Tag: Impact Awards

Scouts Canada is a national non-profit organization and the country’s leading co-ed youth organization, offering programming for children and youth aged 5-26. With over 50,000 youth participating across the country in multiple languages and reflecting Canada’s multicultural landscape, Scouts Canada enables kids and youth to chart their own path of discovery. The organization employs approximately 150 individuals nationwide.

Recruitment and hiring with a DEI focus

Scouts Canada prioritizes equity, diversity, and inclusion (DEI) within both workplace and recruitment procedures. The organization implemented a Self-Declaration form for members of Employment Equity Groups and other diverse groups, making it available to all job applicants. This voluntary survey aims to gather insights into the backgrounds of applicants, which are then analyzed to identify areas for improvement in recruitment strategy.

Partnerships and community engagement

Through analyzing the data collected from the Self-Declaration form, Scouts Canada identified areas to enhance their recruitment strategy. The organization established connections and built partnerships with nationwide community organizations dedicated to serving underrepresented groups. By collaborating with these organizations, Scouts Canada actively posts job opportunities on diverse job boards, making the job postings accessible to candidates from a variety of backgrounds. These efforts have led to successful hiring events and a significant increase in hiring individuals from diverse backgrounds, thereby enhancing the inclusivity of the recruitment process.

Workplace flexibility program

Scouts Canada offers flexible schedules and working arrangements to promote inclusivity by allowing individuals to adapt their work schedules to accommodate diverse needs. This approach fosters a culture where everyone feels valued and included, and it supports work-life balance.

Program launch

Both the DEI-focused recruitment initiative and the Workplace Flexibility program were launched in 2023. These programs have already demonstrated notable enhancements in recruiting employees from varied backgrounds.

Impact

The introduction of diverse employees has brought a variety of fresh perspectives, experiences, and ideas to Scouts Canada, fostering innovation and creativity. Different backgrounds lead to novel approaches to problem-solving and new ways of thinking, driving organizational growth and adaptability.

Inclusivity and employee engagement

By extending workplace flexibility to all employees, Scouts Canada prioritizes inclusivity by addressing diverse needs, minimizing entry barriers, advocating for work-life balance, nurturing an inclusive environment, attracting and retaining diverse talent, and adjusting to evolving circumstances and needs.

Increased job offer acceptance and engagement

The initiatives have resulted in an increased rate of job offer acceptance, higher inclusion and engagement scores among employees, improved productivity, and better decision-making and problem-solving. Additionally, the organization has seen a more robust and engaging company culture, with approximately a 20% improvement in various metrics.

Conclusion

Scouts Canada has demonstrated a strong commitment to advancing equity, diversity, and inclusion within the organization. By implementing the DEI-focused recruitment initiative and the Workplace Flexibility program, the organization has successfully enhanced its inclusivity, fostered a culture of innovation, and improved overall employee satisfaction and productivity. These efforts reflect Scouts Canada’s dedication to creating a diverse and supportive work environment that benefits both employees and the broader community.

Ubisoft is a creator of worlds, committed to enriching players’ lives with original and memorable entertainment experiences. Ubisoft’s global teams develop a deep and diverse portfolio of games, featuring brands such as Assassin’s Creed®, Brawlhalla®, For Honor®, Far Cry®, Tom Clancy’s Ghost Recon®, Just Dance®, Rabbids®, Tom Clancy’s Rainbow Six®, The Crew®, and Tom Clancy’s The Division®. Through Ubisoft Connect, players can enjoy an ecosystem of services to enhance their gaming experience, get rewards, and connect with friends across platforms.

Commitment to diversity, equity, and inclusion

Ubisoft’s commitment to diversity, equity, and inclusion (DEI) is deeply embedded in its mission to foster a culture that inspires pride among employees and partners. The goal is to establish an environment where every team member feels welcome, involved, and able to thrive.

Diversity, Inclusion, and Accessibility (DIA) Content Review Group

The Content Review Group (CRG), introduced in 2021, exemplifies Ubisoft’s commitment to creating a more diverse and inclusive gaming experience. Comprising employee volunteers from diverse backgrounds worldwide, the CRG provides input on content through a DEI lens. By offering feedback on assets such as player skins, environment art, scripts, trailers, and marketing materials, the CRG ensures that Ubisoft’s games represent the rich tapestry of human experiences.

Progress and Impact

The CRG assists development and marketing teams in creating inclusive content. Its streamlined process allows teams to submit content for input from a diverse group, receiving targeted, actionable feedback at any development stage and for any asset type. This collaboration fosters inclusivity and enriches the gaming experience.

