Creating inclusive workplaces

1. Creating inclusive workplaces NBMC Annual Conference November 16th, 2012

2. Goal • Update and enhance the current cultural training package developed by NBMC between 2005-2007 • To improveaccess and participation of stakeholders • Develop online training for those unable to participate in traditional training • Audience: Employers/employees (Canadians/newcomers) fromprivate and public sectoracross New Brunswick

3. Objectives • Identify diversity training needs through continous consultationwithmember associations and advisorycommittee • Determine the most effective program development, promotion and delivery methods • Upgrade/develop training materials and delivery/promotion methods • Provide effective mechanism to deliver the training program and test in 2 pilot sites. • Evaluation of program delivery through the pilot sites

4. Objectives (continued) • Develop and maintainpartnershipwithMaytree/Allies and the Toronto RegionEmployment Immigrant Council (TRIEC) • Completed to date: • Research, research and more research • Consultation withmember associations and advisorycommittee • Update/Developmaterials

5. Benefits of the Project • Enable newcomers integrate into the labour market • Assist business immigrants build their network • Sensitize, educate and increase respect in communities • Increase the capacity of NBMC member immigrant-serving agencies • Support the Province’s Population Growth Strategy

6. Creating Inclusive Workplaces Development • New Brunswick’s future • To educate employers across the province about the possible outcomes of the labour shortages and demographic challenges • Benefits: Hiring newcomers is simply good business! • Meet labour market needs • Create new markets • Increase competitiveness • Save money • Increase clientele and reputation • Increase effectiveness

7. Creating Inclusive Workplaces Development • Benefits (continued) • Learn to work with a wider range of circumstances, people and challenges • Establish relationships with diverse clients • Adapt to changes and differences • Generate more ideas and solutions

8. Creating Inclusive Workplaces Development • Culture and communication • Recognize the main dimensions of culture • Reflect on characteristics of Canadian culture • Understand culture shock • Examine the different communication styles and channels (language, non verbal, proximity)

9. Challenges • Employers/Employees availability • Reaching many different audiences • Delivering a consistent message across the province through the associations • Ensuring understanding and implementation of concepts by employers/employees

10. Solutions • Present a strong business case for inclusive workplaces • Establishpartnerships • Offer flexible and adaptable training packages for different audiences and needs • Including online training package • Offer a certification process • Offerpractical solutions thatcanbeeasilyimplemented

11. PartnershipwithMaytree/ALLIES and TRIEC • Developed through Maytree/ALLIES, TRIEC is a multi-stakeholder council that has developed successful solutions to better integrate skilled immigrants in the labour market. • Main objectives : • To convene and collaborate with partners, creating opportunities for skilled immigrants to connect to the local labour market; • To work with key stakeholders, particularly employers, building their awareness and capacity to better integrate skilled immigrants; • To work with all levels of government, enhancing coordination and effecting more responsive policy and programs for skilled immigrant employment.

12. PartnershipwithMaytree/ALLIES and TRIEC • Workshops for employers/employees Canadians/immigrants • Videos and guides • E-learning modules: • Unconsciousbiaswhen screening resumes • Intercultural communication in the workplace • Inclusive onboarding • Inclusive interviewing • Inclusive performance management