Established in 2018, and set to conclude at the end of 2020, the WE Empower Program is a joint initiative between UN Women, the International Labour Organization and the European Union.
The program lays out seven Women’s Empowerment Principles that form guidelines for corporate action to promote gender equality and women's economic empowerment. They range from commitments on health and safety and transparency and accountability to supply chain diversity and professional development.
Tune in to episode 6 of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Camille Beaudoin, junior consultant and program assistant for the WE Empower Program in Canada, about advancing gender equality in the workplace — and how work environments will change drastically over the next decade.
Picking up on episode 4’s theme, there are a number of challenges when it comes to how organizations can meaningfully instigate and encourage movement on the equity, diversity and inclusion (EDI) front. Insufficient education about the benefits of EDI, misinformation about how to successfully implement EDI initiatives, and lack of accountability tend to sink the majority of even the most well-intended programs.
However, it’s been proven that businesses that share data around the make-up of their workforce and encourage the creation of employee resource groups are more successful at cultivating opportunities for under-represented groups.
Tune in to episode 5 of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Adrian Ishak – senior corporate counsel for global labour & employment at Salesforce and vice-chair of the Roundtable of Diversity Associations – about the key barriers to EDI success and the importance of remaining committed to continually moving forward.
From misunderstood expectations to lack of buy-in on the value of diversity, there are a number of challenges and obstacles facing leaders who want equity, diversity and inclusion to really thrive in their organizations.
Successful businesses tend to have a few things in common – such as evidence-based, data-driven strategies and an understanding that changing hearts and minds takes time and requires policies and processes to be properly addressed.
Tune in to the fourth episode of Diversonomics season 4 as hosts Roberto Aburto and Cindy Kou speak with Dr. Sarah Saska, co-founder and CEO of Feminuity, about what's working, what's not working and how everyone can be a champion for diversity and inclusion in the workplace.
In 2018, Gowling WLG Canada embarked on its three-year Clients First: Strategic Plan. One of the goals of the comprehensive plan is to have a partnership that is one-third female by January 1, 2021.
To help make this happen, Gowling WLG engaged Deloitte as a third-party consultant to conduct a thorough examination of the firm’s existing approach to partnership admission – and make recommendations on how to reduce the impact unconscious gender bias may have on it.
Tune in to season 4, episode 3 of Diversonomics as hosts Roberto Aburto and Cindy Kou speak with Gowling WLG Canada CEO Peter Lukasiewicz about the steps the firm is taking to improve – and ultimately eliminate unconscious bias from – the partnership admission process.
According to the World Health Organization, “disability” is an umbrella term that covers various physical, medical and mental impairments that may limit one’s ability to participate in daily activities.
Given this classification, there are more than one billion people around the globe who have some form of disability, with 78% acquiring their disability while of working age. This makes it critical for organizations to prepare for the reality that many of their employees are – or will become – disabled.
Tune in to season 4, episode 2 of Diversonomics as hosts Roberto Aburto and Cindy Kou chat with diversity and inclusion consultant Emma Dennis about the challenges of developing an inclusiveness strategy for disabled employees in a world where there is no “one size fits all” solution.
The restoration of friendly relations – that is how many people would define the term “reconciliation.” However, when it comes to reconciliation in the context of Indigenous people and the legal landscape in Canada, the above-mentioned definition may not exactly apply. Canada’s history with Indigenous people and their rights is a long one fraught with discrimination and racism, which some would say is still is embedded in many aspects of our Federal legislation today.
Tune into the first episode of Diversonomics, Season 4, as our hosts Roberto Aburto and Cindy Kou chat with one of Canada’s top 25 most influential lawyers of 2019, Jaimie Lickers, about what reconciliation really means for Indigenous people in Canada and how to move the legal profession forward when it comes to Indigenous law.