Enriching gaming experiences

The CRG plays a vital role in enriching the inclusivity and representation in gaming experiences. By providing intersectional feedback on various content aspects, guided by DEI principles, the CRG ensures that Ubisoft’s games authentically capture the diverse perspectives and experiences of the player base.

Cross-functional collaboration

The CRG improves content and acts as a pivotal connection between development teams and the Diversity, Inclusion, and Accessibility (DIA) team. This partnership extends to Employee Resource Groups (ERGs) through specialized pods, enhancing community participation in content development, particularly on representation topics.

Cultural impact

This initiative has cultivated a culture of openness and continuous improvement within Ubisoft. The CRG’s impact goes beyond content creation, fostering cross-functional collaboration and creating an environment where dialogue on diversity and inclusion is actively encouraged.

Measurable success and employee engagement

Positive employee sentiment

The Content Review Group (CRG) initiative has significantly influenced Ubisoft, fostering positive employee sentiment and serving as a strong motivation booster. Since April 2021, 214 reviews have been conducted across 46 games and products, showcasing the extensive reach and effectiveness of the initiative. The CRG’s ability to create a collaborative and inclusive environment has become a key driver in Ubisoft’s diversity and inclusion efforts.

Enhanced DEI efforts

The CRG’s work has led to improved employee engagement and a greater sense of belonging among staff. The initiative has also enhanced Ubisoft’s DEI efforts, driving meaningful dialogues and fostering a deeper appreciation for diversity within the organization.

Conclusion

Ubisoft’s Diversity, Inclusion, and Accessibility (DIA) Content Review Group is a testament to the company’s dedication to fostering an inclusive and representative gaming environment. By integrating diverse perspectives into content development, Ubisoft not only enhances its games but also strengthens its organizational culture. This commitment to DEI reflects a broader mission to ensure that gaming experiences are enriching, authentic, and inclusive for all players.

Builders Mutual believes in the power of teamwork to get the job done right. Headquartered in North Carolina, its market includes the Mid-Atlantic and Southeast. Builders Mutual’s team of 460 industry experts and policyholders creates a one-stop resource for all commercial insurance solutions and construction safety resources, protecting and advancing the unique needs of the contractor community. Cultural elements of teamwork, inclusion, expertise, and community are integral to who Builders Mutual is, how it operates, and what sets it apart. The company strives to be the best, serve better, and achieve more.

Geek Week Celebration

Builders Mutual’s DEI council organized a week-long event called Geek Week, celebrating the diverse interests and hobbies of employees. The main objective of this event was to create a community that respects differences, fosters a sense of belonging, and encourages acceptance while exposing individuals to new and unfamiliar topics and experiences.

During last year’s celebration, the council hosted ten sessions showcasing various hobbies such as road course driving, genealogy, floral arrangements, cooking quick and tasty meals, and crocheting. The event also featured a cookout during lunchtime to encourage team building and sharing among team members.

Impact

Over 25% of the team participated in at least one session and provided positive feedback, stating that Geek Week was a fun way to learn something new, boost morale, and connect with teammates. This initiative increased overall belonging as employees brought their whole selves to work and shared unique hobbies and interests.

CPA Ontario is the regulatory body for over 100,000 members and 21,000 students across the province. The organization ensures that Chartered Professional Accountants (CPAs) meet the highest standards of integrity and expertise. CPA Ontario is a non-profit organization with approximately 300 employees.

Student Success Bursaries

The CPA Ontario Foundation is the charitable organization associated with CPA Ontario. The mission of the Foundation is to empower more diverse groups of people to enter the profession through access to education, skills development, and opportunities. Since 2021, the Foundation has designed and implemented a multi-year strategy to support the academic journey of students pursuing their CPA designation.

In 2023, the Foundation introduced a major investment under this new strategy: the CPA Ontario Foundation Bursaries for Black and Indigenous Student Success. These bursaries are a key component in supporting the educational success of aspiring CPAs facing barriers to pursuing their goals. Awarded based on demonstrated financial need, the bursaries aim to address the significant obstacles that young people living in low-income communities often encounter in accessing the knowledge, training, and skills needed to enter and succeed in the accounting profession.

Currently, the bursaries are available through 10 post-secondary institutions across Ontario. These institutions were selected to expand the reach of support across student communities and maximize impact. The bursaries opened for applications starting in September 2023, with an initial commitment of two years of support and a more comprehensive educational support grant program in development.

Impact and Achievements

These bursaries are the first of their kind for CPA Ontario and the CPA Ontario Foundation, marking a significant milestone in the mission to support the educational success of aspiring CPAs. These bursaries are part of a larger strategy to support students throughout all stages of their CPA journey, from high school through to their CPA exams. This includes addressing barriers beyond the academic scope such as books and equipment, living expenses, mentorship, and mental health support.

