Aller au contenu principal

Parlons de la promotion de l’égalité entre les hommes et les femmes : adopter une nouvelle approche

Ressources humaines, industrie électrique du Canada (RHIEC), en partenariat avec Ressources naturelles Canada (RNCan), a récemment organisé une série de webinaires sur la promotion de l’égalité entre les hommes et les femmes sur le lieu de travail.

S’appuyant sur l’Accord de leadership de RHIEC et sur la campagne Parité d’ici 30 de RNCan, les webinaires fournissent aux organisations les meilleures pratiques et les outils qui leur permettront de combler plus rapidement l’écart entre les hommes et les femmes. Ils guident les signataires potentiel·le·s ou existant·e·s dans l’élaboration d’engagements concrets visant à faire progresser l’égalité entre les sexes.

Webinaire 2 – adopter une nouvelle approche

Présentatrice : Jennifer Ladouceur, présidente et cofondatrice de Women Leadership Nation

Chaque personne a un rôle à jouer dans l’atteinte de l’égalité entre les hommes et les femmes. Apprenez comment inspirer et motiver les champion·ne·s à partager leur engagement avec d’autres et à démontrer leur position en matière de diversité des genres.

  • Explorez de nouvelles approches sur les stratégies efficaces pour faire avancer les choses
  • Comprenez l’importance d’unifier l’ensemble de votre personnel pour réussir à combler l’écart entre les hommes et les femmes.
  • Comprenez les préjugés et identifiez les défis au sein d’une organisation pour savoir comment changer l’état d’esprit de l’équipe et mettre en place une culture qui favorise l’inclusion.


this conference will now be recorded okay good afternoon everybody welcome

and thank you for joining us for the second of three webinars that will focus on advancing gender equality I just have

a few housekeeping notes before we get started as you know we’re going to be recording this webinar and a copy of the

presentation will be available afterwards on the EHR se website there’s

going to be a Q&A session after Jennifer’s presentation for 10 to 15 minutes based on how much time is

remaining after the webinar also during the webinar today we’re going to ask you to participate in four polling questions

in the calendar invite there is a link for you to access which is pol II

/e h Farsi ma r ID make sure you have

this link ready when we get to the polling questions and you’re going to see everything live also if anybody is

getting on to the web the webinar currently if you can mute your audio that helps with any feedback so first of

all now let me introduce myself to all of our new participants my name is Murray mold and I’m the manager a

stakeholder engagement here at EHR C we are delighted to do this in partnership

with Natural Resources Canada and to support the equal by 30 campaign which

you will hear more about momentarily I want to give a warm welcome to Kim chumsky senior policy advisor in the

environment and energy policy division and in our camp we are also very pleased

to welcome nan Raphael Duane president of the Canadian hydropower Association who will speak to the importance of this

topic the webinar features speaker today is jennifer Ladouceur president and co-founder of women a

leadership nation Jennifer will provide the challenges that exist currently in the workplace and how to focus on

creating the right environment for successful unity okay so let’s get started

for anyone that’s new in the audience electricity Human Resources Canada is a national not-for-profit organized

station that addresses the human resource and labor market challenges within the Canadian electricity sector

our vision is to build a highly skilled safety focused and diverse Canadian

electricity workforce for now in the future but while Canada has a strong and

diverse energy supply unfortunately the same cannot be said yet for our workforce as in many technical sectors

women working in energy represent a much smaller component of the workforce than they should and in many instances they

continue to face barriers that limit their advancement or indeed their desire to remain in the industry we have been

working diligently over the last decade to support change and the leadership Accord was born how did that work it

provides a platform to create a culture of equality and inclusion throughout the workforce

it is a public commitment by employers labor and educational institutions to

promote the values of diversity equality and inclusion and increase the representation of women in particular in

the skilled trades and non-traditional positions it is the premise of the Accord that to effect systemic change a

bold vision is required by industry leaders that those at the top of an organization need to set the standard

for others to follow

I’m just spoken to the next slides there we go

studies show that diverse teams in the workplace lead to greater innovation and positive impacts on an organization’s

bottom line a slew of recruitment and retention benefits and the increased employee commitment however as you can

see on this slide the numbers are telling a different story there are eight point six million women working in

