Diversity in the Workplace September 24, 25 & 26, 2008 Toronto

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Conference Agenda

Session 2:

1:15-1:55 -RECRUITING AND RETAINING A DIVERSE, WELL-QUALIFIED WORKFORCE
Andrea York, Partner & Co-chair of the Firm's Equity & Diversity Committee, Blake, Cassels & Graydon LLP

Recruiting from a diverse labour pool enables organizations to more effectively meet customer demands, increases market share and advances productivity, innovation and creativity. As global competition intensifies and the demand for specific skills increases, organizations will discover that to recruit, engage and retain talent, attention must be paid to creating a workplace environment where diversity is not only supported but embedded into the corporate culture.

- Attracting talent, keeping talent and responding to market opportunities
- How internal and external customer demands can and should drive recruitment and retention practices
- Building positive work environments that impact employee job satisfaction and productivity
- Instilling company policies and practices that invest in the success of all employees



1:55-2:35 -Strategic Hiring as Part of Your Diversity Plan
Alden E. Habacon, Manager of Diversity Initiatives, English Television Network, CBC Television

Ten years from now, the visible minority population in Canada is expected to grow to between 6 to 8.5 million people. The workforce will be driven by immigration. and workplaces like the CBC must keep up with the trend. From a strategic standpoint, it is not enough to simply reflect the people you serve; an organization must also be able to relate to them. As such, your organization must hire strategically as well as equitably.

- Ensuring the public broadcaster reflects the issues, perspectives, voices and values of the community in its content and its staff
- Using a four-pronged approach to go well beyond “equal opportunity” hiring criteria:
- Hiring
- Accountability
- Outreach
- Programming and content


3:15-3:30 NETWORKING BREAK

2:35-3:15 -Developing an Accountability Framework for Diversity
Jane Allen, Partner & Chief Diversity Officer, Deloitte & Touche LLP

The goal of a diversity program is to provide a work environment of inclusiveness for all its people. To this end, an organization's mandate is to be viewed as an employer of choice in order to enhance its ability to attract and retain the best and the brightest. This focus on diversity also positions a company to better serve the business community by ensuring that tomorrow's partners and leaders reflect the communities they serve. This presentation will outline how to develop a framework around diversity.

- Making diversity a strategic priority
- Increasing levels of inclusionary behaviour
- Developing mentoring/networking programs
- Strengthening and expanding career management systems and processes


3:30-4:10 -BREAKING THE LAW: GOING BEYOND WHAT IS LEGALLY REQUIRED
Michael Bach, National Director of Diversity, Inclusion and Equity, KPMG LLP (Canada)

Though not legally required to incorporate diversity initiatives into their HR programs, forward looking organizations realize that it is in their best interest to do so. One key way to strengthen your organization is through embracing diversity by building a workforce that reflects the people it serves. This presentation will examine diversity initiatives and the business case designed to support the program.

- Identifying your organization’s reasons, both cultural and economical, for going beyond what is required by law
- Creating a business case incorporating monetary and social profits
- Strategies to leverage equity with internal and external stakeholders and to be recognized as leaders in diversity and equity
- Plans to move forward and make diversity and equity a reality


4:10-4:50 -Retention Strategies for a Global Organization
Philip Berry, Vice-President, Global Initiatives, Colgate-Palmolive Co.

As demographics have proven, the nature of today’s workplace is such that the demands of a full and balanced life must be respected and responded to by an organization. In order to remain globally competitive, companies must now work to create programs, policies and practices that reflect the diversity of all employees’ lifestyles and personal expectations. This presentation will share key components of retention strategies for a global organization.

- Strategic approaches to retaining the diverse talent needed to accomplish key business objectives
- How does an organization create one image to retain employees around the world, while respecting cultural nuances?
-Developing relationships that are long-lasting and far-reaching