Report on Strategic Workforce Planning and IEPs: An Employer Perspective Commissioned by PCPI in...
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Transcript of Report on Strategic Workforce Planning and IEPs: An Employer Perspective Commissioned by PCPI in...
Report on Strategic Workforce Planning and IEPs:
An Employer Perspective
Commissioned by PCPI in conjunction with the 2007 IEP Conference
Rhonda Singer, CEOOctober 19, 2007
Why This ConferenceWhy This Research
Connecting IEPs to the system in their chosen career
while
Raising awareness of the benefits of hiring from this
important talent pool
The Missing Piece of the Puzzle
Strategic Workforce Planning in relation to the employment of IEPs is an underdeveloped, oftentimes missing area of research
Results 4 Major Areas:
1. Survey Demographic Responses2. IEP Considerations in Workforce Planning3. Employer Viewpoints on IEP Employment Challenges4. Developing the Cultural Intelligence of Front-Line Managers
Who Responded
Almost equal representation of public, private and non-profit employers
A broad range of different sizes of employers Approximately one-quarter of the respondents were
large private and public sector organizations operating in the Toronto region
38%
35%
Public Sector
Private Sector
Non-Profit Sector27%
Employers See it Coming Toronto region employers recognize the
importance of immigrants to their business success
17% of respondents are strongly committed to cultural diversity with 70% confirming this goal but expressing challenges
87% of respondents believe that immigrants have a vital and important role in filling their future skills needs
Given changing demographics the aging population and less than replacement birth rate employers know they must integrate immigrants more quickly into their workplaces.
Interesting That Employers Reveal…
54% either marginally agree or disagree that Canadian experience is critical
60% are relatively neutral on the challenges posed to recruitment by IEP behaviours not in accord with Canadian norms
Nearly 80% consider competency-based interviews effective in hiring IEPs
However, Employers Want A New Approach
Employers report that traditional forms of diversity management are no longer working
Only 50% deem online learning as “moderately effective” in delivering diversity training
Attendance at formal learning workshops and participating in “community practice” sessions are identified as the two most effective ways of training front-line managers
Cultivating ‘Cultural Intelligence’
Hiring and supervisory practices must accommodate the new demographic reality of a hyper-diverse workplace
It is no longer good enough to expect immigrants to adapt to our culture; we now need a balance where both the immigrant and the Canadian workplace adapt to each other
Image Credit: Culture Clash
digital-library.csun.edu/LatArch/cultureclash/
A Call to Action for Cultural Intelligence!
Everyone from the CEO to those working on the shop floor must be culturally intelligent
Hyper-diversity + Cultural Intelligence = Innovation, Creativity and Increased competitiveness