The impact of these bursaries extends far beyond the direct recipients. In CPA Ontario’s role as a regulator protecting the public, it is believed that the profession benefits when member demographics reflect the diversity of the communities. Equally, protecting the public means attracting the brightest minds to the profession, demonstrating the value of an inclusive profession.

While many of the bursaries are in the process of being awarded to students during the 2023/24 school year, a positive ripple effect from this initiative is already being observed. This initiative represents a significant financial investment of approximately $150,000 annually in supporting Black and Indigenous communities. Equally important is developing trustful relationships with these stakeholders. Data is being gathered from students who have received bursaries in the first round of disbursements. This data and feedback will be used to continue evolving the program.

Future and Outlook

Providing continued support to students through mentorship will be a key focus of the Foundation in 2024, as students often face barriers accessing culturally appropriate CPA mentors who have similar lived experiences. Internships will also be offered as the program matures.

As a next step in the strategy following this initiative, the CPA Ontario Foundation has developed an Indigenous Knowledge Building Council composed of Indigenous CPAs to provide valuable insights and support the development of meaningful relationships with Indigenous stakeholders. A Black Knowledge Building Council is also in development and expected to launch in 2024.

This structured approach aims to create an inclusive and supportive environment for students from these communities, ensuring they have the resources and guidance needed to succeed in their professional journeys. The ongoing commitment to mentorship and internships will further enhance the effectiveness of the bursaries, providing students with practical experience and connections within the industry.

Dayforce (formerly Ceridian) is a global, cloud-based software company specializing in human capital management. With more than 8,000 employees, Dayforce uses its own solutions and expertise to drive business success. Organizations of all sizes around the globe choose Dayforce to achieve similar results. The company’s culture of excellence is rooted in the belief that happy, healthy, and engaged employees create the best outcomes for customers. Dayforce believes in diversity and equality, fostering an inclusive culture that celebrates all people.

Achieving Corporate Equity Program (ACE)

Dayforce’s 2023 Pulse of Talent Report revealed that almost half of workers (45%) agree or strongly agree that a lack of diversity in leadership would deter them from pursuing leadership roles. This sentiment rises to 60% among racial minorities and 59% among LGBTQ+ respondents. The report surveyed 8,833 workers across eight countries and in companies with at least 100 employees, highlighting widespread challenges.

Dayforce’s commitment to diversity, equity, and inclusion (DEI) is not just a corporate initiative but a fundamental necessity. Recognizing that a lack of diversity in leadership could hinder career aspirations for a significant portion of the workforce, Dayforce took innovative steps to embed DEI into its corporate culture.

Program Inception and Structure

Historically, underrepresented minorities (URMs) did not receive the same professional resources, leadership training, and promotion opportunities as their colleagues. In response, Dayforce enacted the Achieving Corporate Equity program (ACE) in 2022 under the leadership of Donnebra McClendon, the Global Head of Diversity, Equity, and Inclusion, to address these disparities and more.

ACE is a holistic program focused on helping URMs reach their full potential and advance within the organization. The initiative addresses both the psychological and professional development of URMs and aims to remove systemic barriers, including racial and cultural stereotypes, microaggressions, and misconceptions about educational and leadership competence.

Employees from all levels submit applications and undergo an interview process as part of the selection. Applicants are evaluated both individually and as a potential group. The program is tailored to each participant and holistically, finding common themes within cohorts to enhance shared experiences.

Program Components and Outcomes

Cohorts are designed to be small and collaborative, meeting for four to ten hours weekly with both individual and group assignments. The program lasts 16 weeks and provides participants with individual and group coaching from a licensed psychologist, mentorship on leadership, executive sponsorship, and comprehensive learning modules.

In 2022, sessions with psychologists and talks from leaders were extremely helpful, aiding participants in overcoming past trauma and preconceived notions about themselves. Consequently, in 2023, the number of individual sessions with a psychologist increased, and the Leadership Lecture Series expanded from eight to 12 presentations, broadening its reach and access.

The program culminates in a capstone project presented upon graduation. ACE graduates have the opportunity to earn executive sponsorship, further amplifying their careers and expanding their professional networks.

Strategic Leadership and Future Goals

For the Strategic Leadership Team, participating in the ACE Program as sponsors helps reframe thinking on what an “ideal” candidate looks like and consider transferable skills of “non-traditional” candidates that may add value to their teams. A goal for 2024 is to partner with the Talent & Acquisition Team to expand internal mobility opportunities for ACE participants, including a multi-day job shadow experience and a months-long job rotation program, demonstrating participants’ ability to succeed in new roles and career paths.

