- 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.
There’s recent evidence that diverse groups act in a more intelligent manner than homogeneous ones, and a new study from researchers at Wake Forest, Kent State, and Pepperdine takes that idea a bit further, testing whether diverse corporate boards are less likely to make the sorts of risky decisions that can take down a company (or an economy). In short: yes.
Despite the strong business case for diversity on corporate boards of directors, informal social networks remain an important source of board membership, and informal social networks tend to be pretty homogeneous. People you already know are more likely to come to mind than people you don’t know when thinking of potential board members. Board membership is also a nice feather to put in a friend’s cap, especially a friend who can reciprocate: It’s prestigious, interesting, not too time consuming and can be relatively lucrative work.
The CivicAction DiverseCity Fellows program taps our region’s most promising city-building leaders – creative problem-solvers who are ambitious, results-oriented, collaborative and inclusive. If you have a track record of strong leadership, between 5-15 years of professional experience, and a passion for making your city a better place, apply now. The program is open to individuals of all backgrounds living in any part of the Greater Toronto and Hamilton Area. The deadline is July 8, 2014.
Diversity and immigration are important parts of Canada’s past, present and future. Canadians have built a prosperous and civil society, one rich in opportunity, that people of many different cultures call home. Our economic strength is derived from the combination of what we all have in common and what makes each of us different.
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.