Canada making it approximately forty eight percent of the Canadian workforce we still represent only 25 percent of

the world in the electricity sector furthermore fewer than 13 percent of

practicing licensed engineers or women in the trades you can see that that a number plummets to fewer than five

percent despite the rise in the proportion of women in the electricity industry and best efforts to tap into develop and

retain this cohort the pace of improvement has been slow with the parity between men and women in the

industry remaining a long way off it is clear that we have more work to do I’d

now like to hand it over to Kim Jong ski who will introduce M Raphael odelay and the equal 132 company

hi everybody and for those of you who were on the call last time I would just I’d like to say thank you for coming in

and like I did before just highest praise to our partners in the EHR see the work they’re doing on the leadership

of the court is tremendous a great example of a domestic initiative I speak

to the international perspective if it isn’t perfectly clear through an hour

can we co-lead an international campaign that looks a lot like the leadership

Accord it’s called equal by 30 but I’m not going to say too much about it today my job is actually to introduce another

tremendous partner of ours I’m Raphael Oda why who is the president of the Canadian hydropower Association she is a

longtime sort of public servants in the community of Ottawa in just in the last

nine years has worked at the provincial energy department in Nova Scotia she’s been involved in social and

environmental issue issue management at hatch which is an international engineering consulting firm she’s a

founding partner of the Canadian Council of renewable electricity and as now has

moved up the ranks at Canadian hydropower but what isn’t evident in her bio is perhaps just the caliber and

passion that she brings to this particular file I’m Raphael reached out to us sometime in the fall and said I’ve

heard about your initiative I want to take part and it didn’t stop there not

only did she join she said now what can I do to help you and immediately offered ways for us to amplify our work for us

to be seen we were invited to attend their conference where she made gender

equality a major part of the conversation in her keynote in the people that she invited to participate

in the way she administered her sessions she recognized women of power and this

year it was Shauna patch all of Manitoba Hydro know you guys are on the line but what you go she is really truly an advocate

for women and when I think about equal by 30 and sort of the advantage that we have it is really in supporting other

women and Raphael walks walk on that one it is through these partnerships and

through powerful leadership like that I think we really are making progress so whether and how you decide to join on

to equal by 30 or the leadership Accord and of course I think you do it is in Rafael’s image that I would

inspire I would I would sort of challenge you to inspire yourself and with that I’ll turn it over to her who

will tell you a little bit more about equal by 30 Donna thread is among officiel we think that’s pretty

important so I’m Raphael overdue you may see Kim for sit on her diction progeny

Versailles which is very she on for me to ask you to Montana Tom perfect don’t

sit down please do the path educated comment Arabic vous to civil to taraji a little Internacional convulsive a Lu

Government of Canada alone see in Campania axially Principality digital

digital are you know many styles or energy pop Setanta tequila Gibran CPEC

festival progress Silla transition Vernon Avenue access hole energy POC is it an a low

Canada so value delivered more Vancouver who madam a and install the lock or the leadership la campagne de Manos

organization approve a deep consider Universal a plant legality i’ma tell the seller with eagle not a leadership at

the possibility allowed the Montano disengagement concur compulsive a proven that want a public approval fellow

leaders feel jiske see produced result organization under daily operate a digital so don’t sit on Bob program

plummet septum hamachi and easily only prison important La Scala page reset Rondinella Javier compound belated sit

hunt a la Rionda minister energy artifacts Mon organization take Indian women senators want operate a dissident

up in Calcutta so 11 cats autonomy do it in seven freedom is your immediate Padilla

approval energy concede companion allocated required for thermo not am honored conference annually out I wanna

move on them industries the corn is really crucial to continue a

different is a Meniere’s geometry the eternal provided if a dog oops horizonte

on a proven public multi-component incorporated is it haunted like other leadership called emotional engagement

delicious ravine statistica is eighty Mosconi kill kill community la la la

presentación qmv Arun and Kevin said books on l’amanda Canadian so composed

of Mapleton proposition Elmo and no country province impose on demand of totally sick dark energy and electricity

non klepto based on biblical a de force the records constitute in the premier setup dole edema Valentin education

dizzy for the diversity inclusion l Emilio has shown deceased at stick is recording some indecisive in Kanazawa

delegate a positive knowledgeable Sandy’s organization key song as a participant I see beyond supported Arizona kotelko

as well as a team on Sunil Chhetri 1414 onset initiative not a most an

organization Michigan law denote conference annual canosa’s engagement public liaison to at least on foxy the

overall Apopka politique a procedures antenna is a thousand addition nearly poogie in a horizontal never put it back

no snow so powerful in existent program monkey existed he loosed contribution

come on really – a pleasure G a I created the possibility concrete for the families earth who Google su Horizonte

genome even a phenomenal program empowering futures the HRC empowering

futures 8 Rosetta Kazuki de piel Akita on Oprah unlawful disturbance on salah

el privileges cassette min dollar ski consider hub Ahsan Haque risky clay deposited a twenty such Alan Townsend is

a to John Donovan posted on their in on cohosh parolee families or groups Horizonte Avada Kedavra in the science

technology engineering and mathematic in Masami key for the proposed initiative

cam sila pro hunt incivility photo ignore the returns from the fam it is auto group su Horizonte another

affirmative cattle is a popular solution or else a GD leadership the group come woman in renewable energy wire no sir no

wire fatty lack emotion delicately dissected elaborate a on the principal cause he for the defense delay caused by

example difficult the possibility moto ha I deeply come will appear some of us

among the clean energy education and empowerment and empowerment award mr. Fellig almighty tableau de novo path to

