Strategic Planning for Human Resources A Diversity Perspective

Strategic Planning for Human Resources: A Diversity Perspective A Canadian Association of Broadcasters Diversity Webinar Richard Cavanagh, Partner CONNECTUS Consulting Inc. November 27, 2008

Webinar focuses on a starter set of ideas. . . Ø Why a diverse workforce? Ø Key issues in strategic planning/HR/diversity: Ø Ø Recruiting Engaging Management Organizational Commitment Workplace Accommodation Ø Practical – and cost-effective – approaches to the issues Ø Key resources 2

Some background Ø Webinar material developed from a number of sources: Ø CAB – Joint Societal Issues Committee and Human Resources Committee Ø Current research/studies on diversity and human resources Ø Informal network of HR professionals 3

Why a diverse workforce? A number of compelling reasons to focus on Diversity and HR. . . 4

1) Canada’s Growing Diversity Ø Currently, Canada’s diversity looks like: Ø Ethnocultural Groups = 16 percent of Canadian population Ø Persons with Disabilities = 14 percent Ø Aboriginal Peoples = 5 percent Ø In 2011… Ø Ethnocultural Groups = 20 percent Ø Persons with Disabilities = 18 percent Ø Aboriginal Peoples = 7 percent 5

Canada’s Growing Diversity 6

Canada’s Growing Diversity Ø Diversity planning tends to focus on the four target groups identified in Employment Equity legislation, i. e. visible minorities, persons with disabilities, Aboriginal Peoples and women Ø Two observations: (i) broader, inclusive approach can include mature workers (50+) & LGBT and (ii) companies in smaller markets may “see” less diversity Ø But diversity is a reality in markets of all sizes 7

2) Legal & Regulatory Obligations Ø Legal and Regulatory Obligations: Employment Equity legislation for firms with over 100 employees Ø CRTC requirements & expectations – annual reporting by individual television broadcasters and by the CAB Ø Introduction of Radio Best Practices through the 2006 Review of Commercial Radio; approved in Public Notice 2007 -122 8

Legal & Regulatory Obligations Ø CRTC has high expectations about broadcasters’ diversity initiatives Ø Driven in large part by a much more diverse population (Section 3 of Broadcasting Act = reflection of multiracial & multicultural society; Task Force Report of 2004) Ø Most recent focus: Accessibility Proceeding (although it’s more about access to the system than about employment) 9

3) Realities of the labour force Ø Shortage of talent: approaching 3 million workers in the next 20 years Ø Talent drain to other countries – younger workers are increasingly mobile; increasing competition for talent Ø Higher expectations (driven by regulator and industry players) to recruit, hire & retain talent that reflects community diversity 10

4) The Business Case Ø 70 percent of Canadian population growth is due to immigration Ø Combined spending power of Chinese and South Asian consumers alone in Canada: $40 B* Ø From a Human Resource perspective, linking diversity strategy to corporate/business objectives makes sense Ø Diversity = a competitive edge * Source: Research Solutions Inc. 2008 11

The Business Case Equitable Employment Systems Client Commitment Employee Satisfaction Employee Commitment Client Satisfaction Superior Client Value Increased Revenues & Profitability “The Employee. Customer Satisfaction Chain” * *Source: Trevor Wilson Diversity at Work: The Business Case for Equity 12

Key Issues in Strategic Planning A review of diversity studies and on-going dialogue with HR professionals points to a number of persistent issues: Ø Issue 1 – Recruiting Ø Issue 2 – Engaging Management Ø Issue 3 – Organizational Commitment Ø Issue 4 – Accommodating Persons with Disabilities 13

Key Issue 1 – Recruiting for a Diverse Workforce Ø Getting started: defining diversity to meet your needs – and be realistic Ø Know your community: local demographics can shape your approach. . . find the best starting point & start early! Ø Links with educators: fundamental to know who’s who in the schools Ø Mentoring programs: have a strong track record of success 14

Recruiting: Practical & Cost-effective Suggestions Ø Creating a mission statement/guidelines Ø Get HS kids to come to you – and don’t forget the loot bags Ø Essay/art contest w/prizes and spin-off promotion Ø Leverage internal experience/diversity = role models Ø Link to local Diversity Days 15

