OTTAWA (ON), September 29, 2022 /CNW/ – Equity, diversity and inclusion are fundamental to from Canada economy, today and tomorrow. When senior executives reflect from Canada diversity, businesses and organizations of all sizes benefit. The government of Canada believes that the company Canada should look like Canada and that bringing broader perspectives and talent to decision-making bodies is essential to building a stronger and more resilient economy.
Today, the Honorable François-Philip Champagne, Minister of Innovation, Science and Industry, launched What Works Toolkit, an extensive online resource designed for Canadian organizations looking to adopt best practices in equity and diversity. The toolkit was created in partnership with KPMG in Canada and is hosted online by the Diversity Institute, one of five ecosystem partners supporting the 50–30 Challenge.
The What Works Toolkit provides actionable actions, best practices and evidence-based strategic workplace approaches for recruiting, mentoring, promoting and retaining diverse staff. It also includes anti-racism and anti-harassment activities and initiatives and provides examples of successful diversity plans that can be replicated to help organizations achieve their diversity goals.
In addition to supporting this new resource, the five challenge ecosystem partners are actively developing various materials to help participants achieve the goals of the challenge, such as awareness and events, diversity programs, trainings, plans of action and general advice. These additional resources will become available over the coming months.
Quotation
“Diverse teams benefit our economy and make good business sense. With this toolkit, companies and organizations will be better equipped to achieve their goals and get closer to that 50-30 goal. Canada is a diverse country, and everyone should have a chance to have their voice heard at the decision-making table. »
– The Honorable François-Philip ChampagneMinister of Innovation, Science and Industry
“If organizations follow the best practices we’ve helped our clients adopt over the years, they can truly achieve real change in their corporate culture. In this toolkit, we focus on how the many facets of an organization must work together to achieve a culture of belonging and respect in the workplace that attracts diverse talent and eliminates systemic biases It is not enough to hire someone from an underrepresented group to achieve goals. This will not automatically improve an organization’s performance. The organization builds trust; dismantles systems of discrimination; educates, trains, coaches and mentors employees; creates a psychologically safe work environment; and embraces different styles and opinions.”
– Silvia Gonzalez-ZamoraPartner, People and Change, Management Consulting Services, KPMG in Canada
“There is evidence to suggest that diverse leadership helps organizations tap into new markets, attract the best and the brightest, drive innovation and performance, and reduce risk. Many Canadian companies are committed to increasing diverse leadership, but need support to implement a strategy and find diverse talent. The 50 – 30 Challenge is a world’s first voluntary pledge that the What Works Toolkit will help support with effective strategies for organizations across all sectors. This resource, along with tools provided by the Diversity Institute, including our Diversity Assessment Toolkit, Best Practices for Boards of Directors, Microaggression Micropedia, and support from other diversity partners. he 50 to 30 Challenge ecosystem (Colleges and Institutes Canada, Global Compact Network Canada, Women’s Economic Council and Egale) will help advance gender parity and increase diversity in leadership. »
– Wendy CukierAcademic Director of the Diversity Institute at the Ted Rogers School of Management
Fast facts
- Launched in December 2020The 50 – 30 Challenge is a voluntary commitment that Canadian businesses, non-profit organizations and post-secondary institutions can make to achieve gender parity (50%) and meaningful representation (30%) of deserving groups equity, including racialized groups. Indigenous peoples, people living with disabilities, and members of the LGBTQ2+ community — serving on boards of directors and in senior management positions.
- A contract to develop the What Works toolkit was awarded to KPMG in December 2021 after an open Request for Proposals (RFP). The RFP required applicants to have extensive experience in supporting diversity and inclusion change management initiatives, among other requirements, and applicants were evaluated by representatives from ISED, Women and Gender Equality Canada and the Department of Canadian Heritage.
- Studies have proven that more diverse teams are more likely to outperform non-diverse teams in profitability, revenue, and workplace productivity. Diverse boards and management teams are business-savvy by generating and fostering new perspectives, new ideas and creative solutions.
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For further information: Laurie Bouchard, Senior Manager, Communications, Office of the Minister of Innovation, Science and Industry, [email protected]; Media Relations: Innovation, Science and Economic Development Canada, [email protected]