In 2024, Dayforce plans to add a macro-layer to the ACE capstone project, identifying a global business problem that DEI can help solve. Cohort assignments and discussions will then focus on potential solutions that could have a broad impact on the organization and beyond, making participants true DEI advocates.

Impact and Achievements

Dayforce’s DEI efforts have yielded significant positive impacts on the organization in 2023:

• 49% representation of women in the workforce
• 50% of the Board of Directors are women or people of color
• Named to the Bloomberg Gender-Equality Index for the second year in a row
• Expanded the ACE Program to increase the number of women and URMs in management roles
• Named one of Canada’s Best Employers for Diversity by Forbes
• Less than a 1% pay disparity between men and women globally and no pay disparity between white and non-white employees in the United States
• Tripled hiring volumes over the past two years, shifting from a North American focus to a global hiring experience
• Doubling of ACE Program Sponsorship among the senior leadership team and nearly doubled number of applicants from 2022 to 2023

Senior Leadership has benefited from participating as Sponsors of the ACE Program by examining their networks and biases, improving team dynamics, and ultimately enhancing the bottom line.

Broader Impacts and Ongoing Change

Changes supporting the ACE Program at the company level include the expansion of the School of DEI within Dayforce University, offering on-demand courses and launching the DEI Training Recognition Program. As of October 31, 2023, the completion rate for these quarterly DEI lessons is approximately 80% globally, demonstrating a commitment to ongoing learning and improvement.

Beyond Dayforce, Donnebra McClendon is an active participant in a network of leading Chief Human Resource Officers, Chief Diversity Officers, and other people leaders. She shares best practices and success stories from the ACE Program, counseling many companies on how to launch their own version of ACE across various industries.

Despite these achievements, Dayforce acknowledges the need for continuous improvement and is committed to learning and doing better in 2024 and beyond.

Coast Mental Health is a non-profit organization in the healthcare sector, represented by three unions for its employees. Coast Mental Health is committed to providing comprehensive mental health services and support to the community, with a focus on fostering a culture of inclusivity and belonging.

New onboarding process

Launched in 2023, the implementation of a new onboarding process represents a pivotal step forward in Coast Mental Health’s commitment to Diversity, Equity, and Inclusion (DEI) standards within the organization. By prioritizing inclusivity and engagement throughout the onboarding journey, the organization ensures that every new staff member feels valued, respected, and empowered from day one.

Program components

The new onboarding program not only focuses on meeting key safety and training standards but also emphasizes the importance of fostering a culture of belonging. Comprehensive support and resources tailored to individual needs are provided, creating an environment where diversity is celebrated, and everyone’s voice is heard. This approach underscores the organization’s dedication to creating a welcoming and inclusive workplace.

Tangible outcomes & employee feedback

Impact on talent retention & engagement

The success of this initiative is reflected in tangible metrics, notably a significant reduction in turnover rates. This outcome demonstrates the effectiveness of the approach, highlighting that when employees feel included and supported, they are more likely to stay and thrive within the organization. Increased talent retention and higher inclusion and engagement scores among employees further affirm the program’s positive impact.

Employee satisfaction

The onboarding program has received an outstanding approval rating, with an impressive 85% of employees expressing satisfaction with the process. This achievement reflects the collective agreement among the workforce that the program is highly effective in preparing them to tackle the challenges of their roles. Both new hires and seasoned staff have voiced their confidence in the program, stating that they feel well-equipped and empowered to navigate their responsibilities with competence and assurance.

Positive feedback

The overwhelmingly positive feedback underscores the program’s success in fostering a supportive and engaging onboarding experience. The program meets the needs of a diverse workforce and instills a sense of readiness and confidence among employees as they embark on their journey with Coast Mental Health.

Conclusion

Coast Mental Health’s new onboarding process is a testament to the organization’s commitment to DEI and employee well-being. By providing a comprehensive and inclusive onboarding experience, Coast Mental Health not only enhances employee satisfaction and retention but also fosters a culture of belonging and support. This initiative highlights the organization’s dedication to creating a workplace where diversity is celebrated, and every employee feels valued and empowered.

Hydrogen In Motion Inc. (H2M), founded in Vancouver, BC, Canada in 2014, has developed a proprietary nanomaterial that selectively attracts hydrogen under ambient temperature and low pressure. This innovation provides twice the hydrogen in the same volume at half the cost. The high costs and technical challenges of storing and transporting hydrogen, either as a compressed gas or in liquid form, significantly impede the adoption of hydrogen technology. H2M’s conformable tanks aim to revolutionize the industry, dramatically reducing capital and operating costs while opening new markets for hydrogen applications, from drones to utility-scale energy storage needed for solar and wind installations. H2M is a Canadian SME with six full-time employees, two part-time employees, and four PhDs, Masters, or Postdocs supported at various universities.