Narnia Hadiya consolidation massage it on was a party Lani the onion wasn’t fake hip have a

quiet as can acquire in fundamental mo don’t know dad seat organization in only beauty soon Denis for this El Nino to

premier a woman of the of dense diction loud not reformed Canadian solid Wiley twisted the Mindy sweet and use even add

the pasta was a traditional or do not proportion conference for energy when I click on Canada cure you’ll even thank

even see septum ammonia so create a con su / 100 mph and industrial energy will

a clickpolo do labor the Hodgman LOD vermin Satan for me WM for new honk

association to continue adamantly not engagement actions initials don’t be ugly face you can use even

common see about this new D’Amelio asean ski at jalapao ET le get a dissection so

to on comparison request us to take in italia pretty rotten elite if you don’t in alaska book du travail affair provoke

women experienced personnel is a methodical newton j dilla premier famine

become a pro yet on plumper association canadian deliver electricity doll silvertoned existence is associative of

emotional scale network residents know me a lute and any medieval to encourage

relief a magical example a komodo on Franklin’s a autonomous it with

universal future a visit to drop you and passes on TLD corrosion on the Hosier she don’t wat to sector confrontation

j’espère que a message reasonably – encore professional mom like new comments home about the prison please

don’t ever know it on free on certain on district and agenda did with christeson gash on the venison yet their own

diamond hollow leadership a poor conclusion must unite and is SP on tellus on the parity DC tanto curricula

seen yet exist only like other leadership the EHR see profs near a platform Internacional de manière

transparent the senior todas attacker continue under one welcome to dialect the program proposed engagement Anansi

Dalek Oh Tandy Kapoor Shaad Ali nominee style energy news on Titan is

organization Canadian on Tony model Akkad leadership chaos – Jody danila happy as a welcome the leader Omar

Sadiki today sexy DNA profile international young CEO said not

positive a crucial monitor also measure eyes national disposition for

petrichenko do not webinar which Audrey mess so this is Kim Chomsky once again

thank you thank you very very much for anybody on the call whose first language is not French and you want to know what

what I’m gonna fail has just said please reach out to me Kim Chomsky or to Murray

we do have these remarks translated of course but inclusion includes being

respectful of people’s first languages and we know that there’s callers there’s people listening in from Quebec so we

hope that we were able to follow along and if not happy to share what we have so that you can read further thank you

so much Rafael yes Kim do you want to

talk a little bit more about the equal month earlier it was covered so well by an Raphael I’ve got nothing but again

very yeah yeah well we’ll throw it over to the main attraction here today and

yeah girl k great so thank you cam thank

you and I am not super cool it gives me great pleasure to introduce our speaker today Jennifer allowed to serve

she’s the president and co-founder of women leadership nation it’s an organization committed to closing the

gender gap in creating unified workplaces Jennifer is a serial entrepreneur and as held senior

leadership positions in the private public and government sectors where she herself has faced many obstacles and

challenges jennifer has dedicated the past two years to investigating why the gender gap is not closing in developing

holistic solutions that Health Organization’s attract do engage and retain women leaders by

creating more unified workplaces today Jennifer will share the challenges that

exist in the current workplace and how to focus on creating the right environment for successful unity

Jennifer over to you I’m going to give you the screen in just one second and

you should be good to go you can see

that yes so thank you so much for inviting me to present on this really

important topic this is something that’s really dear to my heart and something

like we said that I’ve spent the last two years doing significant research and

trying to understand why in every role that I’ve held whether it’s been in

investment banking in consulting or in

the government why in many cases I’ve been the only woman in the room and and I know how that’s made me feel

and I believe that there’s so much more potential but it’s really trying to understand why why our organization is

truly struggling to close a gap it will

offer my perspective and why I believe that organizations are often taking the

wrong approach and what a new approach might look like so but to begin with

that by the very nature of you participating obviously that this is an important topic is something that you

also are looking to progress and I’m sure that we are making progress in some

ways but in many ways we still have a

long way to go now over the two years that I’ve spent the research I was shocked at how far we still have to go

women represent still only 47 percent of the labor force in Canada and yet less

than five percent of CEOs are women the percentage of companies without any

women on the board fell to 37 percent 20:17 and what we’re finding in a lot of

research that were reviewing is that we’re actually taking steps backwards on

average women are promoted at a lower rate and one in five women people say

that there are no women in leadership at all of their current taking a look at

the electricity sector the gap is significant and at a time when significant opportunities still exist by

