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Testing commitment to diversity in times of austerity

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  1. Testing commitment to diversity in times of austerity Ted Rogers School of Management, Ryerson University Toronto October 22, 2010

  2. Overview of Deloitte • One of Canada’s leading professional services firms • Audit and Assurance, Tax, Consulting, Financial Advisory • In Canada: >8,000 employees and Partners, 57 offices • Official Supplier of Professional Services to the Vancouver 2010 Olympic and Paralympic Winter Games • Globally: more than 47 locations around the world • Key recognition • Best Employer for New Canadians (2009 and 2010) Testing commitment to diversity in times of austerity

  3. Deloitte’s definition of diversity Managing diversity means valuing and demonstrating respect for the uniqueness of individuals and the varied perspectives and talents they provide. We recognize, affirm and celebrate differences in age, education, ethnicity, race, family status, gender, national origin, physical ability or qualities, religion, sexual orientation, thought processes, personalities and lifestyles, and any other characteristic that make a person an individual. Testing commitment to diversity in times of austerity

  4. Deloitte’s diversity vision • Deloitte is an inclusive organization, recognized internally and externally as a leader in diversity • Partner group is representative of our internal talent • The definition of a leader at the firm requires the ability to manage diversity • Deloitte’s leaders embrace and practice our diversity values • Deloitte has best in class diversity-sensitive talent processes and practices • Diversity is supported and accepted as a business imperative Testing commitment to diversity in times of austerity

  5. The business case Creating a diverse work environment is important to respond to future talent shortages • The talent market is shrinking – workers are getting older and there are fewer skilled people in the current labour pool to fill jobs as they become available • The Canadian Employee Relocation Council states that more than 62% of Canadian CEOs say that the talent shortage is already affecting business growth • The 2006 Census showed an upcoming labour shortage as our population ages • To find the people needed to fill these positions, we must continuously look for talent in every corner in the community and be more open about whom we hire Testing commitment to diversity in times of austerity

  6. The business case Creating a diverse work environment is important to respond to and reflect the markets we serve • Customers are becoming more heterogeneous and companies need to reflect the markets they serve to better serve and understand them • By doing this, we let our customers know that we both value and embrace diversity • Numerous studies suggest that diverse, heterogeneous teams promote creativity, innovation and better decision-making Testing commitment to diversity in times of austerity

  7. Diversity is key to business success Even during the recent economic downturn … • Like many organizations, we prudently reviewed our expenditures but looked for opportunities to rethink our spending without significant impact to our people • We have continued to actively source and recruit in many areas of our practice • We have the opportunity to source people who may not have been available previously • If we find the right diverse skill sets, we will recruit those people Testing commitment to diversity in times of austerity

  8. Diversity is key to business success Even during the recent economic downturn … • Taking the time to ensure that our recruiting is highly inclusive and that the recruiting engine works well for all people • Looking at promoting our people and planning their future development through a diversity lens • Developing new coaching and mentoring models internally to ensure that all people continue to receive effective career development Testing commitment to diversity in times of austerity

  9. We remain focused on … • Conducting business in both official languages • Supporting People Networks • Encouraging flexible work arrangements and more (e.g., firm voluntary leaves • Recruiting from non-traditional sources • Recognizing foreign credentials during the recruiting process • Educating all employees on cultural diversity and work style differences • Providing formal mentoring inside our organization and participating in community mentoring initiatives Testing commitment to diversity in times of austerity

  10. Contact information Beth Tyndall Jane Allen Associate Partner416-874-3839 btyndall@deloitte.ca Chief Diversity Officer and Partner416-874-3136janallen@deloitte.ca Testing commitment to diversity in times of austerity