Does Talent Take?


Past Present Future

Human EquityDiversityEquality

• Differences are ignored

• Treat people the same

• Focus on “fit”

• Differences are recognized

• Treat people equitably

• Focus on righting historical wrongs

• Differences are critical

• Focus on job/talent fit

• Play to the strengths

• Invest in your best

Assimilation Tolerance Inclusion

The Required Shift

Group focusedGroup focused Individual focused


Coca-Cola Ernst & Young The World Bank The Home Depot NASA Telus Oxfam International Consultants to The North American Trinity Group and the Federal

Task Force on an Inclusive Work Environment Moderators for the Canadian Diversity Roundtable Measurement Partners with BMO Financial Group for Canada’s

Best Diversity Employers

Clients:

Our Approach to leveraging human capital is based on the book, Diversity at Work: The Business Case for Equity.

Approach:

To create Human Equity™ strategies that maximize the diverse talents and experience of our clients’ total workforce.

Mission:

TWI Profile

©2009 twi inc. all rights reserved. diversity, immigrants and the war for talent may 26, 2010...

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