Corporate diversity leadership development
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Corporate Diversity & Leadership Development. Outline of Presentation. Diversity at OPG The Difference between Diversity and Employment Equity OPG’s position on Diversity and Employment Equity The Purposes of Employment Equity The Duty to Accommodate Equality vs. Equity

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Corporate Diversity & Leadership Development

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Corporate diversity leadership development

Corporate Diversity & Leadership Development


Outline of presentation

Outline of Presentation

  • Diversity at OPG

    • The Difference between Diversity and Employment Equity

    • OPG’s position on Diversity and Employment Equity

    • The Purposes of Employment Equity

    • The Duty to Accommodate

    • Equality vs. Equity

    • Definitions of Diversity and Inclusion

  • Professional Development

  • Leadership


The difference between diversity and employment equity

The Difference between Diversity and Employment Equity


Opg s position on diversity and employment equity diversity and human rights policy

OPG’s Position on Diversity and Employment Equity (Diversity and Human Rights Policy)

  • OPG is committed to fostering a work environment in which all employees are treated with dignity and respect

  • In promoting an inclusive work environment that values individual differences and the diverse backgrounds and experiences of its employees, OPG upholds the principles contained in applicable Human Rights and Employment Equity legislation


The purposes of employment equity

The Purposes of Employment Equity

  • To achieve equity in the workplace so that no one is denied employment opportunities or benefits for reasons unrelated to ability

  • To correct conditions of disadvantage in employment experienced by four designated groups - Women, Aboriginal Peoples, members of Visible Minorities and Persons with Disabilities

  • To treat people fairly: equity means more than treating persons in the same way, it also requires special measures and the accommodation of differences


The duty to accommodate definition

The Duty to Accommodate: Definition

  • The obligation of an employer or service provider to take measures to eliminate disadvantages to employees prospective employees or clients that result from a rule, practice or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, Ontario Human Rights Code or identified as a designated group under the Employment Equity Act


Equality vs equity

Equality vs. Equity

Equality Means Sameness

  • When we treat people Equally, we ignore differences.

    Equity Means Fairness

  • When we treat people Equitably, we recognize differences.


Diversity and inclusion definitions

Diversity and Inclusion: Definitions

DIVERSITY

  • Human differences that make each individual unique

    INCLUSION

  • A sense of belonging: feeling respected, valued for who you are; feeling a level of supportive energy and commitment from others so than you can do your best work (Miller & Kantz, 2002)


Professional development

Professional Development

This consists of 5 equally important items that we look for in all staff;

  • Strategic Skills

    • Functional/Technical skills

    • Intellectual horsepower

    • Decision quality

  • Operating Skills

    • Timely decision making

    • Informing

    • Priority setting

    • Planning


Professional development1

Professional Development

  • Energy & Drive

    • Drive for Results

    • Action oriented

  • Organizational Positioning

    • Communication (Presentation & Written)

  • Personal & Interpersonal

    • Peer relationships

    • Customer focus

    • Personal learnings

    • Self knowledge


Professional development2

Professional Development

For entry level managers, we are looking for all of the previous skills plus 4 more;

  • Strategic Skills

    • Business acumen

    • Problem Solving

  • Operating Skills

    • Developing Direct Reports and Others

    • Managing and Measuring Work

    • Time Management

    • Organizing


Professional development3

Professional Development

  • Personal and Interpersonal Skills

    • Interpersonal savvy

    • Motivating Others

    • Negotiating

  • Courage

    • Managerial Courage


Professional development4

Professional Development

For mid-level managers, we are looking for competency in all of the areas preceding this plus even more;

  • Strategic Skills

    • Perspective

  • Operating Skills

    • Process management

  • Organizational Positioning Skills

    • Organizational Agility


Professional development5

Professional Development

  • Personal & Interpersonal Skills

    • Building Effective Teams

  • Courage

    • Command skills

    • Hiring and Staffing


Professional development6

Professional Development

For our senior managers & executives, we ask for a lot (yes, even more);

  • Strategic Skills

    • Strategic agility

  • Organizational Positioning Skills

    • Political savvy

  • Personal & Interpersonal Skills

    • Managing Vision & Purpose


Leadership

Leadership

  • Leadership is an intangible that is not just captured in the competencies previously presented

  • It is more easily discussed as what good leadership looks like

  • Catch phrases provide a glimpse;

    “Change Agent”

    “High Standards”

    “Always Improving”


Leadership1

Leadership

  • Many books have been written of what good leadership looks like

  • Here are 4 authors that have helped me;

    • Aubrey Daniels (Bringing Out the Best in People)

    • Stephen Covey (Principle Centered Leadership)

    • Jim Collins (Good to Great)

    • Seymour Schulich (Get Smarter)


Leadership2

Leadership

Some common themes;

  • Need high standards

  • Has a vision

  • Drive to move forward & improve

  • Innovative but work within a system

  • Can work with teams or individually but usually prefers to be at the front

  • Confident in their abilities but humble enough to learn from others

  • Can easily adapt to new areas & people


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