Diversity in the workplace has been proven to be a valuable asset, as it can generate innovations, encourage creativity and solve problems. Cultural and gender differences can bring new ideas and perspectives to the table. Studies have even shown that gender-diverse teams are more intelligent and innovative than those that don't. A diversity strategy can also improve a company's ability to compete globally, as employees from different parts of the world can help approach foreign markets. The arguments for diversity and inclusion go beyond treating employees fairly and equitably.
Diversity and inclusion allow public service to harness the variety of perspectives of the people of our country to help address today's complex challenges. It can bring underrepresented ideas and experiences, inspiring greater creativity and innovation in teams. For this reason, building diverse, equitable and inclusive teams will continue to be an imperative for business success. Organizations and institutions have studied issues related to the hiring and retention of women in industries where the workplace is dominated by men, as well as people from diverse backgrounds in those that are homogenous. The Working Group has proposed recommendations to ensure that education and awareness-raising encourage a change in culture and practices that promote diversity and inclusion in Canadian public administration. Spending time to ensure that your employees can express their concerns and be heard is essential to maintaining a culture of equality, inclusion and belonging.
Neurodiversity is also important, as it is the range of differences in individual brain function and behavioral traits that are considered part of the normal variation in the human population. In a recent study that included roundtables with more than 100 leading employers in Canada, it was clear that governments and industry are focusing more on numbers and not enough on inclusion. Free and unlimited access to more than half a million articles from the diverse perspectives of 5000 leading law, accounting and consulting firms is also available. The Canadian Human Rights Commission (CHRA) applies to federal and federal regulated bodies, providing for the creation of the Canadian Human Rights Commission. It is a kind of “thinking limit” to encourage consideration of the impact of various groups of decisions on policies, programs, legislation and people management, with the aim of creating an equitable workplace for all. Over the past decade, many organizations have also introduced policies that reflect new commitments to increasing diversity and improving equality in the workplace. The Working Group has suggested consequences for violations or lack of implementation, as well as training on cultural awareness, sensitivity and unconscious biases to generate cultural change and further promote diversity and inclusion. You can also improve your hiring practices by partnering with organizations that specialize in helping new immigrants, such as ACCES Employment, WES Canada or the Toronto Region Immigrant Employment Council.
While there are signs of progress and a growing momentum among senior managers and employees to support diversity and inclusion in public administration, chronic and systemic challenges persist that prevent progress. Today's public service spans many generations and has a growing diversity of people who have different points of view and expectations. This rich indigenous history, followed by waves of immigration from all over the world, has made Canada one of the most diverse countries in the world.