Key Issue 2 – Engaging Management Ø Still a fundamental challenge in many organizations – and an outright barrier in others Ø Likely due to other priorities - such as the bottom line Ø Task is to link diversity to those priorities – to get management’s attention (and keep it) Ø “Strategic planning on a budget”. . . if you have one 16

Engaging Management: Practical & Cost-effective Suggestions Ø Getting started: assess existing business priorities, branding needs, other management focus – make the link Ø Tell the story – may be more important than the data Ø Can we link to existing CSR or community work? Ø Launch and create a cycle of feedback for a ‘Diversity Newsletter’ (= education) Ø Is there a champion in our midst? Ø Hold an internal Friday afternoon session with a diversity focus: people, food, beverages 17

Key Issue 3 – Organizational Commitment Ø Are we a company committed to diversity – what does it mean to us? Ø Assess the barriers. . . lack of interest, plain old hesitation or uncertainty. . . Ø Or maybe it’s just not fun! 18

Organizational Commitment: Practical & Cost-effective Suggestions Ø Again, A mission statement can help: how do we view our diversity as a company, what does it mean to us? Ø Tap an internal committee from all departments: branding & marketing, sales & promotion – ‘sub-contracting’ tasks can build commitment Ø Clearly identify a simple goal or two – and create strategic support for these Ø Recognize/build around existing celebration ‘months’: Black History, Asian, Disability, etc. Ø Company Diversity Day: food, culture, music – take over the building 19

Key Issue 4 – Accommodating Persons with Disabilities Ø Supreme Court decisions on transportation & CRTC Accessibility Proceeding elevate disability issues overall Ø A number of workplace accommodation issues persist – largely to infrastructure but also the unique elements of the broadcasting industry Ø These include lighting, steps, narrow confines, even decentralized locations (raising issues of transportation) 20

Accommodating Persons with Disabilities: Practical Suggestions Ø A number of different ways to approach issues of accommodation Ø Environmental scan Ø Consult with local disability community Ø Keep curb cut solutions in mind. . . accommodation often includes more people than those with disabilities (e. g. tight/ sharp corners) Ø Costs can vary widely, from assistive devices to renovation Ø Keep in mind that “reasonable accommodation” and “undue hardship” tests apply Ø Internal committee/external outreach are invaluable 21

Some thoughts on making mistakes (or fearing them. . . ) Ø Political and cultural mistakes are common in strategic planning for diversity Ø For example, Flag Day can mean civil war; Ethnic Food Day can offend; Celebrating our Diversity can leave out those with disabilities Ø Expectations can be too high (idealism rather than practical reality) – can take on too much; focus on the positive 22

Making mistakes (or fearing them): Practical Suggestions Ø In extremely diverse companies, recognize they are impossible to avoid Ø Deal with mistakes directly and across as many organizational layers as necessary Ø Ensure short term effects rather than long term – and decide if laughing off is workable Ø If there are resource implications, investigate beyond a stated reason 23

A lot of helpful information. . . from broadcasting, government and human resources. . . 24

CAB Diversity in Broadcasting Website 25

Other Media Resources. . . www. rtndacanada. com/Content. asp? Page. ID=2. 9 www. olmcm. org/section. php? Section. ID=11 www. diversitytoolkit. org. uk www. managementmarketing. unimelb. edu. au/mcib/Diversity. cfm 26

Government. . . Statistics Canada 2006 Census – Community Profiles http: //www 12. statcan. ca/english/census/Index. cfm Human Resources and Social Development Canada – Workplace Equity Overview http: //www. hrsdc. gc. ca/eng/lp/lo/lswe/we/information/overview. shtml 27

Regulatory. . . CRTC http: //www. crtc. gc. ca/eng/INFO_SHT/b 308. htm 28

Human Resources. . . http: //www. diversityintheworkplace. ca/ http: //www. twiinc. com/ 29

Accommodating Persons with Disabilities. . . http: //www. totb. ca/english/index. asp 30

A final thought. . . Diversity is the one true thing we have in common. Celebrate it everyday. - Anonymous 31

Your feedback is important! Ø This is the first CAB diversity webinar Ø A short survey will be circulated to participants to get your views on the content and presentation – please take a few minutes to complete and return Ø An audio recording of the webinar will be available shortly; details will be sent out very soon THANK YOU! 32