1. ©2009 TWI Inc. All rights reserved. Diversity, Immigrants and the War for Talent May 26, 2010 Clarion Resort Pinewood Park Presented by: Trevor Wilson Global Human Equity Strategist Author, Diversity at Work, The Business Case for Equity

2. ©2009 TWI Inc. All rights reserved. 2 Objectives Provide a context for the evolving state of diversity and immigrant settlement Outline the historical evolution of diversity over the past two decades Link diversity and immigrant settlement to the existing war for talent

3. © 2009 TWI Inc. All rights reserved. Equality vs. Equity  Equality = sameness  When we treat people equally, we ignore differences.  Equity = fairness  When we treat people equitably, we recognize differences. Copyright 2007 TWI Inc. © pp. 16-17 of Diversity at Work

4. © 2009 TWI Inc. All rights reserved. Diversity  “ Acknowledging any difference that can impact on the fair or equitable treatment of people, such as gender, race, age, ethno-cultural background, sexual orientation, disability, religion, education, class, marital status, family status, etc...”

5. © 2009 TWI Inc. All rights reserved. ► Inclusiveness is about creating a climate where diversity is valued. ► In an inclusive environment each person is recognized and developed, and their talents are routinely tapped in to. ► In an inclusive organization people are valued because of, not in spite of, their differences. ► An inclusive environment is equitable for all. Inclusiveness… Source: Dr. Janet Smith Federal Taskforce on an Inclusive Public Service Jan, 1999

6. © 2009 TWI Inc. All rights reserved. North Bay: Welcoming Community Goal  To develop an inclusive and welcoming community: one that respects the cultural traditions of local immigrant groups, understands and values the contributions of immigrants in the community.

7. © 2009 TWI Inc. All rights reserved. Create a Climate of Inclusiveness Do we create a climate of Inclusiveness for students, parents, and community representatives at our board ? A climate where people feel valued, respected, and included across all of their differences. A place where talented people choose to live and work, a place where all citizens feel they have “a place at the organizational table” that matters.

8. ©2009 TWI Inc. All rights reserved. 8 Typical Client % Feeder Group Eligible for Retirement 2003 - 2012 Available Eligible for Retirement 2003 - 2012 Available Executives Eligible for Retirement Senior Managers Eligible for Retirement

9. © 2009 TWI Inc. All rights reserved. National Demand for Managers Source: Statistics Canada

10. © 2009 TWI Inc. All rights reserved. By 2015 there will be only two growing components of Canada’s labour force CANADIAN LABOUR FORCE GROWTH 2.3 1.9 1.3 0.9 1.9 1.2 0.7 0.3 0.1 0.0 0.5 1.0 1.5 2.0 2.5 3.0 80-8485-8990-9495-9900-0405-0910-1415-1920-24 Forecast by TD Economics as at Sept. 2006 Source: Statistics Canada Forecast Annualized per cent change

11. ©2009 TWI Inc. All rights reserved. 11 North Bay Age Demographics

12. © 2009 TWI Inc. All rights reserved. Outlook: Population Growth from Immigration

13. © 2009 TWI Inc. All rights reserved. Immigrants to Canada Source –Stats Canada

14. © 2009 TWI Inc. All rights reserved. North Bay – Visible Minority

15. ©2009 TWI Inc. All rights reserved. 15 The Business Case 3 Inclusive and Equitable Organizations 5 Compliance 1 Moving Beyond Compliance 2 0 Denial The Equity Continuum © (1995 - 2008) Source: Wilson, T. Diversity at Work: The Business Case for Equity, Toronto: John Wiley&Sons, 1996 Employers of Choice for All 4 Integrated Diversity Employment Equity Corporate Social Responsibility DiversityInclusionHuman Equity © Human Rights

16. ©2009 TWI Inc. All rights reserved. 16 The Immigrant Settlement Business Case ► Attract and retain top talent in an environment of labour shortages ► Broaden the talent pool for recruiting new employees ► Better understand and respond to an increasingly diverse customer base ► Tap into new local markets; expand the customer base through improved cultural awareness and communications ► Achieve an competitive edge by engaging more effectively with diverse customers, clients, suppliers and partner companies globally

17. ©2009 TWI Inc. All rights reserved. 17 The North Bay Community Business Case We are in the midst of a global economic transformation. While this transformation to a knowledge-or idea-driven creative economy has been underway for more than three decades, the current financial and economic maelstrom has accentuated its importance…We must harness the full creative potential of all citizens. We must broaden our talent base by drawing more broadly on the creative skills of our people and workforce. Openness to outsiders, newcomers, immigrants, minorities and gays and lesbians signals a community that is open to all types of people enabling that place to attract the best and brightest from around the world. Ontario’s Opportunities in the Creative Age The Martin Prosperity Institute

18. ©2009 TWI Inc. All rights reserved. 18 SKILLS KNOWLEDGE S.H.A.P.E V. The S.H.A.P.E. Talent Model©

19. ©2009 TWI Inc. All rights reserved. 19 S trengths H eart A ttitude P ersonality E xperience V irtue Shape “V” Where do you naturally excel? What do you love to do? What are your character traits? Do you “live” the organization’s values? What is your unique life experience? What is your attitude towards work? What Shape Does Talent Take?

20. © 2009 TWI Inc. All rights reserved. PastPresentFuture  Human Equity  Diversity  Equality Differences are ignored Treat people the same Focus on “fit” Differences are recognized Treat people equitably Focus on righting historical wrongs Differences are critical Focus on job/talent fit Play to the strengths Invest in your best Assimilation ToleranceInclusion The Required Shift Group focused Individual focused

21. ©2009 TWI Inc. All rights reserved. 21  Coca-Cola  Ernst & Young  The World Bank  The Home Depot  NASA  Telus  Oxfam International  Consultants to The North American Trinity Group and the Federal Task Force on an Inclusive Work Environment  Moderators for the Canadian Diversity Roundtable  Measurement Partners with BMO Financial Group for Canada’s Best Diversity Employers Clients: Our Approach to leveraging human capital is based on the book, Diversity at Work: The Business Case for Equity. Approach: To create Human Equity™ strategies that maximize the diverse talents and experience of our clients’ total workforce. Mission: TWI Profile

22. ©2009 TWI Inc. All rights reserved. Trevor Wilson Author & Global Human Equity Strategist E-mail: twilson@twiinc.com (416) 368-1968 x 400 www.twiinc.com