Presentation on theme: "Aboriginal Workplace Inclusion Learning System ~"— Presentation transcript:
1Aboriginal Workplace Inclusion Learning System ~ Products and Services Preview for
2The Presentation Today… About the Council ~ Working with YouThe Aboriginal Workplace Inclusion Learning SystemOur Workplace Inclusion Model – Basic ConceptsEngagement, Commitment & PartnershipWorkplace AssessmentProduct and Service SolutionsSummary - Helping Organizations Climb the Continuum
3Working with you…Product and service solutions in four areas of the workplacePeer learningClimbing the Inclusion ContinuumPractical steps
4Building an Inclusive Workplace The Inclusion Continuum…Inclusion embraced as the cultural normInclusion as a catalyst for growthInclusion nurtured as core competencyInclusion as a business imperativeInclusion as public relationsInclusion as forced complianceInclusion is not on the radar screenBuilding an Inclusive Workplace
5Example: Initiation Stage for the Human Resource Area of the Workplace Strategies, Practices and behaviours…Creative problem solving used in HR area to develop innovative solutions to Aboriginal credential and skills barriersBehavioursHR area works with colleges or universities to develop Aboriginal job candidates with the right skills & credentialsPracticesInvestments made in bursaries to ensure Aboriginal students have resources to complete education attainments .StrategiesExample: Initiation Stage for the Human Resource Area of the Workplace
6Workplace Inclusion – Enterprise Wide… Policy Executive LevelBusiness CaseLeadership ImperativeOrganizational ImpactStrategic Division 2-3 year planning windowTargetsTimeframeRoles & ResponsibilitiesImplementationOperational Unit Manager Current YearHR StrategiesAdapt SpecificationsCommunicate Your requirementsReporting and MeasuringManage & support performance/delivery
7Characteristic of the Workplace Inclusion Learning System… Promotes Inter-cultural UnderstandingStep by step processInnovative Concepts/ToolsEnterprise-wide approachWorkplace Assessments & Benchmarked ProgressCommon Reporting SystemsFeedback LoopsProduct & Service SolutionsAccountabilityInclusion by DesignAn evolving program
8Workplace Inclusion Learning System Step One - Engagement, Commitment and Partnership…Communicating the MessageAssessing Interest and NeedArticulating a Business CaseGetting CommitmentWorking together
9Communicating the Right Message… • Targeting the Right People and AudienceFinding the Champions within the organizationGetting the Leadership Buy-inCreating the right environment for Change
10Helping You Make the Business Case… Avoiding legal IssuesAddressing the skills gapCorporate Social ResponsibilityAboriginal people ~ new markets and partners
11Inclusion Principles Getting Leadership Buy-in… My organization values diversity.My organization is committed to establishing distinct goals, efficient policies, specific competencies and measureable reporting relating to workplace inclusion.My organization endorses Aboriginal inclusion and supports a workplace where all employees can succeed at every level.My organization can play a leadership role in championing the benefits of Aboriginal inclusion.My organization is committed to building partnerships with the Aboriginal community.
13Focus of the Assessment Tools What are workplaces doing to Help Aboriginal people to succeed in the workplace? Four examples…High incidence of diabetes among Aboriginal people. What are workplaces doing to encourage fitness and provide healthcare?Social characteristics of Aboriginal communities require that women need day care facilities if they are to work. What are workplaces doing to facilitate this?Some Aboriginal people lack credit/ banking history and financial literacy. How are workplaces helping Aboriginal people to become established & achieve financial security?Values alignment – Is there at least some workplace alignment with Aboriginal values, culture and worldview?