Ernst & Young study that found that women and only 16% of board members of

over power and facility sector in 2015 according to the 2011 labor market

report power emotion electricity renewable energy drink is experiencing a

major investment boom it will see much of the existing system replaced or upgraded during the transition from

legacy to next generation infrastructure it’s estimated that the next generation energy projects will involve two decades

construction at a cost of 295 billion dollars so it’s very significant to not

have parity and have the opportunity available to women as well and as a

renewable energy sector we’ll need to run employees between 2011 and 2016

that’s 45,000 to meet the labor market associated with next-gen this is twice

the number of ways over the last five years since is low in fact it’s

absolutely take 170 years the economic

must be too slow particularly when we could be adding trillions of dollars to the global

economy if we were reaching parity you have to ask yourself why when businesses

organizations governments not-for-profits are investing money into programs

problem why are not the studies all

point to one answer when you take a look profession why organizations not

progressing what we found based on research talking to businesses and our clients is that typically organizations

are too focused on trying to solve individual pain points by applying one-off disconnected band-aid solutions

so for example an organization will be struggling with harassment in the workplace and they’ll introduce a

sensitivity training program or they’ll find that a large percentage of the workforce is stressed out or going off

on sick leave so they’ll offer flexible work arrangements maternity leave is a

big one in Europe they deal with it very differently they support the women before during and after maternity here

we Institute you know support with wage and leave extensions and that type of

thing but quite often women will go off on maternity be completely divorced from the company not really know what’s going

on and expect to just reintegrate quickly all of these individual solutions are all good each solution in

its own right helps but is it really enough is it really the right approach

or is there another approach that we could be taking launching a diversity

and inclusion committee that’s often another step that companies take and in

many cases they’re looking at it as really just checking off the box a lot

of times these committees are just random selecting speakers to come in

they are addressing a need but really is it far enough solving the gender gap and

creating a unified workplace is a complex problem to be solved and requires a strategic approach

the reality is what we are doing today isn’t working we are only seeing part of the problem part of the picture we are

too focused on the symptoms and the problem and not seeing the bigger picture

I’ll move put on – I’ll give it back to Murray – to go oh we just want to UM yes

and I see that yeah the last question

I’ll have to go back to that okay so if everybody’s logged on to the link that I provided into your calendar invite it’s

also at the top of this so we’re going to do a Paul Jennifer is there a way

that you can you’re in the live slideshow correct yep okay for some

reason okay I’m gonna have to go back to my screen because I’m not sure this is

going to

chains chain

okay well try this so everybody should

see the questions just let me clear these result or it has people but I guess people have started actually um

yeah here we go they’re actually doing the results so I’ll just wait about a

minute and see how this goes as you can see you can see the light results on

this pole currently so this is very

interesting already what’s coming in so like we’re saying there’s there’s a lot of talk and no action there’s the

concerns and resistance from men that’s going up to one of the things we found in research is that a lot of the

programs that are being developed are actually including only women and we

feel that that’s that’s really not helping that a solution needs to include

men in the the answers seems to be the

Diana don’t lots of talk know what well

hopefully we were going to cover some some ways that you can take action today

so just wait a little bit longer Jennifer and I’ll walk the results

okay looks like the activity stops all lock-in at BOTS and if you just give me

a second I’ll shoot it back to you there

you go great so the time has come for a

new approach since what we’re doing today isn’t working an approach that looks at creating a unified workplace

one that embraces diversity inclusion and collaboration we need to take a

holistic approach recognizing the need for a unity strategy that includes everyone as part of the solution and

influences the overall corporate culture an approach that might get uncomfortable

requires authentic leadership and goes and it goes beyond the internal

stakeholders and build stronger connections with all partners both internal and external if we want to make

progress we want to move beyond diversity and inclusion and towards creating a more unified workplace we

need to take some radical steps a new approach that begins with recognizing

barriers and to create solutions research has been done by Harvard and in

fact there’s an incredible book called through the labyrinth and in this book what they do is they express how women

have broken through the glass ceiling women have reached the top in many

industries I was looking at the electricity industry trans Alta wood

which was formerly a Calgary Power has a female CEO and president she’s been in

place since 2012 and she’s the second highest paid female CEO in Canada so we

can’t say that women haven’t broken through the glass ceiling however what we found once we’ve gotten through there

is that it’s a more complex labyrinth on we need to navigate and if you take that

that concept it really helps us build a solution by looking at it as a labyrinth

women are faced with more obstacles and roadblocks along the way a new approach must recognize this organizations must

understand the barriers that exist within their organization to make it easier to navigate we must focus on

creating the right environment for successful unity in the workplace that will drive innovation and other economic

