One of Canada’s greatest accomplishments is our celebration of diversity. Our mix of cultures, traditions and practices is second to none. This being said, some workplaces still view things as “our way or the highway” and don’t create an environment that is conducive to different views, ideas and beliefs. This is a surefire recipe for high turnover. Canadian companies not only need to recognize multiculturalism, but embrace it and ensure they are actively supporting it. The following sites may help you do that.
Canadian employer case studies in embracing diversity
http://www.equalopportunity.on.ca/eng_g/themes/index.asp?page_id=4551&noredirect=1
This page is a collection of case studies put out by the Government of Ontario’s program “Gateway to Diversity.” It highlights successful Canadian companies that have embraced different diversity areas. From mutual respect policies to accommodating disabilities, this site gives a preview of some of the best programs out there. Some companies mentioned: Burger King, Canadian Tire, Loblaws and GE.
Coming to terms with diversity
http://www.shrm.org/hrmagazine/articles/1198digh.htm
This article from the Society for Human Resource Management discusses the four levels of diversity in which we all see the world. “Personality is at the center: the innately unique aspect that gives each of us our own particular style. The next layer includes internal dimensions of diversity over which we have little or no control, such as gender, age and race. The next layer, external dimensions, includes outside influences such as where you grew up or live now, whether you have children and your hobbies and other personal habits. The final layer, organizational dimensions, includes what department you are in, your level, seniority and worksite in the organization.”
Coca-Cola’s view on diversity
http://www.diversitydtg.com/articles/cokeseries.htm
This article by the Diversity Training Group is a three-part series looking in the window of Coca-Cola’s office to see how they’ve not only examined their own diverse workplace culture but undertaken initiatives to go to that next level. Also of interest is the “Major Myths of Diversity” section. One myth debunked is that diversity is HR’s problem. “Myth 2: Diversity is our Human Resource Department’s responsibility. No, it is my responsibility. Too many people tell me ‘that’s not my problem; our personnel people have to handle the diversity issues.’ Wrong. We all (employees, supervisors, managers) play a significant role.”
Religion in the workplace
http://www.tanenbaum.org/programs/diversity/survey2.asp
HR cannot afford to overlook the diversity of religions of employees. It is no longer acceptable to only address the classic Christian religious work holidays. This executive summary of a survey of HR professionals describes common workplace responses to various religious issues. It points out both the good — “Eighty-seven per cent of HR professionals surveyed believe managers do not stereotype employees based on faith. And 79 per cent believe employees do not stereotype each other,” and the bad — “Christian holidays are the only official ones in 99 per cent of workplaces. And only 25 per cent of respondents’ organizations permit holiday swapping,” such as working on a common holiday in exchange for taking time off on for one less recognized.
Seven common mistakes
http://www.nextstepmag.com//nsm/nsm/newsletter/article?a=81&n=7#
This article put out by Next Step, a magazine focusing on diversity, outlines the seven common mistakes that undermine corporate diversity programs. “Celebrating diversity, instead of taking action. Serving national dishes or sponsoring an ethnic celebration may contribute to inter-group understanding, but is no substitute for policies that promote equal opportunities for growth and advancement.”
Scott Stratten is a speaker, trainer and the creator of WorkYourLife.com. He can be reached at [email protected] or (905) 844-2818.
Canadian employer case studies in embracing diversity
http://www.equalopportunity.on.ca/eng_g/themes/index.asp?page_id=4551&noredirect=1
This page is a collection of case studies put out by the Government of Ontario’s program “Gateway to Diversity.” It highlights successful Canadian companies that have embraced different diversity areas. From mutual respect policies to accommodating disabilities, this site gives a preview of some of the best programs out there. Some companies mentioned: Burger King, Canadian Tire, Loblaws and GE.
Coming to terms with diversity
http://www.shrm.org/hrmagazine/articles/1198digh.htm
This article from the Society for Human Resource Management discusses the four levels of diversity in which we all see the world. “Personality is at the center: the innately unique aspect that gives each of us our own particular style. The next layer includes internal dimensions of diversity over which we have little or no control, such as gender, age and race. The next layer, external dimensions, includes outside influences such as where you grew up or live now, whether you have children and your hobbies and other personal habits. The final layer, organizational dimensions, includes what department you are in, your level, seniority and worksite in the organization.”
Coca-Cola’s view on diversity
http://www.diversitydtg.com/articles/cokeseries.htm
This article by the Diversity Training Group is a three-part series looking in the window of Coca-Cola’s office to see how they’ve not only examined their own diverse workplace culture but undertaken initiatives to go to that next level. Also of interest is the “Major Myths of Diversity” section. One myth debunked is that diversity is HR’s problem. “Myth 2: Diversity is our Human Resource Department’s responsibility. No, it is my responsibility. Too many people tell me ‘that’s not my problem; our personnel people have to handle the diversity issues.’ Wrong. We all (employees, supervisors, managers) play a significant role.”
Religion in the workplace
http://www.tanenbaum.org/programs/diversity/survey2.asp
HR cannot afford to overlook the diversity of religions of employees. It is no longer acceptable to only address the classic Christian religious work holidays. This executive summary of a survey of HR professionals describes common workplace responses to various religious issues. It points out both the good — “Eighty-seven per cent of HR professionals surveyed believe managers do not stereotype employees based on faith. And 79 per cent believe employees do not stereotype each other,” and the bad — “Christian holidays are the only official ones in 99 per cent of workplaces. And only 25 per cent of respondents’ organizations permit holiday swapping,” such as working on a common holiday in exchange for taking time off on for one less recognized.
Seven common mistakes
http://www.nextstepmag.com//nsm/nsm/newsletter/article?a=81&n=7#
This article put out by Next Step, a magazine focusing on diversity, outlines the seven common mistakes that undermine corporate diversity programs. “Celebrating diversity, instead of taking action. Serving national dishes or sponsoring an ethnic celebration may contribute to inter-group understanding, but is no substitute for policies that promote equal opportunities for growth and advancement.”
Scott Stratten is a speaker, trainer and the creator of WorkYourLife.com. He can be reached at [email protected] or (905) 844-2818.
