- DiverseCity Initiatives
- Leadership Stories
- Research and Tools
With the help of a new grant from The J.W. McConnell Family Foundation, Diversity on Board will assist partners in other cities across Canada develop similar programs.
First report to examine and compare diversity in procurement in the GTA and Chicago – Organizations that inject diversity priorities into their procurement practices are diversity leaders. It demonstrates that they understand the social and economic benefits of diversity in the supply chain. What’s more, when large organizations choose to do business with visible minority and immigrant business owners, they are supporting diverse leadership within their networks.
On June 5, Metro Morning host Matt Galloway moderates Diversity 2.0, a discussion with business, arts and civic leaders on inclusion and why, for Toronto to remain a leader, we need to look, sound and think as broadly as the city we are today. The panel will include Zabeen Hirji – Chief HR Officer, RBC; Cameron Bailey – Artistic Director, Toronto International Film Festival; Peter Sloly – Deputy Chief, Toronto Police Service; and Fiona MacFarlane – Chief Inclusiveness Officer, Ernst & Young.
From The Mark (October 31, 2011): Michael Charles and Hamlin Grange write about the fact that the business case for diversity seems to be lost on Canadian companies. If Canadian civil society, government, and businesses can come to a consensus about what diversity means, what it can achieve, and what it will take to achieve it, we will be better positioned to live up to our national potential, and to more nimbly respond to domestic and global change.
From Canadian Lawyer Magazine (August 8, 2011) – Law firms may be getting “diversity fatigue” when it comes to meeting the requirements set out by the general counsel looking to hire them, but there’s still a lot of work to be done according to a panel of in-house lawyers speaking in Toronto this past weekend.
Growing up in a conservative culture in the Caribbean was challenging for Alain Mootoo, Chief Administrative Officer at Operation Springboard, an Ontario charity that helps youth and adults develop skills to realize their potential. His experiences in overcoming barriers shaped his thoughts on leadership, mentoring and diversity.
In an interview with Wharton management professor Adam M. Grant, Sallie Krawcheck speaks about the “subtle, well-meaning biases” against women, how they can be overcome and why diverse leadership at the top is critical for “higher returns, lower volatility, lower risk, more client-focus and more innovation.”
In September 2012 we ran a Big Idea article called “Who represents you?” in which we took a hard look at the face of elected municipal politicians in Ontario’s urban centres. The verdict? They don’t match the demographics of their communities. Will the 2014 election change things?
Nidhi Nijhawan, a successful chartered accountant, was looking to volunteer with a board that would value her work experience. Around the same time, the Michener Institute for Applied Health Sciences board was looking outside its existing network for someone like her to “avoid group think.” DiverseCity onBoard helped them make the connection.
Diversity is one of those buzz words often tossed around in the corporate world by organizations with an interest in presenting themselves as progressive. Yet, in many cases talk of diversity is just that — talk. RBC may be the exception to the rule.
The Canadian Institute of Diversity and Inclusion (CIDI) and the Canadian Centre for Diversity (CCD) are pleased to announce that they have entered into joint operating relationship that will see the CCD continue operations. The CCD announced in September that they were ceasing operations due to funding constraints.
The flu season is upon us and you can get more information about it than you can blow your nose at. But when you are in the grips of the flu and you are feeling like the Grim Reaper is rapping at your door, do you care if the people making decisions about your healthcare in hospitals look or sound like you? A report by the DiverseCity, a project of the Maytree Foundation and CivicAction, says you should.
HERMANN JOSEF ABS liked to joke, “What’s the difference between a doghouse and the supervisory board? The doghouse is for the dog; the supervisory board is for the cat.” For those unfamiliar with the nuances of German humour, “for the cat” is slang for something like “trash”. The late banker would know: while running Deutsche Bank from 1957 to 1967, he also sat on dozens of supervisory boards.
Apple Inc. (NASDAQ: AAPL) made news this week with the announcement that the company has amended its nominating and corporate governance committee charter to state that it is “committed to actively seeking out highly qualified women and individuals from minority groups to include in the pool from which board nominees are chosen.” How magnanimous of the technology giant – the world’s most valuable company is willing to consider women and minorities for its board. And while Apple will, of course, follow-up this announcement with the appointment of a director with impeccable credentials who meets the company’s baseline criteria of being a woman or minority, it is difficult to see this “heroic act” as anything more than an empty gesture.
A diverse and inclusive workplace is good for business. And according to Eddie Pate, vice president of diversity and inclusion at Avanade Inc., because people want to join diverse organizations, it’s a quality that not only makes institutions like Harvard destination employers, but is also synonymous with excellence.