As the war for talent continues in the Canadian technology sector, employers are realising the critical importance of fostering a truly inclusive workplace culture.
In this blog, we'll explore practical strategies Canadian employers can implement to become more inclusive and attractive to a wider pool of top-tier candidates.
By embracing inclusive hiring and retention practices, you can not only strengthen your employer brand, but also drive innovation, boost employee engagement, and improve your bottom line!
So… let’s dive in.
Stats and Data
According to a study by Deloitte, companies with inclusive cultures are twice as likely to meet or exceed financial targets, eight times more likely to achieve better business outcomes, and 1.7 times more likely to be innovation leaders in their market… Pretty big stats!
A study by Glassdoor found that 67% of job seekers consider workplace diversity an important factor when evaluating job opportunities. This highlights the importance of inclusive practices in attracting and retaining top talent.
Companies with diverse management teams have 19% higher revenues due to innovation. However, visible minority directors only hold 10.2% of board seats among all CBCA corporations.
These disconnects highlight the need for Canadian employers to take a closer look at their DEI initiatives and ensure they are truly meeting the needs of a diverse workforce.
The growing emphasis on pay transparency is proving we can make great strides, with many Canadian tech companies are now disclosing gender pay gaps and implementing measures to close them, with Ontario, BC, and PEI all passing pay transparency bills.
(We discussed this recently with Mike Downey, Director of Total Rewards at Data Robot, in
our recent TechTalks Miniseries.)
So, what can you do to be more inclusive?
Conduct a Comprehensive DEI Audit: Begin by assessing the current state of diversity, equity, and inclusion within your organisation. This may involve reviewing your hiring practices, employee demographics, promotion rates, and workplace policies and procedures. Identify areas for improvement and develop a strategic plan to address them.
Implement Inclusive Hiring Practices: Ensure your job advertisements, interview processes, and candidate assessment methods are free from bias. Consider implementing blind resume screening, structured interviews, and skills-based assessments to level the playing field. Actively seek out diverse talent pools and partner with organisations that can help you reach underrepresented groups.
Foster a Sense of Belonging: Create a work environment where all employees feel valued, respected, and able to bring their authentic selves to work. This may involve offering diversity and inclusion training, establishing employee resource groups, and encouraging open dialogue about DEI-related issues.
Provide Equitable Career Development Opportunities: Ensure all employees have access to the same growth and advancement opportunities, regardless of their background or identity. Offer mentorship programs, leadership development initiatives, and clear pathways for career progression.
Our thoughts…
Being an inclusive employer is a business imperative. By implementing these strategies, Canadian employers can not only strengthen their employer brand and attract the talent they need, but also drive innovation, improve employee engagement, and ultimately… boost their bottom line.
The journey towards true inclusion requires a sustained, organisation-wide commitment, but the rewards of getting it right are so worth it.