and social benefits after researching the question why are we not successfully

closing the gender gap and creating unity in the workplace we uncovered 12 building blocks to unity and twelve

areas that make up a holistic approach and again study after study that we’ve read that’s

on on the market that’s available in and talking to companies and and clients

these are all all 12 components that make up a successful unified workplace

champion so again we need to have champions we need to have strong leaders with a vision if the leadership doesn’t

believe in it even you won’t be able to make any progress you need to have awareness and awareness not just from a

corporate perspective in terms of where the roadblocks to and for example in the

legal field what we’re finding is a lot of women are 5050 going into the fields

making it to manager but they’re not making it to partner so really deep awareness but also

personal awareness for the employees themselves so the women that want to

progress to certain levels and achieve things there needs to be more clarity and support and them understanding what

their strengths and what their personal challenges and labyrinths our unity goals we need to set realistic smart

unity goals and and really stick to that and and build strategies around it we

need to be inclusive so solutions needs to include everyone including men and women and even

suppliers in some cases we found businesses have a deep relationship with

strategic partners that are really a face and represent their companies they

need to be included as well you need to have training accessible to all you need

to have in-person formal training to be able to give all of your employees the

tools and resources needed to be successful you need to build a structure

around unity skills what skills are important to you in your organization what what would you represent in terms

your organization what are the habits what are the behaviors that are important to represent unity

experiential learning we need to get people to be able to be comfortable with

having courageous conversations we need to make it real in their environment we

need to build a supportive network we need to be able to have a supportive network internally and externally across

the organization this also includes having sponsors and champions and

mentors and sponsors are very different from mentors again a lot of the research is saying that there’s a lack of

sponsorship so you’re where you would have a mentor guide you but whereas a

sponsorship might actually open doors and really present opportunities to you

we need to create actual opportunities you know a lot of times that we found

organizations that were providing the support but then when it came to a woman

wanting to grow there was actually no room for growth there was no opportunities to excel on culture again

this is deeply entrenched culture captures the way in which groups and people perceive interpret and understand

the world around them these cultures communicate directives that have a profound influence on how we think what

we believe in how we act role models we need to have successful

role models that can really make it possible for people to see what possible and we need to look at the

pipeline and how we’re ensuring that women are choosing stem and and from the

very beginning when they goes in through high school through college and university and then career and measure

we need to be able to measure results activities track what’s working and what needs modification we don’t have enough

time to do a deep dive into all 12 building blocks so today we’re going to focus on number one creating gender

champions some of the obstacles and roadblocks women are facing require them

to take different routes in the labyrinth some of the roadblocks that

we’ve found based on research some of the biggest ones are you know unwelcoming environments limited

opportunities for advancements family obligations placing stress or pressure on them lack of women role models no

support during pre on a post majority lack of flexible working arrangements

limited networking opportunities lack of sponsors and so on I know in my career

there’s there’s been a number when you take a look at the the family obligations

when when I was at the City of Vaughan I was the director of economic development

and culture and that involved a lot of international travel and you know being away for a few years few weeks at a time

it can be challenging right so you know we need to take a look at we want to

have great talent in place but what are some ways that we can help them to

better navigate it and I think the responsibility lies on the corporation

to make it an organization to make it the labyrinth weren’t easy to navigate as well as the individuals we can’t

focus on fixing the women any longer what we need to do is look at the problem holistically and start

addressing problems with the entire environment in which women are struggling to navigate so Pass affects

you to Murray to to do another

or question sir and is okay here is the

second poll looks like people are already they’ve got the hang of it


so this is really interesting so the power of speaking your truth again this

goes to the authentic leadership I believe that it really need to be honest

5050 very interesting so again you know or the for the first one I know I am

known for speaking truth to power and really being able to be your authentic

self and also the organization being able to set up a culture where that’s

okay to speak your truth is really important and this is very interesting 5050 so I’m very careful about who and

when and again that’s that’s very very interesting because we need to be able

to create a culture where it’s okay to to be able to speak your truth and

actually encourage it and and not have ramifications to speaking your truth so

what we’ve done here is the theory of the labyrinth we’ve created a little

exercise that you can will make available to you that you can actually

do within your organization to get started and and helps you see the bigger

picture and gain clarity into your current situation and develop some new strategies for creating unity and the

ideal environment for unity so you start with step one is really begin by

identifying your professional goals or your organizational goals so this can be

done at a personal level and also a professional level organizational level

so step two is really identifying what your specific challenges roadblocks and

opportunities are that you have to navigate and then third is identifying

strategies and solutions we’re actually in navigating so what you what’s very

interesting is that you start to really break down and get to the core of what

are some of the challenges and in fact what we’ve found is that sometimes it

may not be what you think it may be that there are certain systems or archaic processes that are in

