Diversity Counts A Snapshot of Diversity in The Greater Toronto Area

1. Diversity CountsA Snapshot of Diversity in The Greater Toronto Area

2. Advantages of Diverse Leadership Financial and organizational performance Diversity in markets , clients, citzens Global war for talent Creativity and innovation Social inclusion

3. Visible Minorities in Leadership Focus on 5 municipalities of Toronto, Brampton, Mississauga, Markham, Richmond Hill Representing 72.5% of GTA population 49.5 % visible minorities

4. Elected Officials

5. Elected Officials: • Examine processes: what factors affecting Municipal 10% vs. Provincial 23%? • Develop the pipeline: • Outreach to ethno-cultural communities • Promote engagement in electoral politics • Provide training, coaching, mentoring to aspiring political leaders • Document success stories (and challenges)

6. Public Sector Leaders

7. Public Sector Leaders • Examine processes: 10% provincial versus 4% municipal govt. leaders • Develop the pipeline: • Recruitment, promotion processes • Training, coaching, mentoring for high achievers • Informal networking and support • Promote public service role models

8. Voluntary Sector (Charities and Foundations)

9. Voluntary Sector Leaders • Examine processes: compare to other sectors and explore transferable skills • Develop the pipeline: • Outreach to ethno cultural organizations and agencies • Lateral movement to/from other sectors • Skills development • Communicate: voluntary sector as a stepping stone

10. Education Sector

11. Education Sector Leaders • Examine processes: • Principals (19%) versus Directors • College Execs (20%) versus Universities (11%) • Develop the pipeline: • Recruitment, development, succession planning • Management skills and professional development • Employee engagement • Communicate results

12. Government Agencies

13. Municipal and Provincial ABCs • Compare results: 31% municipal versus 11% provincial • Set targets • Develop the pipeline: • eg. City of Toronto strategy • Communicate

14. Corporate Sector Leaders

15. Corporate Sector Leaders • Examine processes: • Boards: 3% corporate versus 14% charities, 27% colleges, 31% City of Toronto • CEOs: 5% corporate versus 8% Charities, 10% Provincial Government; 11% Universities, 20% Colleges • Senior management commitment • Develop the pipeline • Diversity through the value chain

16. Large Financial Institution* Senior Managers: 9.9% Middle and Other Managers: 17.9% Professionals: 25.6% Semi-Professionals and Technicians: 40.8% *Federally Regulated Employer Data, 2006 Visible Minority Representation

17. The Diversity Curve • Metrics • Targets • Leadership • Integrated policies • Accountability • Transparency Degree of Formalization - Little recognition of problem - No policies - No metrics % of Senior Leaders

18. The Ecological Model of Social Change Individual Group Organization Sector Social Environment

19. Action: Individuals, Organizations and Community • Count: what gets measured, gets done • Lead: make diversity a strategic priority • Develop the pipeline: inspire, recruit, develop, promote • People Practices: develop and sustain excellent HR policies • Communicate: mainstream diversity in all aspects of the organization

20. Contact The Diversity Institute Ted Rogers School of Management Ryerson University 350 Victoria Street Toronto, Ontario, M5B 2K3 Website: www.ryerson.ca/diversity Email:diversityinstitute@ryerson.ca