Diversity Counts A Snapshot of Diversity in The Greater Toronto Area.
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Transcript of Diversity Counts A Snapshot of Diversity in The Greater Toronto Area.
![Page 1: Diversity Counts A Snapshot of Diversity in The Greater Toronto Area.](https://reader036.fdocuments.us/reader036/viewer/2022062802/56649ea95503460f94bae50a/html5/thumbnails/1.jpg)
Diversity CountsA Snapshot of Diversity in The Greater Toronto Area
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Advantages of Diverse Leadership
• Financial and organizational performance
• Diversity in markets , clients, citzens• Global war for talent• Creativity and innovation• Social inclusion
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Visible Minorities in Leadership
• Focus on 5 municipalities of Toronto, Brampton, Mississauga, Markham, Richmond Hill
• Representing 72.5% of GTA population• 49.5 % visible minorities
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Elected OfficialsTotal Analyzed % Visible
Minority LeadersSchool Board Trustees 67 21%
Municipal Councillors 87 10%
Members of Provincial Parliament 35 23%
Members of Parliament 35 14%
Average: 16%
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Elected Officials: • Examine processes: what factors affecting
Municipal 10% vs. Provincial 23%?• Develop the pipeline:
o Outreach to ethno-cultural communitieso Promote engagement in electoral politicso Provide training, coaching, mentoring to
aspiring political leaders• Document success stories (and challenges)
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Public Sector LeadersTotal Analyzed % Visible
Minority LeadersMunicipal and Regional Executives 28 4%
Police Chiefs and Deputy Chiefs 12 8%
Deputy Ministers and Assistant Deputy Ministers
83 10%
Average: 8%
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Public Sector Leaders• Examine processes: 10% provincial
versus 4% municipal govt. leaders• Develop the pipeline:
o Recruitment, promotion processeso Training, coaching, mentoring for high achieverso Informal networking and support
• Promote public service role models
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Voluntary Sector (Charities and Foundations)
Total Analyzed % Visible Minority Leaders
Boards of Directors 285 14%
Senior Executives 59 8%
Average: 13%
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Voluntary Sector Leaders• Examine processes: compare to other
sectors and explore transferable skills• Develop the pipeline:
o Outreach to ethno cultural organizations and agencieso Lateral movement to/from other sectorso Skills development
• Communicate: voluntary sector as a stepping stone
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Education SectorTotal Analyzed % Visible Minority
Leaders
Schools
School Board Directors 11 0%
TDSB Principals and Vice-Principals 924 19%
Colleges
Boards of Governors 62 27%
College Executives 25 20%
Universities
Boards of Governors 131 24%
University Executives 38 11%
Average: 20% 10
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Education Sector Leaders• Examine processes:
o Principals (19%) versus Directorso College Execs (20%) versus Universities (11%)
• Develop the pipeline:o Recruitment, development, succession planningo Management skills and professional developmento Employee engagement
• Communicate results
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Government Agencies
Total Analyzed % Visible Minority Leaders
City of Toronto Agencies, Boards and Commissions
147 31%
Province of Ontario Agencies, Boards and Commissions
235 11%
Average: 19%
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Municipal and Provincial ABCs • Compare results: 31% municipal versus
11% provincial• Set targets• Develop the pipeline:
o eg. City of Toronto strategy
• Communicate
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Corporate Sector Leaders
Total Analyzed % Visible Minority Leaders
Boards of Directors 472 3%
Senior Executives 521 5%
Average: 4%
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Corporate Sector Leaders• Examine processes:
o Boards: 3% corporate versus 14% charities, 27% colleges, 31% City of Toronto
o CEOs: 5% corporate versus 8% Charities, 10% Provincial Government; 11% Universities, 20% Colleges
• Senior management commitment• Develop the pipeline• Diversity through the value chain
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Large Financial Institution*Visible MinorityRepresentation
*Federally Regulated Employer Data, 2006
Semi-Professionals and Technicians: 40.8%
Professionals: 25.6%
Middle and Other Managers: 17.9%
Senior Managers: 9.9%
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The Diversity CurveD
egre
e of
For
mal
izati
on
% of Senior Leaders
- Little recognition of problem- No policies- No metrics
- Metrics-Targets-Leadership- Integrated policies-Accountability-Transparency
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The Ecological Model of Social Change
Individual Group Organization Sector Social Environment
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Action: Individuals, Organizations and Community• Count: what gets measured, gets done• Lead: make diversity a strategic priority• Develop the pipeline: inspire, recruit,
develop, promote• People Practices: develop and sustain
excellent HR policies• Communicate: mainstream diversity in all
aspects of the organization
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Contact
The Diversity Institute Ted Rogers School of ManagementRyerson University350 Victoria StreetToronto, Ontario, M5B 2K3
Website: www.ryerson.ca/diversityEmail: [email protected]
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