Commissioned by PCPI in conjunction with the 2007 IEP Conference Report on Strategic Workforce Planning and IEPs: An Employer Perspective It is my pleasure to share the results It has always been my dream to align the conference with researcy So in appreciate the support of CIC mCI Commissioned by PCPI in conjunction with the 2007 IEP Conference Rhonda Singer, CEO October 19, 2007

Why This Conference Why This Research Connecting IEPs to the system in their chosen career while Raising awareness of the benefits of hiring from this important talent pool Since the beginng when we started in 2002 it has been about connecting this issue of IEPS into the workforce raising the issue to the business community as this conference is an economic delopemnt initiative … the sytem is all the key stakeholders in the sector of choice

The Missing Piece of the Puzzle Strategic Workforce Planning in relation to the employment of IEPs is an underdeveloped, oftentimes missing area of research Results  4 Major Areas: Survey Demographic Responses IEP Considerations in Workforce Planning Employer Viewpoints on IEP Employment Challenges Developing the Cultural Intelligence of Front-Line Managers Employer’s benefits and opportunities well documented,as well as challenges faced by Employers and IEPs

Who Responded 27% 38% 35% Public Sector Private Sector Non-Profit Sector Almost equal representation of public, private and non-profit employers A broad range of different sizes of employers Approximately one-quarter of the respondents were large private and public sector organizations operating in the Toronto region

Employers See it Coming Toronto region employers recognize the importance of immigrants to their business success 17% of respondents are strongly committed to cultural diversity with 70% confirming this goal but expressing challenges 87% of respondents believe that immigrants have a vital and important role in filling their future skills needs Since we started in 2002 this issue is more front and cente with employers to an acute observation the demographics are profound and changing or reframing how we do things <we have a shift in employer perspective from nice to do to career necessity Given changing demographics  the aging population and less than replacement birth rate  employers know they must integrate immigrants more quickly into their workplaces.

Interesting That Employers Reveal… 54% either marginally agree or disagree that Canadian experience is critical 60% are relatively neutral on the challenges posed to recruitment by IEP behaviours not in accord with Canadian norms Nearly 80% consider competency-based interviews effective in hiring IEPs This dovestail with the questions to the world of work panel in the next panel What does this Canadian experience mean ..The economic imperative will be the driver..when the pain is profound the experience will be less and the competency the key point Lionel will point out the implications of this type of interviewing process a

However, Employers Want A New Approach Employers report that traditional forms of diversity management are no longer working Only 50% deem online learning as “moderately effective” in delivering diversity training Key that this last point is the way to learn more about culture face to face and this aligns with bringing out the best in all Practical interactions anchor in a business approach Focus on the business opportunity bring out the best in all cultures Attendance at formal learning workshops and participating in “community practice” sessions are identified as the two most effective ways of training front-line managers

Cultivating ‘Cultural Intelligence’ Hiring and supervisory practices must accommodate the new demographic reality of a hyper-diverse workplace  It is no longer good enough to expect immigrants to adapt to our culture; we now need a balance where both the immigrant and the Canadian workplace adapt to each other Explain CI this means the awareness and what you need this is a global community and what it means should have been a woman moving in unison all different same shoes Image Credit: Culture Clash digital-library.csun.edu/LatArch/cultureclash/

A Call to Action for Cultural Intelligence! Why does this make make Business sense because we are a multicultural Community a global community why bring in from other countries when we have this richness here and overlooking Everyone from the CEO to those working on the shop floor must be culturally intelligent Hyper-diversity + Cultural Intelligence = Innovation, Creativity and Increased competitiveness

Thank you For more information please contact: Rhonda Singer singer@careerplan.net