Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance. Facts indicative of the magnitude of Canadian workforce diversity: 1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada. 2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth. 3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth. Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance. What our presentation will involve The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization. The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools. The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance. Actions The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by •Providing better information about important aspects of diversity •making them aware of their rights and privileges •Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society •Help identify companies and inclusion practices that encourage and embrace diversity •Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance

1. THE MANGEMENT GROUP
PRESENTS
MANAGEMENT
GROUP
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11. Managing
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In the Canadian workplace

12. Diversity
The differences along the dimensions of race,
ethnicity, gender, sexual orientation, socio
economic status, age, physical abilities, religious
beliefs, political beliefs, or other ideologies.
12http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html

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Sorry I have to take that call
Sorry for the interruption …
Please bear with me

15. Phone conversation
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17. Subject: Seminar on “Managing Diversity in the Canadian workplace”
To: Laura Haz
Hi Laura,
As discussed, here are the details of the seminar:
Title: "Managing Diversity in the Canadian Workplace"
Date: Thursday, March 28th, 2013
Time: 6.00 PM
Venue: York University TEL Building Room 2104
Speakers and Topics:
Diversity and Law - Samuel Adjei
Diversity and Communication - Vivek Deen
Benefits of Diversity - Roni Dorado
This could answer many of our queries about managing diversity. Let’s meet at
Tim Horton's at 5.00 pm, for a coffee before the seminar.
Please see the attachment.
Regards,
Syed Jaffery
Attachment: Poster
E-mail
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18. March28th SEMINAR 6.00 PM
Managing Diversity in the Canadian workplace
Speakers: Samuel Adjei, Vivek Deen, Roni Dorado
Free Entry: All are welcome
Venue: Room 2104, TEL Building, Keele Campus York University
For Registration call: 416 736 XXXX or diversity@yorku.ca
&
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19. Before the Diversity Seminar
Meeting at TEL Building

20. Aviation Healthcar
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Concepts from Aviation industry
applied to Healthcare lead to
improvement in patient Safety.
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21. SEMINAR
Managing Diversity in
the Canadian workplace
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22. Canada’s Diversity-Legal and Policy Frameworks
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23. Legal and Policy Frameworks
• First Country to ratify the UNESCO
Convention on Cultural Diversity:
• Legislative instruments:
1.The Employment Equity Act (EEA) of 1986 and
1995
2.The Federal Contractors Program (FCP)
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24. Continued
• Designated Groups:
1.Women of any racial background
2.Visible or racial minorities (Black, South Asian)
3.Aboriginal people (Métis and Inuit)
4.People with disabilities
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25. Continued
• Agency Watchdogs
1.Human Resources and Skills Development
Canada (HRSDC)
2.The Treasury board of Canada
3.Human Rights Commission
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26. Legislative Instruments
Employment Equity Act of 1986 and 1995 Federal Contractors Program
“Crown Organizations” with 100 +
employees must institute EE programs for
members of the “designated groups”
Private companies with 100 + employees
and willing to do business with the Federal
government must also have EE programs
Record total number of members from the
designated groups by sector, location,
salary range, hires, promotion and
terminations
Numerical representation reflective of the
relevant labour market
The Employment Equity Review Tribunal Create a workplace culture free of
harassment, and remove discrimination
barriers in decision making process
Failure to follow this will result in a $50.000
Fine
Ensure equality of results, wages, training,
promotions and other benefits at work
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27. Implications to
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28. How Diversity affects Management in
Ghana
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29. Action Plan for
Foundation Stones:
DIRECTION
STRATEGY
PERSEVERANCE
SUCCESSFUL IEP
MANAGER
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30. Improving Communication in a diverse
workplace
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31. The problem with communication
“The single
biggest problem
with
communication is
the illusion that it
has been
achieved”.
George Bernard Shaw
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32. My problems in communicating with
my boss!
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33. What can an do?
Analyze the audience & learn how different
cultures receive and respond to flow of info
Use the “Pyramid” to plan your message
Avoid jargon , colloquialism and slang in
corporate communication
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Do not make assumptions
Provide early and ongoing training
to
international and local managers

34. Benefits of Diversity
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35. Diversity

36. Why accept ?Diversity

37. Challenges of Diversity
at the Workplace for

38. Benefits of Diversity
at the Workplace for

39. Benefits of Diversity
at the Workplace for

40. Recommendation for

41. Take home points
• Legal framework
• Communication and Cultural barriers
• Importance of embracing diversity
• Hiring practices
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42. Recommendations
IEP Managers should
• Change their mindsets and attitudes to embrace
diversity
• Follow business and diversity laws and
regulations
• Apply proper diversity and inclusion strategies
• Build synergy in teams
• Enhance workplace communication

43. Outcomes
• Improved management practices
• Increase productivity for the organization
• Enhanced creativity, innovation and problem
solving
• Employee satisfaction and retention
• Larger customer base
• Global competitive advantage

44. Thank you for being with us!
REMEMBER … While In
ALWAYS!
MANAGEMENT
GROUP

45. References
Allaire, S. (n.d.). Managing diversity: A competitive advantage. HR pros. Retrieved
from
http://www.hr-pros.ca/managing-diversity-a-competitive-advantage
Anonymous, (2008, June 17). HRSDC/2007 Employment Equity Act Annual Report -
Diversity, a Source of Strength and Innovation, Marketwire, General interest
periodicals. Retrieved from
http://search.proquest.com.ezproxy.library.yorku.ca/docview/447750939?
accountid=15182
Canada NewsWire, (2005). Canada’s Action to Become First Country to Ratify UNESCO
Convention on Cultural Diversity Applauded by Canada’s Cultural Sector. General
Interest Periodicals.
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46. References
Canada’s Top 100 Employers (2013). Canada’s Best Diversity Employer. Retrieved from
http://www.canadastop100.com/diversity/
Greenberg, J. (2005, January 24). Diversity in the Workplace: Benefits, challenges and
solutions. Ezine @rticles. Retrieved from
http://ezinearticles.com/?Diversity-in-the-Workplace:-Benefits,-Challenges-and-
Solutions&id=11053
Hiranandani, V. (2012, September 15). Diversity management in the Canadian
workplace: Towards an antiracism approach. Urban Studies Research. Retrieved
from http://www.hindawi.com/journals/usr/2012/385806/
Marchant, V. (2004, Mar & April). The new face of work, 77.7, Canadian Business and
Economics, Toronto: Rogers Publishing Limited, p 37-42. Retrieved from
http://search.proquest.com.ezproxy.library.yorku.ca/docview/221351517?account
id=15182
Marshall, P. (2010). Taking action on diversity. The Canadian Manager, 35(1),17-18,3.
Retrievedfrom
http://search.proquest.com.ezproxy.library.yorku.ca/docview/846793360?
accountid=15182
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47. References
Ng, E. S. W., & Burke, R. J. (2010). A comparison of the legislated employment equity
program, federal contractors program, and financial post 500 firms. Canadian
Journal of Administrative Sciences, 27(3), 224. Retrieved from
http://search.proquest.com.ezproxy.library.yorku.ca/docview/759646252?
accountid=15182
Ribbink, K. (2003). Seven Ways to Better Communicate in Today's Diverse
Workplace – Seven Tips for Communicating In Today's Diverse Workplace.
Retrieved March 03, 2013 from http://hbswk.hbs.edu/archive/3266.html
Tatla, S. (2010, March 18). Diversity will change the face of the workplace. The
Financial Post. Retrieved from http://www.financialpost.com/careers/story.html?
id=2697455
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49. Diversity Video, Enjoy!
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