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Diversity Counts A Snapshot of Diversity in The Greater Toronto Area

Diversity Counts A Snapshot of Diversity in The Greater Toronto Area. Advantages of Diverse Leadership. Financial and organizational performance Diversity in markets , clients, citzens Global war for talent Creativity and innovation Social inclusion. Visible Minorities in Leadership.

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Diversity Counts A Snapshot of Diversity in The Greater Toronto Area

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  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

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