14Human Resource Stream - Sample Questions… Our organization sets and monitors specific goals set for Aboriginal hiring.A thorough business case has been developed by our organization to promote Aboriginal Inclusion in our work place.There is a strong alignment between our organization’s Aboriginal Inclusion Strategy (AIS) and our organization’s corporate social responsibility and/or environmental goals.Human ResourcesBusiness, Production, Operations, Procurement, R&DSales, Marketing, communications & Customer ServicesLeadership & Corporate Responsibility
15Leadership & CSR Stream - Sample Questions… Our organization has developed formal guidelines or a policy for diversity.Our organization’s leadership has identified “mission critical” positions for Aboriginal people to fill so that our workplace inclusion strategy can gain the traction we are looking to achieve.Our organization has established structures such as a foundation or community investment unit to make decisions on Aboriginal investments using a sound decision framework.Leadership & Corporate ResponsibilityBusiness, Production, Operations, Procurement, R&DSales, Marketing, communications & Customer ServicesHuman Resources
16Business, Production, Procurement Stream - Sample Questions… Our organization doesn't track whether it purchases from Aboriginal businesses.Our organization uses our business and partner network to identify potential Aboriginal suppliers.Our organization encourages Non-Aboriginal suppliers to partner with Aboriginal businesses in effort to give Aboriginal suppliers increased business opportunities.Business, Production, Operations, Procurement, R&DHuman ResourcesSales, Marketing, communications& Customer ServicesLeadership & Corporate Responsibility
17Communications, Marketing, Customer Services Stream - Sample Questions… Our organization consults with Aboriginal groups and or employees on ways to improve communication to support an inclusive environment.Our organization’s Code of Behaviour (formal or informal) insists that employees use language that is respectful, inclusive and free of stereotypes.Our organization stays abreast of Aboriginal current affairs by subscribing to Aboriginal print media such as newspapers or receives regular updates through electronic feeds.Sales, Marketing, communications & Customer ServicesBusiness, Production, Operations, Procurement, R&DHuman ResourcesLeadership & Corporate Responsibility
18How Does the scoring work? What does it Mean for organizations? Companies that adopt inclusion do so for a variety of reasons and are motivated by performance issues, external pressures or other reasons.Low score - your organization has a ways to go to develop the skills, practices and behaviours needed to realize the full benefits of an inclusive workplace.Lower mid-range - you are getting started and have successfully initiated some pivotal activities or practices which are achieving some results in some parts of your organization.Mid-range score - you are starting to attain new plateaus with inclusion, though related practices and behaviours are still not widespread throughout the workplace.Upper end score - you are starting to achieve success with some or your strategies and practices and beginning to embed these into your organization. Management and staff report positive impacts and performance on inclusive workplace practices.High score - you are a champion of inclusion and have established best practices, policies and strategies which make your workplace a highly rewarding place to work. As a result you are able to attract the best talent, giving you a competitive edge. Your organization continues to transform in many positive ways
19Translating Diagnostics into Action… Companies review their assessments and in collaboration with the council agree on the areas of the workplace that need to be addressed in the short, medium and long term.Companies are encouraged to use the council’s products/ services to climb the Inclusion Continuum using as a starting point the assessment scores.
20Workplace Inclusion Learning System… Step Three – Product and Service SolutionsStep by Step ApproachProduct ShelfOn-line /Instructor ledAnnual Executive/Management WorkshopsWorking togetherTitle page
21Strategies, Practices and Behaviours… The challenge for large organizations – public and private alike, is to adopt the suggested strategies, practices and behaviours which must be “mastered” at each level of the seven inclusion continuum, gradually embedding inclusion throughout the workplace.
22Aboriginal Awareness 101… Aboriginal Awareness 101: an Introduction12 Key Facts Every Manager Should Know about Canada's Aboriginal PeoplesBackgrounder: How to Speak, Write, Market to an Aboriginal AudiencesWorking with Aboriginal organizationsAn Introduction to the Inclusion ContinuumA Summary of Cultural DifferencesMyths and Misconceptions about Aboriginal PeopleWorking with Aboriginal Colleagues: Five GuidesProtocols with EldersThe Job Interview: Flashpoint in Cross-Cultural CommunicationWho Does What in Aboriginal Skills Development: a FactsheetShort Backgrounder on Aboriginal HistoryShort Backgrounder on Aboriginal GroupsGeneral content page
23CREATING AN ABORIGINAL POLICY FOR YOUR ORGANIZATION A complete program on how to create an Aboriginal policy, including samples of policies, a template for developing a policy, and best practices in corporate Aboriginal policies.
24Summary…The council’s Aboriginal Workplace Inclusion Learning System works with public or private organizations.Common reporting systems will encourage a more coordinated approach.Our learning system is unique – no one else in the world has developed this kind of empirical approach to address core issues which close the gap between Aboriginal and mainstream communities.Comprehensive and results oriented.An evolving program committed to continuous improvement.