Electricity Human Resources Canada
spoke to Alberta’s electricity employers
to see why diversity, equity and inclusion are critical to them.
Here are some of their perspectives…
I don’t have to be convinced that applying a more equitable approach in my company is a good thing.
We’ve already fine-tuned our recruitment and development practices to remove barriers.
Trouble is, we continue to have issues with keeping these great new hires
and we’re just not sure why…
I recently read that new hires from diverse talent groups sometimes join a team
where they are the only person “like them” – making them feel isolated.
Our CEO asked what we can do to better engage and retain our employees.
We had gained insights on possible issues through our employee survey,
but he wanted to speak directly with employees to find out more.
It is important to regularly do a pulse check on experiences of inclusion in our company
so we can provide any needed supports.
So,
I asked our employee resource group if they could help us.
They were open to sharing – and appreciate that they have the support of senior leadership.
Have you ever entered a new environment and felt that you didn’t fit in?
Being the “only one” with an unfamiliar characteristic on the team
can sometimes lead colleagues and managers to unconsciously make assumptions about our abilities or interests.
Although unintended,
this can result in behaviours that can make us feel demotivated or devalued.
For example:
When ideas you propose are questioned or dismissed.
Being regularly interrupted during meetings – and leaders not calling it out.
Not being recognized for contributions or successes.
But ever since our leaders have been sharing their own personal stories about inclusion,
there’s been a noticeable shift – for the better.
For instance, managers have been:
Making it safe to propose novel ideas
Questioning inappropriate comments and jokes; and
Empowering employees to make decisions
And on teams, everyone is playing their part by:
Setting inclusive norms on how to work together
Rotating team tasks so anyone can take on any role; and
Applying a “no interruptions” rule for meetings – and enforcing it
I’ve heard from employees from all backgrounds that these small changes are helping them feel truly more at home.
Does this mean that we’re on the right track?
Congratulations
Your company is definitely on the way to a culture of everyday inclusion.
As we’ve seen, all the good policies in the world won’t make a difference
unless everyone is made to feel welcome, no matter the differences.
Consistently demonstrating such seemingly small
but powerful – everyday actions will help spread inclusion and respect throughout our organizations.
When this happens, it’s easier to attract employees from all backgrounds
and make them want to stay.
And our stakeholders, customers, and community partners will see the benefits too.
Inclusion is the third element for illuminating opportunity in Alberta’s Electricity Sector.
Electricity Human Resources Canada has developed a guide
that features quick reference tools and other materials to help you with the “how”.
To get started, go to: electricityhr.ca