place that are actually limiting you know the opportunity to increase innovation and collaboration so we’re

gonna take a deeper look at the empower empower gender champions and really how

you set that up because we believe that it’s not enough to say we’re gonna have gender champions in the organization

raise your hand who would like to be and just say okay go there really needs to

be some thought and methodology to it what is the gender champion when we

started with that we asked ourselves that question we started by really doing some looking at what is the definition

first of all of a champion and a champion is a person who fights or argues for a cause on behalf of

themselves or someone else and we believe the definition needs to expand and when you look at gender champions we

believe generations need to have knowledge of the diversity landscape within their organization and industry

they have to be inclusive and encourage radical collaboration not just

collaboration but radical daily at an organizational level and they need their

not only individuals at the top but it needs to be all employees at all levels across the organization the champions

need to drive new initiatives inspire new ideas and approaches and have a strong impact on the organization’s

culture and again these need to be men and women we need to have a culture

where women support women better and in some cases that is an issue and we need

to have a culture where men support women as well we’ve broken it down to

four phases in terms of developing a unity workplace and really within each

of those phases again the role the responsibilities and the needs for

supporting gender champions at each phase is going to be completely different so we need to be able to take

look at that in terms of the four phases we have phase 1 being the discovery phase 2 beings

strategy phase 3 launching and building phase and then phase 4 is measuring when

we look at phase 1 in terms of just discovery we need to look at defining

the rules of the gender diversity champions specifically what is it that

you would like these individuals to achieve what is the goal and with that

level of clarity they’re going to be more successful we need to build the

business case with them and so that they have a really strong sense of what is it

that we’re trying to achieve at a corporate level particularly if they come across anybody that has concerns or

is that a little more negative towards it we need to examine the organization’s

corporate culture we need to be very comfortable with being uncomfortable and being very honest about what is it in

the corporate culture that is really adding to creating barriers and what is

it that we would like to achieve in terms of creating a new culture what does that look like we need to look at

conscious and unconscious bias and everyone has that and one of my friends

she’s the president or the head of HR for Roche and she gave a really great

TED talk as a HR professional she expressed that she actually has a bias

against women and she explains in her talk that it was an unconscious bias that she wasn’t even aware of and she

actually presents some great strategies as to how do you discover whether you

have an unconscious bias and you can watch the presentation but really at the

end of the day it’s the the theory is you flip it to test it somebody had come

into her office it was a man came into her office and asked if he could have a

his hey reassessed and she said okay and

then a woman came in and she asked us a same question and she said in her mind she was thinking we are paid enough and

she and that was sort of the trigger for her we need to uncover opportunities now

there’s already a lot of things that organizations are probably doing very well and there’s always a lot of

opportunities for growth and we know that diversity and inclusion spurs innovation so what are the opportunities

that we can live our leverage by by all of these new initiatives we need to

increase the employees overall level of self-awareness and connection to purpose

particularly the next generation that’s coming up there they want to have a

sense of purpose they want to feel like that for making a difference and and this certainly can contribute towards it

we need to embrace training and experience of learning and we need to be able to train them prepare them so that

they can go out and be successful in the organization and represent them properly we need to develop unity skills and you

need to create a corporate culture of unity understanding what that means to

you what does that look and feel like within your organization and some of some of the things that recommend also

in terms of supporting the not only employees but the general champions

particularly is trying to really lead from a place of strength so allowing

them to evaluate clearly what their strengths are and leverage those so

we’ve created another worksheet that can be done for really developing a strategy

for creating gender champions step one really looks out what is the role of a

gender champion mean to you with it what does it look and feel like in your organization and then identifying the

challenges roadblocks opportunities and then associated strategies so based on

those challenges that you’ve identified what is it that they’re potentially could be coming across what area and

that might be different again that’s why the discovery is so important in terms of understanding and and

certainly signing the Accord is a great step to really understanding your

current environment and understanding where there might be some challenges and you might find that there might be

certain departments that are excelling and can be act as a role model where other departments are are lagging and

and could could benefit from some some strategies there to help them to grow

when we take a closer look at the unity skills and what I was referring to if I

was to tell you to go to work today and to be more diverse more inclusive more

collaborative just go to work and be more unified what what does that look like you know we can’t just expect that

we express a desire to our employees but

not given the skills and the understand that behaviors and habits of achieving that so we asked the exact same same

question what would that mean if somebody were to ask us to be more

unified and we created 12 unity skills that we’ve created measurable habits and

behaviors linked to if you are asking your gender champions to be your voice

in your spokesperson then you need to be able to clearly articulate the types of behaviors and habits they should

demonstrate so take a closer look at what that really means so by

establishing the unity skill is important to you and your organization you have the ability to clearly explain

