Inclusion Infusions: Advancing Black and Racialized Talent

Posted on Friday, February 28th, 2020

As we start thinking about our fall hiring season and we reach the end of Black History Month, I wanted to challenge all of us to think about underutilized sources of talent, in particular racialized Canadians. How might we build a competitive advantage at Algonquin College by developing a deeper and more diverse talent pool for your next job opportunity or promotion?

A new report from the Public Policy Forum found that:

  • The power and earning penalty is highest for racialized women. One study showed that in corporate leadership roles in the GTA white women outnumber racialized women 17:1. Overall racialized women represent only 6.4 per cent of the management workforce, despite representing 10.5 per cent of the overall workforce.
  • The Canadian government is increasingly accepting highly skilled immigrants. Yet some research suggests that in Canada, many employers are looking for less skilled workers, and the policy emphasis on skilled and experienced immigrants itself has resulted in the underutilization of skills for highly educated immigrants.

Here is a list from Korn Ferry on the 8 strategic approaches organization can take to advance black talent – is there anything from this list that you can lead or support?

  1. Hold leaders accountable for role modeling and cultivating cultures of respect and inclusion.
  2. Assess what structural headwinds may prevent Black talent from advancing in the leadership pipeline—then remedy them.
  3. Examine selection, promotion, and talent management processes through a D&I lens.
  4. Recognize that development is a continuous process that requires direct and honest feedback, support, and guidance.
  5. Create a development-focused culture where risks and mistakes are considered learning opportunities rather than reflections of one’s capability.
  6. Be more intentional about positioning Black talent for visible, important, and complex (VIC) assignments, specifically with P&L responsibilities.
  7. Encourage senior leaders to be more intentional about advocating for and sponsoring rising Black talent.
  8. Highlight, leverage, and celebrate the contributions of Black talent.

Comments

Share your thoughts