FEATURE
needs of not-for-profit organizations serving a wide variety of populations. Provide opportunities to staff for both professional and personal development by hiring a range of diverse speakers and educators to share their knowledge and guidance. Be public about the organization’s values and what it’s doing to promote them. Don’t forget to share these stories on social media — they’ll go a long way in encouraging the broadest range of potential candidates to feel welcome in applying for open positions, and current staff will feel proud to be part of the team. 2 / AMPLIFY VOICES THAT HAVE TRADITIONALLY BEEN SILENCED.
Sit back and observe some upcoming team meetings, whether in-person or virtual. Is each individual provided an opportunity to speak or are a few strong voices interrupting and drowning out the rest? If there’s inequity, use words like, “You were interrupted, what were you saying?”, and model goal behaviour (active listening) to start shifting workplace culture. Call on those who are traditionally quiet to share their opinion, whether in the group setting or one-on-one. You may be surprised by what you learn. 3 / ESTABLISH AN ENVIRONMENT OF TRUST.
None of the provided sharing opportunities will be meaningful unless those who are speaking believe their words are welcomed and taken seriously. Leaders need to earn that trust by doing their own research into the biases, microaggressions and discriminatory behaviour that can impact their team members and putting human resources policies into place to help prevent them. Don’t be defensive if a staff member brings forward an opportunity for change;
rather, thank them for their honesty and perspective, and outline how you’ll address the problem. Remember, it’s not up to impacted staff to figure out the solution; they shouldn’t have to deal with these issues at work in the first place. 4 / BE MINDFUL OF AND ADDRESS UNIQUE BARRIERS TO CAREER GROWTH.
Ideally, once a staffer is entrenched in a supportive team, their opportunity for career growth should be limitless. Unfortunately, that’s not always the case. There are a myriad of factors that can impact an individual’s ability to move into a leadership role. For example, frequent travel may be impossible for those with accessibility constraints or caregiving responsibilities. If your goal is a diverse leadership team — which it should be — reexamine what it takes to get there and consider how some of these barriers can be addressed. 5 / HOLD YOURSELF ACCOUNTABLE.
No matter how much effort an organization puts into inclusion initiatives, mistakes will be made and that’s okay. All humans make mistakes and they provide an opportunity to do better next time. With that said, they must be faced head-on. Take a look at employee turnover. Is a certain demographic overrepresented among those who’ve chosen to leave the organization? Are the same themes repeatedly emerging in exit interviews? If so, it’s time to research what can be done to better serve this group as an employer. Establishing an inclusive environment is neither quick nor easy but it’s the right thing to do for each of our teams, clients and communities. We encourage all employers to join Payworks on this journey toward building a better, more inclusive and more equitable Canada.
Kelsie Bell
Jenny Lumagbas
Jenna Book
Roberta Marsh
Kaitlin Bourassa
Dana Nepon
Alison Crozier
Anne Penner
Andrea Cruise
Anna Popova
Allison Currie
Sangeetha Rachel Jacob
Renata Dennis Courtney Feldman Stacy Gill Lendon Green
Brittany Rea Victoria Rody Marlene Waterston
Robyn Johnston
CPHR MANITOBA CONGRATULATES OUR NEW CPHR CANDIDATES! Amanda Baldwin
Jaskirat Kaur
Danielle Lambkin
Kelly Van Leeuwen
Kiaaf Sidhu
Yanrong Liu
Lori Duncan
Tanis McCallum
Nora Castro
Kristy McGregor
Suzanne Rhodes
Lesli Meek
Sydney Barnes
Dipti Mistry
Maja Adomeit
Ladonna Nabess
Mohammed Alkhateeb
Balqis Olaniyi
Crystal Anderson Laura Arango Kiana Au Dreanne Chubak Stephanie Fenner Svitlana Furda
Palak Patel Danette Rousseau Celeste Schiak Namrata Upadhyay Elaine Verri Sandy Whitesell
Cara Joseph
MOVERS & SHAKERS
REFERENCES:
Jennifer Lagimodiere, CPHR, is the new Director of Human Resources at the Liquor, Gaming and Cannabis Authority of Manitoba.
Philip J. Portelance, BA, MBA, CPHR, is the new Vice President of Operations and Human Resources at The Winning Combination, Inc. Melissa Power, CPHR Candidate, is the new HR Advisor at Maple Leaf Foods.
NICOLE STEWART, CPHR, is Vice President, Human Resources, at Payworks. Nicole has more than
Adam N. Nepon, MBA, CPHR Candidate, is the new Partner, Business Development, at Realcare Inc.
*https://www.cjr.org/language_corner/intersectionality.php **https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion
20 years of management and HR experience. She has spent much of her career cultivating Payworks’
award-winning high engagement, low turnover culture as the leader of the company’s talented team of HR professionals.
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CPHR MANITOBA CONGRATULATES OUR NEWEST CPHRS!
HRmatters / www.cphrmb.ca