the Associated behaviors and habits so clearly for us empathy when we look at

what a unified workplace would look and feel like to us we feel that a skill

that’s required as empathy and so a habit is that to perceive so again and a

behavior is I’m sensing the emotions inside and around me so mine my

colleague here might be having a really bad day and so I’m more a

ethic and understanding towards them or I might help them out on a project it’s

some of the other skill sets are the communication again that action would be listening community which would be

commitment cooperation and tension set creativity a tent that you’re more

mindful that your your negotiation again I’m thinking ahead possible roadblocks

critical thinking I’m seeing information and context decision-making I’m

articulating needs and constraints so it this could be you know these are the

twelve that we’ve identified as being key in core but you know you could take

a look at what your organization would what your mission and vision is and there might be other ones other skill

sets that can be linked to actions that can be very shown and based on those you

can then actually work with employees in terms of measuring and in terms of

teaching them how to represent tile so

phase two is the strategy phase we need to define outcomes and expectations and

we need to identify roles and responsibilities set really smart unity

goals and objectives create an action plan and look at it what it does it look like 30 60 90 days out we need to

identify and engage role models and we need to brand the entire initiative

really I’ve seen a lot of people have a lot of different initiatives when you

sit down and talk to them they they might have a committee they might have a mentorship program they might have a few

other initiatives underway they might have new policies and procedures but the

organization overall and your clients don’t necessarily know that you have that because it’s not probably packaged

and you really need to be able to package and brand your entire initiative

to create excitement to encourage engagement to to really show the breadth

of everything that you’re planning on doing and really to show that you have it’s a

holistic approach phase three which is

launching and building phase you need to be able to identify the initiatives but

really launch them in a powerful way you

might have other initiatives already going on that you could tag on to but

really encouraging and creating excitement around it from the beginning and then also finding ways I mean

maintaining that excitement is really important you need to be able to introduce the gender diversity champions

to the organizations and to key stakeholders and you know and allow them

to feel sense of pride of having that role and encouraging them to to continue

to to go out and promote diversity you need to provide ongoing support to

champions and you need to encourage and grassroots initiatives so you’ll have

your overall strategy but you need to be able to encourage others whether they’re

the champions or they’re any employee and any level to come forward with new

ideas because they’re gonna all have a different perspective and you’ll be very

surprised at what what will come from that and also a sense of accomplishment from the individuals and you need to

demonstrate support from the top so again in all the studies that we’ve read

one of the reasons why organizations fail to close a gap or to make progress

is because they don’t have support from the top so we need to be able to demonstrate that we need to be able to

encourage organizations to have courageous conversations some of this is very difficult we need to be able to be

very honest but feel that that’s not going to come back to us and we evil we

need to be able to continue to maintain that momentum phase 4 measurement

recognition that that’s very critical again this was lacking in the study

saying that a lot of organizations are doing initiatives but they don’t necessarily have know what the results

are Annie you’re gonna need that from a support from a financial perspective to be able to go back to leadership and say

you know it generated these results so continue to fund as well as just knowing

that you actually are making progress so you need to have the measurable goals you need to recognize and celebrate the

progress that you’re making even if it’s small you need to be able to share success stories and video is very

powerful again you want to individuals particularly in this world now where

everybody’s emailing or texting we need to be able to create a sense of all

coming together and actually engaging again so that’s a big one ongoing

support momentum you can’t just set it and let it go you need to really ensure

that it’s continuing to create momentum and you need to be able to be ok with

adjusting the strategy as required because a lot of times you’re going to find that it’s ok if something doesn’t

work or is not as effective at least you know now you can move on so you need to set that and that’s also something

that’s critical for innovation so again all of this is creating more innovation

in your organization and again I have to say by signing the Accord this actually

helps you put a lot of these pieces into place and you can also share success and

stories and and learn from one another so I’m gonna pass it on to other

holiness yeah try and do this fairly quickly

their toll

that’s great it looks I mean by the very fact that you’re on this call on this

webinar shows that you play a role so so that’s excellent again someone to study

found that women were not necessarily

given access to leaders and to champions um okay so I’m gonna walk it here unless

oh wait one more second it’s fairly

close okay I’m gonna lock it there send it back to you Jennifer so when you take

a look at characteristics listed just a few characteristics and actions of what

divert diversity champions really look like just quickly that some of the

characteristics are there influencers they believe in the business case you you have to truly believe in it

there are authentic leaders they’re effective networkers in their skill that

answering tough questions which they might be faced with some of the actions are they are able to start conversations

particularly difficult ones when necessary they call out barriers and for

helps to line Lucian’s they’re really mentors they walk the walk and they they bring people together and you know so

why would you so why would you go to all this work we’re all busy enough

day-to-day lives besides the fact that this is the right thing to do to to really build more