Empowering future innovators and women in STEM

Grace Quan’s Leadership

As one of the few female visible minority CEOs in the hydrogen sector, Grace Quan is a leader and champion of equity and inclusion. H2M has committed to the Government of Canada’s 50 – 30 Challenge, an initiative co-created by the Government of Canada, civil society, and the private sector. This challenge aims to attain gender parity and significant representation (at least 30%) of under-represented groups on boards and senior management positions, building a more diverse, inclusive, and vibrant economic future for Canadians. H2M has met and exceeded its 50% equity diversity targets, as well as LGBQ2T targets within the workforce. Grace has also implemented the Girls in STEM internship program at H2M, allowing high school females an opportunity to experience jobs in Science, Technology, Engineering, and Math (STEM) with mentorship on entrepreneurship from the CEO.

Fostering a culture of inclusion and innovation

This initiative, among others, has fostered a culture of inclusion and mentorship, bringing team members closer together and allowing space for diverse thoughts and actions. This ultimately facilitates innovation in a safe environment within the company.

Initiative launch and impact

The Girls in STEM program was first launched in 2018. Since its inception, the program has led to increased talent retention, higher inclusion and engagement scores among employees, and improved productivity. Interns from the program have been accepted into Ivy League schools, become entrepreneurs, started their own companies, and flourished in their chosen fields. Some have returned to H2M as full-time employees, demonstrating the program’s long-term positive impact on the working environment and contributing to the retention figures at H2M.

Building a diverse and inclusive future

The commitment to diversity and inclusion through initiatives like the Girls in STEM program is a cornerstone of H2M’s strategy. By providing opportunities and mentorship to underrepresented groups, H2M is not only fostering a more inclusive work environment but also paving the way for future innovations in the hydrogen sector. The company’s dedication to these values reflects a broader mission to ensure that the benefits of hydrogen technology and the opportunities within the industry are accessible to all.

Moneris is Canada’s largest provider of innovative solutions for mobile, online, and in-store payments, processing more than one in three transactions. Serving businesses of every size and industry, Moneris offers hardware, software, and solutions to help transform the way businesses grow and operate, in payments and beyond.

Employee spotlight program

The Moneris Mosaic is an employee spotlight program celebrating the stories of the people who make Moneris truly special. Like a beautiful mosaic, this program brings together a variety of unique and colorful stories, creating one inspiring image of the Moneris team.

Criteria for highlighting stories

The Mosaic program highlights stories of talented Moneris team members who meet various criteria, such as:

• Identifying as part of marginalized communities
• Actively participating in Moneris’ Employee Inclusion Groups (Moneris’ version of ERGs)
• Contributing to innovative and strategically significant enterprise projects
• Having unique career stories and/or non-traditional career journeys
• Working in a focal business area
• Program Genesis and Implementation

This project emerged from a design thinking workshop aimed at making the recruitment experience more inclusive and attracting more diverse talent to the organization. When the Talent Acquisition team and DEI team collaborated on this project, storytelling was identified as a powerful tool to humanize the employer brand, celebrate talented individuals within the organization, and amplify the program’s impact for internal and external audiences.

Increased community and belonging

The impact of the program has been outstanding, winning an HR Innovation Award in December 2023 (internal recognition program). Initially piloted with the Employee Inclusion Groups, the program’s success led to an enterprise-wide launch with plans for continued implementation.

Since the launch of the Girls in STEM program, the following positive outcomes have been observed:

• Increased sense of community and belonging
• Increased appreciation of differences and personal stories
• Enhanced connections between team members
• Greater visibility and engagement around Employee Inclusion Groups
• Improved visibility of employee stories to executives, fostering meaningful connections
• Expanded network connections and mentorship opportunities for team members
• Enhanced Engagement Metrics

Feedback from participants has been overwhelmingly positive:

• 100% representation of Employee Inclusion Groups
• 96% average rating on the positive experience with the nomination process
• 100% satisfaction rate on how their story was shared
• 100% clarity and helpfulness of provided instructions

Conclusion

The Moneris Mosaic program exemplifies Moneris’ commitment to fostering an inclusive environment and celebrating the diverse stories of its team members. Through this initiative, Moneris not only enhances internal culture and engagement but also strengthens its employer brand and attracts diverse talent to the organization.