unity in your workplace well it’s proven that how many women in the workplace is proven to result in better financial

performance stronger problem-solving more collaboration and support

developing other’s trust increased trust in stronger corporate culture lower risk

better customer service and increased innovation so these are all

great reasons as to why an organization can truly build a business case around

creating more unity in the workplace we have created a gender champion toolkit

it’s really a how-to guide if you reach out to me I can I can provide you with a

copy but really it’s it’s a step by step guide and offering questions as to that

you need to answer at each of the four stages in order to divulge your strategy

and again I wanted to just acknowledge that we believe that you know signing

the leadership Accord is a great first step it provides you with really a tool

kit to getting started and also supporting you in terms of maintaining

momentum so thank you so much for allowing me to present I hope you were

able to to get some valuable insights and I think we’re gonna be open to

questions yes Thank You Jennifer I just wanted to

say it was a great presentation I love this story that you had on my conscious

bias maybe you could even share that that link of the TED talk on we could

for that off to everybody I also thought your approach seemed quite extensive and a great way to begin looking at gender

unity for those who are just starting to create a program already have a program perhaps need a few tweaks so I’m going

to open it up to some questions we do have about three and a half minutes

before we do our final poll so you can

either get on the line or send me a question

okay well Jennifer I can start off with one question so where would an

organization start when they’re looking at creating a unity workforce do they need we’ve heard this before

executive buy-in or should they be reviewing their current initiatives I think that’s a good question I think

that the first step is definitely getting a leadership buy-in you know I

work in saying government and even other organizations if you don’t have the

support at the top then you’re not really going to be able to make ground and that that goes for innovation as

well you know you want to this is going to require change and if you don’t have

the support to be able to make changes necessary then you’re you’re going to get frustrated so I think I think it’s

possible if you don’t have support at the top that you still need to be pushing and trying to do even within you

know there’s certain organizations I’ve worked in where I we haven’t had the support at the top end so you know

within the department that I managed I tried to create a community a little

community of unity and in the sense and a larger corporation that there was

still challenges but okay great I have

one from online the question is how can you tell the difference between true

buy-in from the leader versus just good talk yeah so I guess you never really

know until because it depends on the individual and a lot of people

definitely talk about it I think you’ll find out very quickly when you know a

lot of the things that we’re talking about might already be in place and you

know there’s small initiatives that be like yeah that’s fine go ahead and do it the first time you’ll be able to find

see if you don’t have full support is when there’s something major that needs

to change in the organization so for example maybe there’s some HR policies

are pro says that actually have our creating barriers that need to change and you get

resistance so you know my advice if you receive or come across resistance is

again going about it from a positive perspective in terms of building your

business case for why you need to make that change but I think it’s human

nature that you were some organizations you’re going to get individuals that top the top but you just as in a leadership

team you need to just try and keep pushing forward okay thank you I have

one last question before we finish off the last poll so how long does it take

to go through the twelve unity steps the first time I assume it needs to be an ongoing process yeah it really is I

think the great great thing to do is really sit down maybe plan if it’s

possible a day or a half-day and really look at the 12 steps and address and ask

yourselves there’s probably already areas and steps that you’re already doing really well and so you can really

you know take your time in terms of identifying what’s most important to you

where are the areas you’re already doing well and then just focus in on those key areas where you’re not and the whole

idea of the 12 steps is that we need to look at the problem holistically and so

if you are missing some you really need to have even just some small initiatives

in each area I think to be very successful great okay thank you so I’m

just gonna finish it off quickly so if you want more information about the leadership record or equal by 30 you can

visit these two sites if anybody wants to ask us more questions after the

webinar you can send it to the link the providing either registration info on electricity HR dossier

and here’s the final poll before we close out the webinar so if anybody’s left on the line I do see some people

here if they want to start putting in their responses just by contagion in one

word oh nice

this will result in a word cloud

I’ll wait just a little bit longer some great results coming in thank you


and hope in there okay I’m gonna lock it

at that so just before I finish it up Kim did you want to say some final

remarks oh sorry sorry about that yes

thank you very much Marie again for a wonderful session Jennifer insightful I always learned something on these and

you had a lot a lot to sort of take note of so I appreciate this very much I

think Maria might be stealing your thunder but we’re doing this again in a month and I encourage everybody can sign

up I’d come out and hear and learn and share and collaborate a little bit more

great thank you all right well thank you Kim and Raphael and Jennifer I hope this

has been a valuable session today to everyone who participated thank you to all of our participants if you have any

questions as I mentioned earlier you can send them to the info at electricity hrda and we do look forward to the third

and last of this series which will be happening on Wednesday March the 6th where we’ll look at you’re doing the

right thing yeah well enjoy the rest of your day everyone bye for now thank you